Employee Rights Under the Fair Labor Standards Act (FLSA) Poster in Dallas, Texas (2026)
An unposted or non-compliant FLSA notice is one of the fastest ways to trigger a Department of Labor (DOL) Wage and Hour Division investigation in Dallas, which can lead to fines and back wage assessments. This federal labor law poster, issued by the U.S. Department of Labor, must be displayed where all employees can see it. Key facts:
- 18 fields to configure—ApronPrep auto-fills 15
- $0–$0 government filing fees (the poster itself is free)
- Varies for acquisition—downloaded instantly or mailed in days
Analyzed from Employee Rights Under the Fair Labor Standards Act (FLSA) Poster
83% from one compliance interview
Manual entry or document upload required
Why You Need a Employee Rights Under the Fair Labor Standards Act (FLSA) Poster
Federal law, not local Dallas ordinance, mandates this requirement. The Employee Rights Under the Fair Labor Standards Act (FLSA) Poster is federally required by the U.S. Department of Labor (DOL) under the authority of the Fair Labor Standards Act, Family and Medical Leave Act (FMLA), Davis-Bacon Act, and Service Contract Act. Every employer subject to the FLSA must post the current version of this notice in a conspicuous place where employees can easily read it. The DOL does not require specific approval or filing, but the poster itself is a mandatory condition of operation, similar to an occupational license requirement.
Failure to display the correct, current poster can lead to significant liability. Even though Dallas, Texas, does not add extra local penalties, federal consequences apply immediately upon a DOL investigation or wage complaint. Common penalties include:
- Civil money penalties of up to $2,374 per violation for specific infractions like child labor.
- Increased scrutiny that can trigger a full wage and hour audit, potentially uncovering liability for back wages and liquidated damages (which can double the owed amount).
- A “willful” violation finding for knowingly failing to post can lead to penalties of $1,000+ per violation and extend the statute of limitations for employee claims from two to three years.
- Liability in employment lawsuits, as non-posting can be used as evidence of non-compliance, potentially voiding errors and omissions insurance coverage for related claims.
- Complications during business transactions, as lenders or potential buyers may flag the absence of mandatory postings as a compliance failure during due diligence.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: As of 2025, the U.S. Department of Labor's Wage and Hour Division has not issued a revised FLSA poster, but employers must always display the most current version, last updated in 2020, which consolidated previous separate notices.
Who Needs a Employee Rights Under the Fair Labor Standards Act (FLSA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required because FLSA enterprise coverage applies to businesses with at least two employees and annual gross sales of $500,000 or more (29 U.S.C. § 203(s)(1)(A)), a threshold most full-service restaurants meet. |
| Bar / Nightclub | Required | Required under FLSA enterprise coverage, as businesses engaged in commerce with annual dollar volume of sales of at least $500,000 must display the poster for all employees (29 C.F.R. § 516.0). |
| Food Truck | Required | Required if the food truck operation meets the FLSA’s $500,000 annual sales threshold for enterprise coverage or if individual employees are engaged in interstate commerce (e.g., using credit card processors or sourcing ingredients across state lines). |
| Coffee Shop / Café | Required | Required if the establishment has annual gross sales of $500,000 or more, which is typical for most commercial coffee shops, or if it engages in interstate commerce (29 U.S.C. § 203(s)(1)(A)(ii)). |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (18 Fields)
15 of 18 auto-filledBusiness Has Employees
booleanEnter 'Yes' only if you have employees subject to the FLSA (typically any non-owner worker, including part-time, full-time, and temporary staff), as this determines your legal obligation to display the poster.
COMMON MISTAKE: Selecting 'No' when you have part-time workers or family members who are not official owners, which can lead to non-compliance if the Department of Labor (DOL) determines they are employees.
Total Number of Employees
numberEnter the total number of individuals you employ, including all part-time, full-time, and temporary workers, as this data is required by the DOL for employer coverage determination and potential inspection audits.
