Employee Rights Under the Fair Labor Standards Act (FLSA) Poster in Tacoma, Washington (2026)
Department of Labor Wage and Hour Division (WHD) inspectors can issue fines for non-compliance with federal posting rules, putting your business at immediate financial risk. This Employee Rights Under the Fair Labor Standards Act (FLSA) Poster, also known as the federal minimum wage poster, is a mandatory federal notice that must be displayed in Tacoma workplaces. While the form to order the poster from the U.S. Department of Labor contains 18 fields, ApronPrep can auto-fill 15 of them using your stored business profile. The government does not charge a fee for the poster itself, but processing and shipping times vary. Most applicants complete this in under 15 minutes with ApronPrep, which auto-fills 15 of 18 fields.
Analyzed from Employee Rights Under the Fair Labor Standards Act (FLSA) Poster
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Why You Need a Employee Rights Under the Fair Labor Standards Act (FLSA) Poster
Federal law requires you to display the consolidated Employee Rights Under the Fair Labor Standards Act (FLSA) poster because it communicates federally mandated wage, hour, and leave rights. In Tacoma, Washington, this federal requirement is enforced by the U.S. Department of Labor’s Wage and Hour Division (WHD). The poster is a single document that consolidates mandatory notices from several federal acts, including the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), the Davis-Bacon Act, and the Service Contract Act. There is no local Tacoma or Washington State ordinance that replaces this federal posting requirement; however, you must also display Washington-specific posters, like the Minimum Wage and Paid Sick Leave posters, separately. The federal poster must be placed in a conspicuous location where all employees can readily see it.
Failing to display the correct FLSA poster can trigger investigations and significant penalties. The consequences are not tied to a filing fee but to compliance failures and can include:
- Liquidated damages equal to the amount of back wages owed, effectively doubling the amount you must pay.
- Civil money penalties of up to $2,374 per violation for child labor infractions and over $1,000 for willful or repeated FLSA violations.
- Mandatory payment of back wages for all affected employees, which can accumulate over years if a violation is systemic.
- Increased audit risk and potential investigation into other workplace practices, leading to further penalties.
- Lease or insurance complications, as a formal DOL violation or lawsuit can be a red flag for landlords and insurers reviewing your business compliance record.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: In 2024, the U.S. Department of Labor updated the civil money penalty for child labor violations to $2,374 per violation and revised the poster to reflect current federal minimum wage information.
Who Needs a Employee Rights Under the Fair Labor Standards Act (FLSA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required because the Fair Labor Standards Act (FLSA) applies to any enterprise with at least two employees and annual gross sales of $500,000 or more, which includes virtually all full-service restaurants. |
| Bar / Nightclub | Required | Required for the same enterprise coverage thresholds as restaurants; bars and nightclubs with employees engaged in interstate commerce or meeting the $500,000 sales volume are covered. |
| Food Truck | Required | Required if the food truck business meets the FLSA's enterprise coverage ($500,000+ annual sales) or has individual employees engaged in interstate commerce (e.g., using credit card transactions, sourcing supplies across state lines). |
| Coffee Shop / Café | Required | Required as these establishments typically have employees and meet the $500,000 annual sales threshold for enterprise coverage under the FLSA. |
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
booleanSelect 'Yes' if you have any employees, including part-time or temporary workers; select 'No' only if you have zero employees, as the FLSA poster requirement applies to all employers with at least one employee under federal law.
COMMON MISTAKE: Incorrectly selecting 'No' if you have any employees, which can trigger a Department of Labor (DOL) audit finding for failure to post required notices, leading to potential fines.
Total Number of Employees
numberEnter the exact total number of individuals you employ, counting all part-time, full-time, and temporary workers as of the date of this application.
COMMON MISTAKE: Entering an inaccurate or estimated number, or omitting part-time staff; the DOL uses this count to verify enterprise coverage and applicable requirements.
Number of Business Locations
numberEnter the total number of distinct physical premises where you conduct business and have employees, as you must display the FLSA poster at each worksite.
COMMON MISTAKE: Counting a single restaurant as multiple locations because it has different floors or sections; each distinct street address or suite is typically one location.
All Employees Speak English
booleanSelect 'Yes' only if every single employee can read and understand English proficiently; if any employee primarily speaks another language, you must select 'No' and acquire translated posters.
COMMON MISTAKE: Selecting 'Yes' for convenience when some kitchen or cleaning staff have limited English proficiency, a common DOL violation during workplace inspections.
Other Languages Spoken by Workforce
textList the primary non-English languages spoken by your employees (e.g., 'Spanish, Vietnamese, Mandarin'), used to determine which DOL-translated poster versions you must download and post.
COMMON MISTAKE: Listing generic terms like 'Asian languages' instead of specific languages (e.g., 'Korean'), which can lead to posting the wrong translated version and non-compliance.
Has Remote Workers
booleanSelect 'Yes' if you employ any individuals who work primarily from a home office or other remote location, as DOL guidance requires these workers to have electronic access to the poster.
COMMON MISTAKE: Selecting 'No' because remote workers are part-time or salaried; the requirement applies to all remote employees regardless of classification.
