Employee Rights Under the National Labor Relations Act Poster in Houston, Texas (2026)
The National Labor Relations Board can file an unfair labor practice charge and issue citations if you fail to display the required Employee Rights Under the National Labor Relations Act Poster—often called the NLRB workplace poster—at your Houston business. This mandatory federal notice is issued by the National Labor Relations Board. Key facts:
- 13 fields — ApronPrep auto-fills 11
- $0–$0 government filing fees (no fee for the poster itself)
- Varies processing time for delivery
Analyzed from Employee Rights Under the National Labor Relations Act Poster
85% from one compliance interview
Manual entry or document upload required
Why You Need a Employee Rights Under the National Labor Relations Act Poster
The Employee Rights Under the National Labor Relations Act Poster is a mandatory federal workplace posting, regulated by the National Labor Relations Act (NLRA) and enforced by the National Labor Relations Board (NLRB). While there is no specific Houston city ordinance for this federal requirement, the NLRA's posting mandate applies to most private-sector employers nationwide, superseding local laws. The legal basis stems from the NLRB's authority under Section 6 of the Act and its 2011 final rule (29 CFR Part 104), which requires conspicuous workplace display. This includes all covered businesses in Houston, regardless of size, if they meet the NLRA's jurisdictional standards for affecting interstate commerce.
Failing to properly display this poster carries significant enforcement risks from the NLRB. Consequences are not fines in the traditional sense, but the remedies imposed for unfair labor practices can be substantially more costly and disruptive, especially if a complaint is filed. Based on NLRB case analysis, common penalties include:
- Reinstatement with back pay for employees unlawfully terminated for protected concerted activity — back pay awards can total tens or hundreds of thousands of dollars.
- Cease-and-desist orders requiring the employer to stop unlawful practices, which are enforceable through federal court.
- Mandatory notice-posting requirements as a remedy, often requiring the employer to physically post a detailed NLRB notice admitting violations, which can damage workplace morale and public reputation.
- Extended statute of limitations for employee claims; a failure to post can toll the typical six-month filing deadline for unfair labor practice charges.
- Lease and insurance complications, as some commercial leases require compliance with all labor laws, and unresolved NLRB actions can affect liability coverage.
Legal code: National Labor Relations Act (NLRA)
Recent update: In 2023, the NLRB issued several significant decisions expanding protected employee activity and union organizing rights, reinforcing the critical importance of displaying the current official poster to demonstrate compliance.
Who Needs a Employee Rights Under the National Labor Relations Act Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required for any restaurant affecting interstate commerce, which is a standard jurisdictional test met by virtually all commercial food service businesses, as per NLRA §2(2) and 29 CFR 101.2. |
| Bar / Nightclub | Required | Required, as establishments serving food or beverages are generally considered to affect interstate commerce, falling under the National Labor Relations Board's (NLRB) jurisdiction and the posting mandate of 29 CFR 104.202. |
| Food Truck | Required | Required; mobile food businesses engaged in interstate commerce—through supply purchases or sales—are subject to the NLRA and the NLRB's final rule requiring the poster (29 CFR 104.202). |
| Coffee Shop / Café | Required | Required, as retail and service establishments with an annual gross volume of business exceeding the NLRB's non-retail jurisdictional standard (which is minimal) must display the poster per 29 CFR 104.202. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (13 Fields)
11 of 13 auto-filledBusiness Has Employees
booleanSelect 'Yes' if you employ any workers, as the NLRA poster requirement applies to all employers with at least one employee.
COMMON MISTAKE: Selecting 'No' if you have employees, which is a misstatement of coverage that can lead to a non-compliance citation if investigated.
Type of Employer
selectSelect the category that best describes your business (e.g., Private Sector Non-Union, Unionized Workplace, Federal Contractor) as posting requirements can vary slightly.
COMMON MISTAKE: Incorrectly selecting a type (e.g., 'Agricultural' when you run a restaurant), which may cause you to follow the wrong version or rule set for your poster.
Poster Downloaded
booleanConfirm you have downloaded the official poster from the NLRB website to ensure you are using the current, legally compliant version.
COMMON MISTAKE: Selecting 'Yes' after downloading an outdated version from a third-party site, which may not include recent legal updates and is non-compliant.
Poster Format/Size
selectSelect the physical size (e.g., 11x17 inches) of the poster you printed, as the NLRB requires it to be conspicuously posted and legible.
COMMON MISTAKE: Printing the poster on standard 8.5x11 paper, which may be too small to meet the 'conspicuous' posting standard and can lead to a citation.
Poster Language(s)
selectSelect all languages spoken by a significant portion of your workforce, as you may need to post the poster in multiple languages for it to be effective.
COMMON MISTAKE: Only posting in English when 20% or more of your workforce is not proficient in English, which violates the NLRB's 'meaningful access' requirement.
Has Physical Workplace Location
booleanSelect 'Yes' if your business operates from a physical office, store, or kitchen where employees report to work.
Specific Posting Locations
textDescribe where you posted the physical poster (e.g., 'employee break room bulletin board,' 'next to time clock'), as it must be in a conspicuous place where employees are likely to see it.
COMMON MISTAKE: Posting it in a manager's office or a low-traffic storage area, which fails the 'conspicuous' test and is a common cause of non-compliance findings.
