Family and Medical Leave Act (FMLA) Poster in Dallas, Texas (2026)
Your Dallas restaurant faces a federal fine of up to $120 per violation if you fail to post the official Family and Medical Leave Act (FMLA) notice where employees can see it—this is the mandatory workplace poster. The U.S. Department of Labor's Wage and Hour Division (WHD) requires every covered employer to display this notice, also referred to as the DOL FMLA poster. Key facts:
- 10 fields — ApronPrep auto-fills 8
- $0–$0 government filing fees
- Varies for posting timeline (typically must be displayed immediately upon becoming a covered employer)
Analyzed from Family and Medical Leave Act (FMLA) Poster
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Why You Need a Family and Medical Leave Act (FMLA) Poster
The Family and Medical Leave Act (FMLA) Poster is a mandatory federal workplace notice for covered employers, including restaurants in Dallas. This federal requirement is not issued by a local Dallas agency but is enforced by the U.S. Department of Labor's Wage and Hour Division (WHD). The authority comes from the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act itself (29 U.S.C. § 2615), which grant the WHD broad power to inspect workplaces and assess penalties for posting violations. This poster must be displayed where employees can easily see it, alongside other required federal posters like those for the Davis-Bacon Act and the Service Contract Act.
Failing to post this notice can trigger costly consequences, as the WHD treats it as a stand-alone violation separate from other labor law infractions. During a routine or complaint-driven investigation, a missing FMLA poster gives the investigator immediate grounds for action. The primary consequences include:
- Civil money penalties for willful violations, which can exceed $1,000 per violation for FLSA-related posting failures. The WHD can assess these fines even if no employee has been denied FMLA leave.
- An increased risk of employee lawsuits. A missing poster can be used as evidence of a “failure to notify” in an FMLA interference or retaliation claim, potentially leading to awards for back wages, front pay, and other damages.
- Triggering a full-scale WHD audit. A simple poster check can expand into a comprehensive investigation of your payroll records, overtime calculations, and minor employment law compliance, multiplying your financial exposure.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: As of January 2026, the U.S. Department of Labor has released its latest version of the mandatory “Employee Rights Under the Family and Medical Leave Act” poster, which reflects updates to the Military Family Leave provisions.
Who Needs a Family and Medical Leave Act (FMLA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | The FMLA applies to private employers with 50 or more employees; a large full-service restaurant typically meets this threshold and must display the poster. |
| Bar / Nightclub | Required | Bars and nightclubs are covered under the FMLA if they employ 50 or more people within a 75-mile radius, making the poster mandatory. |
| Food Truck | Not Required | Most single-unit food trucks are exempt unless they are part of a multi-unit operation with 50+ total employees; the threshold is rarely met. |
| Coffee Shop / Café | Not Required | Individual coffee shops are typically exempt unless part of a large chain with 50+ employees at the location or within the 75-mile radius. |
See which restaurant types need this requirement — and which don't.
See Full Requirements →Field-by-Field Guide (10 Fields)
8 of 10 auto-filledTotal Number of Employees
numberEnter your total workforce count, including all full-time, part-time, temporary, and jointly-employed workers on your payroll, as the FMLA's 50-employee threshold for coverage is calculated on a rolling 20-week basis across all work sites within 75 miles.
COMMON MISTAKE: Incorrectly counting only full-time employees or excluding temporary/seasonal staff, which can lead to non-compliance if you misjudge your eligibility and fail to post.
Understanding of FMLA Poster Requirement
booleanConfirm you understand that under 29 CFR § 825.300(a), covered employers (50+ employees) must display the official 'Employee Rights Under the FMLA' poster in a conspicuous place.
COMMON MISTAKE: Assuming your small business is exempt without verifying the 50-employee, 75-mile rule, which can lead to a violation if you are actually covered.
FMLA Poster Downloaded
booleanIndicate whether you have obtained the current version of the FMLA poster, which must be the official, free PDF from the U.S. Department of Labor's Wage and Hour Division (WHD) website.
COMMON MISTAKE: Downloading an outdated or non-official poster from a third-party vendor, which may lack legally required content or updates.
Poster Acquisition Method
selectSelect how you sourced the poster (e.g., 'DOL website', 'ApronPrep system', 'third-party vendor') to ensure it's the WHD's official version, not a modified or outdated copy.
COMMON MISTAKE: Using a poster from an unverified source that may be missing mandatory language or the latest 2026 WHD revisions.
Poster Display Location
textSpecify the exact physical location where the poster is displayed (e.g., 'Break room bulletin board', 'HR office entrance'), as per 29 CFR § 825.300(a) it must be where employees and applicants can readily see it.
COMMON MISTAKE: Placing the poster in a manager's office, storage closet, or other low-traffic area not easily accessible to all employees, which violates the 'conspicuous place' standard.
Business Has Multiple Locations
booleanIndicate if your business operates from more than one worksite, as separate display rules may apply if locations are more than 75 miles apart or have distinct employee groups.
Number of Business Locations
numberEnter the count of all your distinct worksites to determine if a poster is required at each; a poster is generally needed at every location with FMLA-eligible employees.
COMMON MISTAKE: Failing to post at a remote or satellite location with even a few employees, which is a common DOL violation during audits.
Poster Display Confirmed
booleanConfirm you have physically posted the FMLA poster in the required location(s) and can verify its visibility to employees, creating a defensible record of compliance.