Physical Workplace Addresses
textEnter the complete street addresses for all business locations where employees report to work, formatted as '123 Main St, Tacoma, WA 98402'.
COMMON MISTAKE: Entering P.O. Box addresses only; the DOL requires the physical location where the poster will be displayed for on-site inspections.
FLSA Poster Downloaded
booleanConfirm you have downloaded the official 'Employee Rights Under the FLSA' poster (Publication 1088) from the U.S. Department of Labor's website or a verified source.
COMMON MISTAKE: Selecting 'Yes' after downloading an outdated version or from a third-party vendor selling non-compliant posters, which lack required DOL revisions.
Translated Posters Downloaded
booleanSelect 'Yes' only if you have downloaded the official DOL-translated posters for every language listed in the 'Additional Languages' field, as required by 29 CFR 516.4.
COMMON MISTAKE: Downloading translated posters from unverified sources that contain errors, or failing to download a poster for every language spoken by a significant portion of the workforce.
Poster Printed
booleanConfirm you have printed the official FLSA poster(s) on paper sized at least 11 x 17 inches, as required for physical display in a conspicuous area accessible to all employees.
COMMON MISTAKE: Printing the poster on standard 8.5" x 11" letter paper, which does not meet the DOL's minimum size requirement and is a common citation during audits.
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 Using the Current, Correct Version
Displaying an outdated poster version violates U.S. Department of Labor (DOL) regulations, as content changes with new minimum wage or rule updates. Using a poster from before March 2020, for example, would have incorrect minimum wage information. This oversight can trigger fines during a DOL audit. Check the DOL's Wage and Hour Division website to download the most current version.
2. Displaying in an Inaccessible or Inconspicuous Location
Posting the FLSA notice in a back office, break room, or other area not frequented by all employees fails the 'conspicuous place' requirement. The poster must be where employees can easily see it, such as near time clocks, common break areas, or main employee entrances. An inaccessible posting is equivalent to not posting at all and carries the same penalty risk.
3. Failing to Post for All Covered Employees
If you have remote workers or employees in multiple locations, you must ensure they have access to the poster. Simply having it in your main Tacoma office is insufficient. For remote employees, the DOL requires providing the poster electronically or by mail. This common oversight can lead to compliance violations for your entire workforce.
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 Washington
| City | Fee Range | Timeline |
|---|---|---|
| Seattle | ||
| Spokane | ||
| Tacoma |
Timeline: 1-2 Business Days (Download and Post)
Identify Your Obligation and Required Poster
Confirm you are a covered employer under the federal Fair Labor Standards Act (FLSA) — this applies to most restaurants with annual sales over $500,000 or engaged in interstate commerce. You are required to display the official 'Employee Rights Under the Fair Labor Standards Act (FLSA)' poster, published by the U.S. Department of Labor (DOL). This is separate from any required Washington State labor posters. Employers often miss that they need both federal and state posters.
Download the Correct Poster from the DOL
Navigate to the DOL’s Wage and Hour Division website (dol.gov/whd) to access the poster download page. Ensure you download the most current version; as of 2025, the standard federal minimum wage is $7.25 per hour. Print the poster on standard letter-size (8.5" x 11") paper or larger. The DOL does not charge a fee for the poster download. The most common mistake is downloading an outdated poster or one from a non-official source that may lack required information.
Post in a Conspicuous Location
Display the printed poster in a prominent place where all employees can easily see it, such as a break room, near the time clock, or a common employee entrance. Federal law requires it to be posted at all times. For restaurants with multiple physical locations in the Tacoma area, you need a poster at each worksite. Failure to post can trigger DOL investigations and result in penalties, even if no other wage violations exist.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Washington.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Annual Report Filing
state
Application for Employer Identification Number
federal
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsThe process is immediate. The federal FLSA poster is available for free download from the U.S. Department of Labor website and can be printed at any time. Your timeline depends on securing a printed, physical copy and posting it before employees start work, a requirement you can complete concurrently with your City Business License/Registration.
There is no government filing fee for the FLSA poster itself. The U.S. Department of Labor provides the official PDF at no cost. Your only expenses are for printing materials or a commercial poster service. Not legal advice — verify with the U.S. Department of Labor.
Yes, the physical poster itself is transferable. The federal requirement is to post it in a conspicuous place where all employees can see it. If you move your business to a new Tacoma address, you must ensure the poster is displayed at the new location, similar to updating your business address for your Building Permit or other local licenses.
You do not renew it; it is a continuous posting requirement. However, you must replace the poster if the U.S. Department of Labor issues an updated version. It is your responsibility to check for revisions, unlike annual renewals such as an Annual Report Filing with the state.
A federal or state wage-and-hour investigator will check that the current, official FLSA poster is displayed where all employees can easily read it, typically in a break room or common area. The inspection is often part of a broader audit of payroll records and labor practices. Failure to post can result in fines per the Fair Labor Standards Act, independent of any local code violations found during other inspections.
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 Washington specifically, we have analyzed compliance dossiers for 3 cities (Seattle, Spokane, Tacoma), 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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