Family and Medical Leave Act (FMLA) Poster in Spokane, Washington (2026)
Federal labor investigators can fine your Spokane restaurant up to $204 per violation for not displaying the mandated Family and Medical Leave Act (FMLA) Poster, potentially halting operations over an overlooked piece of paper. This federal notice, issued by the U.S. Department of Labor and also known as the Workplace Poster #1420, must be posted in Spokane establishments with 50 or more employees. Key facts:
- 10 fields to configure—ApronPrep auto-fills 8
- $0–$0 government filing fees (it's a free, mandatory poster)
- Varies posting requirement timeline (you must have it up from day one of employing eligible staff)
Analyzed from Family and Medical Leave Act (FMLA) Poster
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Why You Need a Family and Medical Leave Act (FMLA) Poster
In Spokane, the requirement to post the Family and Medical Leave Act (FMLA) notice is mandated by federal law. The primary statute is the Family and Medical Leave Act itself, enforced by the U.S. Department of Labor's Wage and Hour Division. While not a local ordinance, this federal requirement applies uniformly to all covered employers in Spokane. You must display the FMLA poster (also called the Employee Rights under the FMLA notice) in a conspicuous location where all employees can see it, such as a break room or next to other legally required workplace posters. This requirement is independent of state-specific paid leave laws, meaning compliance with Washington’s Paid Family and Medical Leave program does not exempt you from this federal posting rule. Failure to display the correct, up-to-date poster is a citable violation during a DOL inspection.
Not posting the required federal workplace notice triggers direct penalties and creates significant operational risks. The consequences are enforced by the federal government, not local Spokane authorities, and can include:
- Civil money penalties for willful violations of posting requirements, as outlined by the Fair Labor Standards Act (FLSA). These penalties can be assessed per violation, with the specific amounts adjusted annually for inflation by the DOL.
- Increased scrutiny and liability during a DOL audit or employee complaint investigation. Lack of proper posting can be used as evidence of a broader pattern of non-compliance with wage and hour laws.
- Lease and insurance complications if a violation leads to a formal investigation or fines, as landlords and insurers may view this as increased business risk. Furthermore, employees denied their lawful FMLA rights due to lack of awareness could file costly private lawsuits for interference or retaliation.
Legal code: Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Davis-Bacon Act, Service Contract Act
Recent update: The official FMLA poster was updated by the U.S. Department of Labor in 2025; ensure you are displaying the current version, dated 2025 or later, as displaying an outdated poster is a violation.
Who Needs a Family and Medical Leave Act (FMLA) Poster?
| Type | Required | Notes |
|---|---|---|
| Restaurant (Full-Service) | Required | Required if the establishment employs 50 or more people within a 75-mile radius, as mandated by the federal FMLA. |
| Bar / Nightclub | Required | Required if the establishment meets the FMLA's 50-employee threshold within a 75-mile radius. |
| Food Truck | Not Required | Typically exempt due to not meeting the 50-employee threshold for a single mobile unit, but a fleet owner with 50+ total employees company-wide may be covered. |
| Coffee Shop / Café | Required | Required if the location is part of a chain or single entity that employs 50 or more people within a 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 number of employees across all company locations; this count determines if you are a 'covered employer' under the federal FMLA, requiring you to display the poster.
COMMON MISTAKE: Counting only full-time, in-state, or hourly employees, or reporting a headcount at a single location instead of the company-wide total, which can lead to an incorrect eligibility assessment and non-compliance.
Understanding of FMLA Poster Requirement
booleanConfirm you understand that if you have 50 or more employees, federal law (29 CFR § 825.300(a)) requires you to display the official FMLA poster in a conspicuous place.
COMMON MISTAKE: Not understanding that the requirement is based on a 20-week rolling calendar count of 50+ employees, not just a snapshot, leading to missed obligations.
FMLA Poster Downloaded
booleanConfirm you have downloaded the official 'Your Rights Under the Family and Medical Leave Act' poster (WH Publication 1420) from the U.S. Department of Labor website or another authorized source.
COMMON MISTAKE: Downloading an outdated or incorrect version of the poster, or using a poster from a commercial vendor that does not contain the legally mandated federal language and format.
Poster Acquisition Method
selectSelect the source from which you obtained the official poster, such as 'DOL Website,' 'State Agency,' or 'Authorized Vendor' to document provenance.
COMMON MISTAKE: Selecting 'Other' or failing to document the source, which makes it difficult to prove you have the current, legally correct version during a compliance audit.
Poster Display Location
textDescribe the specific, conspicuous physical location where the poster is displayed (e.g., 'Employee break room bulletin board next to time clock'), as required by 29 CFR § 825.300.
COMMON MISTAKE: Providing a vague location like 'the office' or displaying it in a manager-only area, storage closet, or online-only, which does not satisfy the 'conspicuous place' requirement for all employees.
Business Has Multiple Locations
booleanIndicate whether your business operates from more than one physical worksite, as this triggers the requirement to display the poster at each location where you have 50 or more employees.
COMMON MISTAKE: Incorrectly answering 'No' when operating multiple sites, leading to failure to post at all required locations and creating uniform compliance risk.