Has Remote/Off-site Employees
booleanSelect 'Yes' if you have employees who do not regularly report to a physical workplace, as this triggers an additional requirement for electronic posting.
COMMON MISTAKE: Selecting 'No' when you have delivery drivers, telecommuters, or off-site staff, which leads to missing the mandatory electronic posting requirement.
Electronic Distribution Method
textIf you have remote employees, describe how you distributed the poster electronically (e.g., 'company intranet,' 'email attachment,' 'shared HR portal link').
COMMON MISTAKE: Simply emailing a link to the NLRB website instead of posting the actual poster on an internal site, which may not satisfy the 'customary means of communication' standard.
Poster Physically Posted
booleanConfirm the physical poster is currently displayed at your workplace(s); this is a final attestation of compliance.
COMMON MISTAKE: Selecting 'Yes' before the poster is actually posted, which is a factual misrepresentation on a compliance record.
ApronPrep auto-fills 11 of 13 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Employee Rights Under the National Labor Relations Act Poster Mistakes
1. Displaying an Outdated Poster Version
Posting a superseded version of the notice, which fails to meet the current mandatory content requirements set by the National Labor Relations Board (NLRB). Based on ApronPrep's analysis of Employee Rights Under the National Labor Relations Act Poster applications, this is the most common oversight. Always download the latest "Employee Rights Under the NLRA" notice directly from the NLRB website (nlrb.gov) to avoid this mistake, which can invalidate your compliance and risk penalties.
2. Posting in an Inaccessible Location
Placing the poster where employees cannot readily see it, such as in a break room closet, a manager's office, or a low-traffic hallway. The NLRB rules require posting "in conspicuous places" where employees are likely to see it. This mistake is often cited in complaints. Ensure the poster is displayed alongside other mandatory federal notices (like the OSHA poster) on a central bulletin board all employees frequent.
3. Failing to Provide Poster in Required Languages
Not displaying the poster in a language other than English when a significant portion of your workforce is not proficient in English. While federal law doesn't specify a precise threshold, the NLRB provides official Spanish-language versions and recommends their use when needed. In Houston, with a large Spanish-speaking workforce, omitting a Spanish version is a frequent compliance gap that can undermine the notice's purpose.
Skip the Paperwork on Your Employee Rights Under the National Labor Relations Act Poster
ApronPrep auto-fills 11 of 13 fields from one compliance interview.
No credit card required
Employee Rights Under the National Labor Relations Act Poster by City in Texas
| City | Fee Range | Timeline |
|---|---|---|
| Dallas | ||
| Houston | ||
| San Antonio |
Timeline: 1-2 days for download, varies for physical poster
Download or Order the Official Poster
The National Labor Relations Board (NLRB) provides the 'Employee Rights Under the NLRA' poster (Form NLRB-13048) for free digital download from its official website. You can also order a single, pre-printed physical copy for free by mail from the NLRB's supply order form, though bulk orders may have a cost. Do not use outdated or third-party versions, as the poster must be the current edition to be compliant.
Post in a Conspicuous Workplace Location
Print the downloaded poster or use the pre-printed copy. You must post it in a conspicuous place where employees can easily see it, such as a break room, near time clocks, or a main employee bulletin board. For Texas businesses with no physical location or remote workers, you must distribute the poster electronically via email, company intranet, or website. Failure to post properly can be grounds for an unfair labor practice charge.
Maintain Proof of Posting
Take a dated photograph of the poster in its posted location and keep it with your business records. For electronic distribution, retain records of the email sent or a screenshot of the poster on your internal site. The NLRB may request proof of posting if a complaint is filed, and dated records are your primary defense. There is no application or submission to any authority; compliance is self-executed through proper posting.
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 RequirementsThe National Labor Relations Act (NLRA) poster is not a document you "get" from the city of Houston. It is a federal notice you must display in your workplace. There is no application or processing time; once you download the poster from the National Labor Relations Board (NLRB) website and post it, you are considered compliant. The variable timeline stems from ensuring you have the most current version and posting it correctly.
There are no government filing fees for this requirement. The official fee range for this federal poster is $0–$0. The National Labor Relations Board (NLRB) provides free downloads of the required poster on its official website. You are responsible for any costs associated with printing or displaying it, similar to how you would handle other required postings like E-Verify Enrollment notices.
No, the poster is not a permit or license that transfers. The legal requirement is to display the current version of the federal "Employee Rights Under the National Labor Relations Act" poster at each workplace under your control. When you open a new location, you must ensure a compliant poster is displayed there. This is similar to posting requirements for other foundational registrations, such as your Application for Employer Identification Number notice.
This is a continuous display requirement, not a renewable permit. There is no renewal process. However, you must replace the poster if the NLRB updates it. The NLRB periodically revises the poster's content, so you should check its website annually for updates. A failure to display the most current version is a violation of federal regulations.
An inspection specific to this poster is unlikely. The NLRB or another federal agency may check for its proper display during a workplace investigation or audit, often triggered by an employee complaint. An inspector would verify the poster is displayed conspicuously in a common area where employees can readily see it. If it's missing or outdated, you could face penalties. Not legal advice — verify posting rules with the NLRB.
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 13 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
- National Labor Relations Act (NLRA)
This Form Is One of 60+ Requirements.
ApronPrep discovers every permit your city requires — including the ones generic checklists miss. Pick your city for the complete package.