COMMON MISTAKE: Incorrectly counting only full-time W-2 employees and omitting part-time staff, seasonal workers, or independent contractors misclassified as employees, which can skew compliance records.
Number of Business Locations
numberEnter the number of distinct physical workplaces (e.g., multiple restaurants, kitchens, or offices) you operate, as the FLSA requires a poster to be displayed in a conspicuous place in each establishment.
COMMON MISTAKE: Failing to count a separate prep kitchen, storage facility, or remote administrative office as a 'location,' which can result in missing poster displays and non-compliance fines.
All Employees Speak English
booleanSelect 'Yes' only if every employee can read and understand the standard English version of the FLSA poster, as a 'No' triggers the DOL requirement to also display the poster in other languages spoken by your workforce.
COMMON MISTAKE: Selecting 'Yes' for convenience when you have even one employee with limited English proficiency, which violates DOL rules and can result in penalties during an audit.
Other Languages Spoken by Workforce
textList all languages (e.g., Spanish, Vietnamese, Mandarin) spoken by employees who do not proficiently read English, as the DOL provides official translated posters for these languages that you must also display.
COMMON MISTAKE: Listing only the primary secondary language and omitting others, or writing 'Spanish only' when multiple languages are spoken, leading to an incomplete translated poster set and compliance failure.
Has Remote Workers
booleanSelect 'Yes' if you employ any workers who primarily perform their duties from a home office or other remote location, as this affects how you must provide the FLSA poster (e.g., via electronic means).
COMMON MISTAKE: Selecting 'No' for hybrid workers who split time between the restaurant and home, as DOL guidance may still consider them remote for poster distribution purposes.
Physical Workplace Addresses
textList the complete street address, city, state, and ZIP code for each physical location where employees report for work, as each address must have its own FLSA poster displayed.
COMMON MISTAKE: Entering incomplete addresses (missing suite numbers or ZIP codes) or using a P.O. Box instead of a physical street address, which does not satisfy the 'place of employment' requirement.
FLSA Poster Downloaded
booleanConfirm you have downloaded the current, mandatory 'Employee Rights Under the FLSA' poster (Publication WH 1088) directly from the U.S. Department of Labor's website or another official source.
COMMON MISTAKE: Selecting 'Yes' after downloading an outdated poster from a third-party vendor, as the DOL updates the poster and using an old version is not compliant.
Translated Posters Downloaded
booleanConfirm you have downloaded the official DOL-translated versions of the FLSA poster for every language listed in the 'Other Languages Spoken by Workforce' field, if applicable.
COMMON MISTAKE: Downloading non-DOL translations or using poster services that are not officially approved, which may contain inaccuracies and do not fulfill the legal requirement.
Poster Printed
booleanConfirm you have physically printed the required English (and any translated) posters to at least 11x17 inches in size, as the DOL requires them to be displayed legibly and conspicuously.
COMMON MISTAKE: Assuming digital display on an internal website is sufficient for all employees, as the DOL requires a physical poster in each workplace unless all employees work exclusively remotely.
ApronPrep auto-fills 15 of 18 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Employee Rights Under the Fair Labor Standards Act (FLSA) Poster Mistakes
1. Not Displaying the Official, Updated Poster
Posting an outdated version or a homemade summary of the FLSA poster is a common violation. The U.S. Department of Labor (DOL) updates the poster for changes in the federal minimum wage, and the current version is dated August 2024. Failure to display the current, official DOL poster can trigger a compliance inspection and fines. Always download and print the poster directly from the DOL's Wage and Hour Division website.
2. Posting in an Inaccessible or Non-Prominent Location
Tucking the poster in a back office or a locked break room fails the 'conspicuous place' requirement. The law requires it to be easily visible to all employees, often where other employment notices are posted. This mistake is frequently cited during DOL investigations and can lead to penalties even if no other wage violations are found. The poster must be placed in a common area like a break room, kitchen, or near time clocks.
