Equal Employment Opportunity is the Law Poster in Memphis, Tennessee (2026)
Operating without the required 'Equal Employment Opportunity is the Law' poster in your Memphis restaurant leaves you open to employee claims of discrimination and triggers fines from federal investigators. This mandatory workplace notice, issued by the U.S. Equal Employment Opportunity Commission (EEOC), must be displayed by nearly all employers. Also called the mandatory EEOC notice, key facts are:
- 11 fields to confirm — ApronPrep auto-fills 9
- $0–$0 government filing fees (no cost to obtain the poster)
- Varies processing time — depends on when and where you post it
Analyzed from Equal Employment Opportunity is the Law Poster
82% from one compliance interview
Manual entry or document upload required
Why You Need a Equal Employment Opportunity is the Law Poster
The federal Equal Employment Opportunity is the Law poster is legally mandated for most employers under several laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC), including the Title VII Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and others listed above. This is not a local Memphis or Tennessee ordinance, but a nationwide requirement that supersedes state and city laws. The EEOC requires all covered employers (generally those with 15 or more employees, or 20 or more for ADEA) to prominently display this poster in the workplace where employees and applicants can easily see it. The poster serves as a non-negotiable notice of employees' federally protected rights.
Failing to display the correct, current version of this poster exposes your restaurant to significant liability, even if no discrimination has occurred. The primary risk is that it provides a foundation for employee claims and can be used as evidence of non-compliance in broader discrimination lawsuits. Specific penalties and consequences for non-posting, often folded into litigation for discrimination claims, include:
- Substantial financial damages: While there is no direct “fine” for failing to post, it can weaken your defense in a lawsuit, leading to court-ordered remedies like back pay, compensatory damages for emotional distress, and punitive damages. For employers with 15-100 employees, federal caps on these combined damages are $50,000; for 101-200 employees, $100,000; and for 201-500 employees, $200,000.
- Injunctive relief and attorney's fees: Courts can order you to cease discriminatory practices (which includes the failure to notify employees of their rights) and compel you to pay the plaintiff's attorney fees, which can be tens of thousands of dollars.
- Insurance and lease implications: Employment Practices Liability Insurance (EPLI) claims can be denied if basic compliance like posting required notices is not met. Landlords may also cite failure to comply with federal law as a breach of commercial lease covenants regarding lawful operation.
Legal code: Title VII Civil Rights Act, ADA (employment), ADEA, Equal Pay Act, GINA, Pregnant Workers Fairness Act
Recent update: The poster was updated in late 2024 by the EEOC to include new language on the Pregnant Workers Fairness Act (PWFA), making the 2024/2025 version the legally required one; using an outdated poster is a common compliance failure.
Who Needs a Equal Employment Opportunity is the Law Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required for all employers with 15 or more employees under the federal law enforced by the EEOC, and for federal contractors/subcontractors under Executive Order 11246. |
| Bar / Nightclub | Required | Required if the establishment has 15 or more employees or holds certain federal contracts, as it is a place of public accommodation under anti-discrimination laws. |
| Food Truck | Required | Required if the operation employs 15 or more individuals, as it is considered an employer subject to federal anti-discrimination statutes. |
| Coffee Shop / Café | Required | Required for employers with 15 or more employees, as it is a commercial establishment engaging in interstate commerce. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (11 Fields)
9 of 11 auto-filledTotal Number of Employees
numberEnter the total number of employees on your payroll, including full-time, part-time, and temporary workers; this number determines if you are covered by federal laws requiring the poster (typically 15+ employees for most anti-discrimination laws).
COMMON MISTAKE: Entering only full-time employee count or including independent contractors can cause non-compliance, as the EEOC and other agencies count all individuals on payroll to determine coverage.
Requirement Applies to Business
booleanConfirm 'Yes' if your business meets the employee threshold (usually 15+ employees) or has federal contracts, as this triggers the mandatory obligation to display the poster.
