Workplace Postings Required by Cal/OSHA

Instructor: Millicent Kelly

Millicent has been teaching at the university level since 2004. She holds a Bachelor's degree in Criminal Justice and a Master's degree in Human Resources.

This lesson provides information on California workplace legal posting requirements as outlined by Cal/OSHA, including where postings need to be placed and how they can be obtained.

Introducing Cal/OSHA Posting Requirements

Employers in the state of California are required to adhere to the Cal/OSHA posting requirements, which provide employees with information on work environments, pay, work hours, and much more.

It's important for human resources professionals to stay updated on the information that the state of California requires employers to post, so that all employees have equal access to important legal information. Let's take a look at the required workplace postings for California, distinguish between general and specific employer postings, find out where postings should be located in the workplace, and discover where they can be obtained.

Let's get started!

For All Employers

First, let's take a look at the Cal/OSHA workplace posting requirements that are mandatory for all California employers, regardless of their sector or service industry category. There are 17 posting requirements under California law:

  • IWC wage orders: The Industrial Welfare Commission (IWC) regulates pay, hours, and work conditions. Different industry employers fall under different IWC postings. Consult the California Department of Industrial Relations to determine which wage order covers your place of employment.
  • State minimum wage requirement: As of January 1, 2018, the minimum wage requirement in California is $11 per hour.
  • Paid sick leave notification: As of January 1, 2018, all employees who work for the same employer a minimum of 30 days per employer-defined calendar year are entitled to paid sick leave.
  • Payment notification: Informs employees of how, when, and where they can expect payment for work performed.
  • Safety and health notification: Must contain important information about safety regulations and can also include the organization's Injury and Illness Prevention Plan (IIPP).
  • Emergency contact numbers: All internal and external emergency contact numbers should be listed.
  • Work injury notification: Informs employees of their entitlement to benefits under workers' compensation should they sustain an injury on the job.
  • Workers' compensation procedures and carrier: Provides employees with current insurance carrier and claim filing instructions.
  • Protection of whistleblowers: In California, it is illegal to retaliate in any way against an employee who notifies state authorities of unlawful organizational or employer practices. This notification must include a hotline number to the State Attorney General's office.
  • No smoking policy: Explains where smoking is permitted (if applicable) and where it isn't.
  • Discrimination and harassment policy: Detailed guidelines are available from the California Department of Fair Employment and Housing.
  • Unemployment benefits: Informs employees of unemployment, disability, and family leave benefits.
  • Voting time off: Employees are entitled to paid time off to vote if they don't have time to vote outside of their employment hours.
  • Equal Opportunity Workplace: This posting must include Americans with Disabilities Act policies and other important EEOC guidelines.
  • Federal Fair Labor Standards Act: Minimum wage standards from the US Department of Labor.
  • Employee Polygraph Protection Act: Prohibits most employers from using lie detector tests for employment purposes or during the hiring process.

That's a lot of information employers need to post in order to be in compliance! Believe it or not, there are even additional posting requirements for employers who fall under specialized categories.

Additional Posting Requirements

Certain employers fall under specially designated categories outlined by the state of California and have additional legal posting requirements:

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