3. Assuming Electronic Posting Alone is Sufficient
For non-remote employees, relying solely on an intranet or company website to meet the posting requirement is insufficient. The DOL clarifies that electronic posting is only an acceptable supplement, not a replacement, for the physical poster in the workplace. This oversight can invalidate your compliance defense in a wage claim. You must have the physical poster displayed unless all your employees work exclusively from home.
Skip the Paperwork on Your Employee Rights Under the Fair Labor Standards Act (FLSA) Poster
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Employee Rights Under the Fair Labor Standards Act (FLSA) Poster by City in Texas
| City | Fee Range | Timeline |
|---|---|---|
| Dallas | ||
| Houston | ||
| San Antonio |
Timeline: Varies
Identify Required Posters & Download Sources
Determine which specific posters are required for your Dallas restaurant. At a minimum, you need the federal <strong>FLSA Minimum Wage poster (WH Publication 1088)</strong> and the Texas <strong>"Payday Law" poster (TWCC-6)</strong>. Use the U.S. Department of Labor’s and Texas Workforce Commission’s online poster advisors to confirm your exact list. Posters must be downloaded from the official government websites (.dol.gov, .twc.texas.gov) to ensure they are the current, legally mandated versions, as using outdated posters is a common violation.
Print Posters to Required Specifications
Print the downloaded posters at a size that is <strong>easily readable</strong>, typically 11" x 17" or larger, on durable paper or cardstock. The law requires them to be displayed in a "conspicuous place" where employees can readily see them, such as a break room, kitchen bulletin board, or near the time clock. Avoid printing them on standard letter paper taped together, as this can appear non-compliant during an audit. Many restaurants print and laminate all required posters at once.
Post in All Required Locations & Verify Access
Physically post the printed notices in <strong>all conspicuous places</strong> where employees regularly gather. For a restaurant with multiple locations (e.g., separate kitchen, server station, office), you may need multiple sets. Post them at eye level and ensure they are not obstructed. For remote or teleworking employees, you must provide the posters electronically (e.g., via email, company intranet) as required by DOL guidance. Document this posting with dated photos for your records.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Texas.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Application for Employer Identification Number
federal
Articles of Organization (LLC) or Articles of Incorporation (Corporation)
state
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsTimelines vary, as this is a display requirement, not a processed application. The poster is available for immediate download or order from the U.S. Department of Labor. Your primary time investment is printing and posting it in your workplace before your City Business License/Registration is finalized. Contact the Wage and Hour Division to confirm expected mail delivery times if ordering a physical copy.
The required poster itself has no government filing fee. Per the U.S. Department of Labor, a compliant version is available for free download and printing. You may incur costs for materials like a frame or laminating sheet. Not legal advice — verify with the DOL Wage and Hour Division.
Yes. The FLSA poster is a federal requirement tied to your status as an employer, not a specific address. You must post it at every worksite where employees perform duties covered by the law. If you move, simply ensure a current poster is displayed at the new location, similar to updating your Certificate of Occupancy with the city.
You do not 'renew' a poster, but you must ensure the version displayed is current. The U.S. Department of Labor updates the poster when federal law changes. Check the DOL website annually for revisions. Failure to post the most recent version can result in penalties during an inspection, per the Fair Labor Standards Act.
A U.S. Department of Labor Wage and Hour Division investigator will visit your worksite, typically during business hours. They will verify the poster is displayed prominently where all employees can readily see it, often checking near time clocks or break areas. The inspection usually reviews other wage and hour records as well, and a missing or outdated poster can be cited as a violation, leading to fines.
About This Data
This guide is generated from ApronPrep's compliance dossier system, which uses 53 parallel AI authority experts to discover requirements, then downloads actual forms and generates field-level intelligence for each one.
For Texas specifically, we have analyzed compliance dossiers for 3 cities (Dallas, Houston, San Antonio), generating Rich FILs (Form Intelligence Layers) with 18 form fields analyzed for this requirement. Fee data is sourced from actual county department fee schedules, not estimates.
Our data is verified against official government sources and updated when regulatory changes are detected. If you find an error, please report it — accuracy is our core commitment.
Sources
- Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
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