When it comes to labor law posting compliance, many employers mistakenly overlook bilingual labor law posters. Or they assume foreign language requirements don’t impact their business because their entire workforce speaks English (or only a few employees speak another language, such as Spanish).
This assumption can leave a gap in your posting compliance! Here’s what you need to know to ensure your postings meet all legal requirements.
Guidelines for Locations with Spanish-Speaking Employees
If your workplace has a significant number of Spanish-speaking employees who aren’t fluent in English, you must display federal labor law postings in both languages to communicate important information about their rights and responsibilities. Although the law doesn’t define ‘significant number,’ a general rule of thumb is to provide Spanish versions if Spanish speakers make up 10% or more of your workforce at that location.
For state and local postings, similar or stricter guidelines may apply, often requiring postings in any language spoken by 5-10% of employees or affecting at least five individuals.
Spanish Postings, Regardless of Workplace Makeup
Currently, 20 states — plus Washington, D.C. and Puerto Rico — require businesses to display certain labor law postings in Spanish, even if there are no Spanish-speaking employees. If you operate in any of the following locations, you must display applicable postings in English and Spanish:
- Alabama
- Arizona
- California
- Colorado
- Connecticut
- District of Columbia
- Florida
- Georgia
- Kansas
- Louisiana
- Maine
- Maryland
- Mississippi
- New Jersey
- New Mexico
- New York
- North Carolina
- Puerto Rico
- South Carolina
- Tennessee
- Texas
- Utah
Also, in the case of Puerto Rico, all postings must be displayed in Spanish, not just certain ones like with other states.
Be aware: At the city or county level, your posting compliance needs can vary significantly by location and industry.
Best Practices for Foreign Language Postings
Failure to meet foreign language posting requirements can lead to penalties, fines and harm to your company’s reputation. Proper compliance not only helps you legally protect your business but also ensures effective communication with your employees. Here are some best practices to follow:
- Assess language needs: If a substantial number of employees speak a language other than English, make sure your postings reflect those language needs.
- Display bilingual postings: Even if not required, providing bilingual (English and Spanish) postings can help prevent misunderstandings and offer extra protection in legal disputes.
- Stay updated: Check with local municipalities for any additional foreign language posting requirements beyond federal and state regulations.
- Consult legal experts: Work with experts familiar with labor law postings and foreign language requirements to avoid penalties and ensure compliance.
Rely on Poster Guard to Satisfy Foreign Language Requirements
If you’re in any of the states requiring mandatory Spanish labor law posters, rest assured that Poster Guard® Poster Compliance Service can help. The base service includes all mandatory foreign-language translations for employers. We guarantee that our posters comply with all federal, state, county and city regulations — or we pay the government fines, no matter the amount.
For situations where Spanish posters are required only if you have Spanish-speaking employees, we offer a full bilingual (English/Spanish) poster service. Even where not required by law, this option is recommended for maximum protection if you have any Spanish-speaking employees who are not fluent in English.