COMMON MISTAKE: Selecting 'No' when your employee count or contract status actually requires the poster, which is a direct violation and can lead to penalties.
Has Physical Workplace Location
booleanSelect 'Yes' if your business operates from a physical office, restaurant, or facility where employees report for work, as this triggers the requirement to post the notice in a conspicuous common area.
COMMON MISTAKE: Incorrectly answering 'No' when you have a physical location, which fails the basic posting requirement and can be easily identified during an inspection.
Has Remote Employees
booleanSelect 'Yes' if any employees work remotely (e.g., from home), as this requires you to provide electronic access to the poster through a company intranet, shared drive, or email.
COMMON MISTAKE: Failing to acknowledge remote workers, which leads to non-compliance with the electronic posting requirement and can result in a citation.
Poster Downloaded from EEOC Website
booleanConfirm 'Yes' only after you have obtained the official 'EEO is the Law' poster (and supplements, if applicable) from the EEOC's official website to ensure you have the current, legally compliant version.
COMMON MISTAKE: Downloading from a third-party vendor that provides outdated or non-compliant versions, which does not satisfy the legal requirement.
Needs Poster in Additional Languages
booleanSelect 'Yes' if a significant portion of your workforce is not proficient in English, as you may be required to provide the poster in the language(s) they understand.
COMMON MISTAKE: Ignoring this requirement when you have a non-English speaking workforce, which violates the EEOC's guidance on effective notice and can lead to employee complaints.
Physical Display Location Description
textDescribe the exact, conspicuous location where the poster is displayed (e.g., 'Break room bulletin board next to time clock,' 'Kitchen entrance near schedules'), as required for verification.
COMMON MISTAKE: Vague descriptions like 'in the office' or failure to post in a common area frequented by employees, which does not meet the 'conspicuous place' standard.
Electronic Access Method for Remote Workers
textSpecify how remote employees access the poster (e.g., 'Shared Google Drive folder named "Company Policies",' 'Link on HR intranet homepage,' 'Included in onboarding email'), as this is a mandatory step for remote staff compliance.
COMMON MISTAKE: Leaving this blank if you have remote workers, or providing an inaccessible method (e.g., a link on a physical office board), which fails the requirement.
Poster Display Confirmed
booleanConfirm 'Yes' only after you have physically verified the poster is posted in the described location and is accessible to all employees, completing the core compliance step.
COMMON MISTAKE: Checking 'Yes' before actually posting, which creates a false record and leaves you vulnerable if inspected before compliance is complete.
Understands Poster Update Requirement
booleanConfirm 'Yes' to acknowledge that you must monitor for and post updated versions of the poster when issued by the EEOC or other federal agencies (like OFCCP for contractors) to maintain ongoing compliance.
COMMON MISTAKE: Assuming the poster is a one-time requirement; failure to update when new versions are released is a common violation.
ApronPrep auto-fills 9 of 11 fields from a single compliance interview — no re-typing, no guessing what the government expects.
Top 5 Equal Employment Opportunity is the Law Poster Mistakes
1. Displaying an Outdated Poster
Posting a version from before March 2024, which lacks the updated pay transparency nondiscrimination provision. This mistake can trigger a compliance inspection and a citation from the Office of Federal Contract Compliance Programs (OFCCP), potentially leading to a corrective action plan. Always verify you are displaying the current 'EEO is the Law' and 'EEO is the Law Supplement' posters, available for free download from the U.S. Department of Labor website.
2. Failing to Post in Conspicuous Locations
Placing the poster in a break room or manager's office instead of in a high-traffic area where all applicants and employees can see it, such as near the time clock or main employee entrance. This violates the requirement for 'prominent and accessible' placement. Enforcement during an audit can result in mandated corrective action, delaying other compliance processes. Post it where you post other required labor law notices.