COMMON MISTAKE: Assuming digital posting on an intranet suffices without also having a physical poster, which the DOL requires unless all employees work remotely.
Poster Maintenance Plan
booleanConfirm you have a process to ensure the poster remains unobstructed, legible, and in good condition, as torn, faded, or covered posters do not meet the legal standard.
COMMON MISTAKE: Allowing the poster to become buried under other notices or damaged over time, which can be cited as a violation in a DOL inspection.
Monitoring for Poster Updates
booleanIndicate you are aware that the WHD can update the poster (as in 2026) and have a system to monitor for changes, as displaying an outdated version is non-compliant.
COMMON MISTAKE: Using the same poster for years without checking for updates, potentially missing new employee rights or contact information mandated by the DOL.
Top 5 Family and Medical Leave Act (FMLA) Poster Mistakes
1. Using an outdated poster version or not posting at all.
The FMLA poster is updated by the U.S. Department of Labor (DOL), and using an obsolete version fails the legal requirement. For example, employers who display the 2020 or 2021 poster are non-compliant with 2026 regulations. This can result in a citation and fines from a DOL Wage and Hour Division investigation. Always download the current "Employee Rights Under the Family and Medical Leave Act" poster directly from the DOL's official website (dol.gov).
2. Posting in an inaccessible or non-conspicuous location.
The law requires the poster be placed where employees and applicants can readily see it. Hiding it in a break room corner, a closed manager's office, or an obscure section of an employee handbook violates this rule. During a compliance check, inspectors will note if the poster isn't in a common area like near time clocks, payroll bulletin boards, or the main employee entrance. This mistake can trigger a formal violation notice, requiring corrective action.
3. Posting only in English when a significant portion of your workforce is not proficient.
If a substantial number of your employees in Dallas primarily speak Spanish (or another language), federal regulations require the poster be provided in that language as well. Relying solely on the English version for a bilingual workforce is a common oversight that can lead to complaints and non-compliance penalties. To avoid this, download and post the official Spanish version ("Derechos de los empleados según la Ley de licencia familiar y médica") from the same DOL website alongside the English poster.
Skip the Paperwork on Your Family and Medical Leave Act (FMLA) Poster
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Family and Medical Leave Act (FMLA) Poster by City in Texas
| City | Fee Range | Timeline |
|---|---|---|
| Dallas | ||
| Houston | ||
| San Antonio |
Timeline: Varies
Determine Obligation & Get Poster
Verify if your restaurant qualifies by counting all employees within a 75-mile radius; the FMLA applies to employers with 50+ employees for at least 20 workweeks in the current or preceding year. Then, download the official 2026 FMLA poster from the U.S. Department of Labor's Wage and Hour Division website. This is a mandatory notice, not an application. Common mistakes include using outdated posters or failing to count part-time and temporary workers in your employee total, which can lead to non-compliance penalties.
Confirm Required Displays & Languages
Prepare to display the poster in a conspicuous place where employees and applicants can see it (e.g., break room, near time clock). In Dallas, you must also have the Texas Workforce Commission's "Payday Law" poster. If a significant portion of your workforce is not proficient in English, you may need to provide the notice in other languages. Gather these materials and a means of display (e.g., laminate, frame, or clear sleeve on a bulletin board). Missing the required Texas-specific notice is a frequent oversight.
Post the Notice & Document Compliance
Physically post the official 2026 FMLA poster alongside all other required federal and Texas employment law notices. Take a clear, dated photograph of the posted notices as proof of compliance. This photo should show the notices are in a common area accessible to all employees. Keep this documentation with your employment records; inspectors from the DOL or Texas Workforce Commission can request proof of posting during an audit. Relying on digital posting alone typically does not satisfy the physical posting requirement for most restaurant staff.
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 RequirementsThere is no processing timeline to "get" the FMLA poster, as it's a federal document you must display, not a permit. According to the U.S. Department of Labor, you must obtain and post it immediately upon hiring your first employee. The timeline is effectively immediate—you download or order it upon opening your business. This is a prerequisite to other operational permits, like your Certificate of Occupancy.
The official government filing fee for the required FMLA poster is $0. The poster is available for free download from the U.S. Department of Labor’s Wage and Hour Division website. You may incur a small cost if you choose to print it professionally, but the federal document itself has no fee. This differs from local permits like the City Business License/Registration, which have associated fees.
No, you cannot "transfer" a poster. The FMLA notice must be displayed at each of your worksites. If you move your restaurant to a new physical location in Dallas, you are required to post the same federal FMLA notice at the new address. The poster itself is not location-specific; it is a federal notice applicable to all covered employers, regardless of address.
You do not renew the FMLA poster on a set schedule. You must post the most current version issued by the U.S. Department of Labor. The DOL updates the poster when federal law changes, and you are responsible for displaying the updated version promptly. It is a one-time action per worksite, unless a revised poster is mandated by federal regulation. Contact the DOL Wage and Hour Division to confirm you have the current 2026 version.
There is no dedicated "inspection" for the FMLA poster alone. A U.S. Department of Labor Wage and Hour Division investigator may check for its presence during a compliance audit or investigation of a complaint. They will verify the current poster is displayed in a conspicuous place where employees can see it, such as a break room or near time clocks. Failure to post can result in civil monetary penalties per the Fair Labor Standards Act. Not legal advice—verify compliance requirements with the DOL.
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 10 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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