Number of Business Locations
numberIf you have multiple locations, enter the total number of distinct worksites to help determine how many posters are required for full compliance.
COMMON MISTAKE: Not updating this count when opening or closing locations, leading to an inaccurate compliance plan and potential missing displays at new sites.
Poster Display Confirmed
booleanConfirm that the official FMLA poster is currently posted and visible to employees at the designated location(s), completing the core compliance action.
COMMON MISTAKE: Confirming display without a recent physical verification, as posters can be removed, damaged, or covered, voiding compliance.
Poster Maintenance Plan
booleanConfirm you have a process to check the poster's condition periodically (e.g., quarterly) to ensure it remains legible, unobstructed, and securely posted.
COMMON MISTAKE: Lacking a scheduled check, leading to faded, torn, or obsolete posters that fail to communicate rights effectively and violate the 'conspicuous posting' rule.
Monitoring for Poster Updates
booleanConfirm you monitor for updates from the U.S. Department of Labor, as the poster content or design can change, and you must display the current version.
COMMON MISTAKE: Assuming the poster never changes; failure to replace an outdated poster after a regulatory update is a common violation cited in DOL investigations.
Top 5 Family and Medical Leave Act (FMLA) Poster Mistakes
1. Using an Outdated or Generic Poster Version
Posting the wrong version, especially a generic federal poster without Washington State Paid Family and Medical Leave (PFML) information. This exposes you to penalties, as Washington has a unique state-administered paid leave program that runs parallel to the federal FMLA. The consequence is an avoidable fine from the Washington State Department of Labor & Industries (L&I). Avoid this by using the current, combined federal FMLA/Washington PFML poster available on the L&I website, not just a poster from a generic office supply store.
2. Placing the Poster in an Inaccessible Location
Tucking the poster in a back office, break room, or other area not frequented by all employees. The law requires it be displayed in a conspicuous place where employees and applicants can readily see it. A common rejection or violation example is having it only in the manager's office. The consequence is failing an L&I inspection, which can trigger a review of all your labor postings. Post it next to other required notices like the Minimum Wage and OSHA posters in your main employee entrance or common area.
3. Missing or Incorrect Contact Information for State PFML
Failing to include the specific contact details for Washington's Paid Family and Medical Leave program, which is managed by the state's Employment Security Department (ESD). The poster must guide employees on where to file claims. The consequence is employee confusion and delays in their benefits, leading to internal HR disruptions. Ensure the poster includes the current phone number and website for WA PFML (esd.wa.gov/paidleave) and not just the federal Department of Labor contact info.
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Family and Medical Leave Act (FMLA) Poster by City in Washington
| City | Fee Range | Timeline |
|---|---|---|
| Seattle | ||
| Spokane | ||
| Tacoma |
Timeline: Varies (Typically Immediate for a Compliant Download)
Confirm FMLA Coverage and Download the Official Poster
Determine if your restaurant meets FMLA coverage thresholds (50+ employees within 75 miles) and download the official "Employee Rights Under the Family and Medical Leave Act" poster from the U.S. Department of Labor (DOL) website. The poster is provided in multiple languages and formats (PDF/PDF Accessible). There is no cost for the poster itself — it's a free federal publication. Do not rely on third-party templates, as they may be out-of-date and non-compliant.
Print and Prepare the Poster for Display
Print the poster on durable, legible material. The DOL recommends using legal-size paper (8.5" x 14") for the standard version. You must ensure the poster is displayed in a conspicuous place where employees and applicants can see it, such as on a bulletin board in a break room or near time clocks. Consider laminating it to protect against wear. If you have remote employees, you must also provide electronic notice via email or an internal website.
Post and Verify Compliance
Physically post the notice in the required location(s) and, if applicable, distribute the electronic notice to remote staff. Conduct a quick audit to confirm all covered worksites (if you have multiple locations in Spokane) have the poster displayed. Record the date of posting for your files. Failure to post can be cited in employee complaints and result in fines.
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 RequirementsProcessing time varies and is immediate once the correct poster is obtained, as it is a standard federal notice you must display. There is no application or approval process with the city or state for the poster itself. The requirement is simply to download the current version from the U.S. Department of Labor website and post it in a conspicuous employee area, per federal regulations.
The official government filing fee for the required federal FMLA poster is $0–$0. The U.S. Department of Labor provides the official notice at no cost. You may incur costs if you choose to have it printed or laminated, but the document itself is free, as stated on the Wage and Hour Division's website.
Yes, the poster is a federal notice that applies to your covered business, not a specific location permit. You must ensure the poster is displayed at each worksite or location where you have employees. This is different from location-specific permits like a City Business License/Registration, which must be updated for a new address.
You do not 'renew' the poster, but you must replace it whenever the U.S. Department of Labor publishes an updated version. You must display the most current notice. This contrasts with annual requirements like the Annual Report Filing with the Washington Secretary of State. Check the DOL website periodically for updates.
A U.S. Department of Labor Wage and Hour Division investigator will check for the poster's presence and its version date during a compliance audit or investigation. The poster must be displayed where employees and applicants can readily see it. Failure to post can result in citations and fines, even if no other FMLA violations exist, per federal enforcement guidelines.
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 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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