3. Not Posting Both Required Posters
Only displaying the main 'EEO is the Law' poster and missing the required 'EEO is the Law Supplement' for federal contractors. If your restaurant holds any federal contracts or subcontracts (common for some catering or facility service agreements), you must post both documents side-by-side. Omitting the supplement is a frequent violation noted in OFCCP compliance checks.
Skip the Paperwork on Your Equal Employment Opportunity is the Law Poster
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Equal Employment Opportunity is the Law Poster by City in Tennessee
| City | Fee Range | Timeline |
|---|---|---|
| Knoxville | ||
| Memphis | ||
| Nashville |
Timeline: Varies
Review Requirements for All Applicable Posters
Determine which official workplace posters you are legally required to display. For Memphis-based employers, this includes the federal 'Equal Employment Opportunity is the Law' poster from the EEOC, as well as the Tennessee Department of Labor's 'Tennessee is an Equal Opportunity Employer' poster. Many businesses also need to post federal minimum wage and OSHA safety notices. The main trip-up is assuming the federal EEO poster is the only one required, which can lead to state-level fines.
Download the Required Posters from Official Sources
Visit the U.S. Equal Employment Opportunity Commission (EEOC) website to download the latest version of the 'Equal Employment Opportunity is the Law' poster. Separately, download the current Tennessee equal opportunity and wage/hour posters from the Tennessee Department of Labor & Workforce Development website. Ensure you download the English/Spanish versions if you have employees who speak Spanish. Posters from non-government sites are often outdated and can be non-compliant.
Print and Display Posters in Required Locations
Print the downloaded poster PDFs on standard letter-sized paper (minimum 8.5 x 11 inches). Display them in a conspicuous place where all employees and applicants can readily see them, such as a break room, near a time clock, or a central bulletin board. For businesses with multiple physical locations, a poster must be displayed at each site. The most common compliance failure is displaying the poster in a manager's office or other low-traffic area.
Other Requirements You'll Need
This is one of 13 requirements for opening a restaurant in Tennessee.
ADA Compliance Self-Certification
federal
Alarm System Permit/Registration
local
Alcohol Server Training Certification
state
Annual Report Filing
state
See all co-required forms and how they connect to your compliance dossier.
See All RequirementsObtaining the required federal 'EEO is the Law' poster is instantaneous. You can download, print, and display it as soon as you get it from the U.S. Equal Employment Opportunity Commission (EEOC) website. Since this is a federal compliance document, there is no formal 'processing time' from a Memphis-specific authority, but you must have it posted before you open for business.
There are no government filing fees associated with this poster. The EEOC provides the current 'EEO is the Law' poster free of charge for download and printing. However, restaurants may incur costs for printing or purchasing a pre-printed, laminated version from a commercial supplier. Not legal advice — verify compliance requirements with the EEOC and Tennessee Department of Labor & Workforce Development.
Yes, the poster itself is a physical or printed document you can move. However, if you relocate your business within Memphis, you must post it at the new location immediately. This poster is tied to your status as an employer, not a specific address. Note that a move often triggers other regulatory updates, such as your City Business License/Registration, which must be amended with your new address.
You do not 'renew' the poster on a set schedule. You are required to display the most current version issued by the federal government. The poster was last updated in 2026; you must replace any older versions with this one immediately. It's a best practice to check the EEOC website annually for updates, similar to how you would monitor changes to wage posters required for your ADA Compliance Self-Certification process.
There is no dedicated 'inspection' for this poster. Compliance is typically checked during broader investigations by the EEOC or the Tennessee Department of Labor & Workforce Development, often triggered by a complaint. An investigator will verify the current 2026 version is posted prominently in a common area where employees can see it. Failure to display it can result in citations and fines during such an audit.
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 Tennessee specifically, we have analyzed compliance dossiers for 3 cities (Knoxville, Memphis, Nashville), generating Rich FILs (Form Intelligence Layers) with 11 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
- Title VII Civil Rights Act, ADA (employment), ADEA, Equal Pay Act, GINA, Pregnant Workers Fairness Act
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