Employment laws can change at any time, and both California and federal laws require you to keep notices current. In fact, your business could incur significant fines for not posting the most current California and federal notices. Mandatory midyear updates are not unusual in California. Why not just place one order for this poster you’re required to display in each business location and jobsite?

When purchasing your all-in-one 2021 California and Federal Labor Law poster, select the option that includes Poster Protect coverage for as little as $16. If a mandatory update is issued during 2021, you'll automatically receive a replacement poster at no additional cost.

If a Poster Protect event occurs after October 1 of a calendar year, you'll receive an email with a PDF of the updated notice.

Poster Protect only covers mandatory updates to the all-in-one California and Federal Labor Law poster; and not for custom poster versions, California wage order posters, local labor law posters or labor law posters for states outside of California.

Mandatory Updates for January 1, 2021

Post current 2021 all-in-one posters from CalChamber to ensure your California employees are aware of these updates:

• California Minimum Wage Notice (dated 1/1/2021) – On January 1, 2021, the minimum wage increased to $13.00/hour for employers with 25 or fewer employees and to $14.00/hour for employers with 26 or more employees.
• EDD's Notice to Employees (dated 12/2020) – Paid Family Leave (PFL) benefits are now also available for eligible Californians who need time off work to participate in a qualifying event resulting from a spouse, registered domestic partner, parent, or child’s military deployment to a foreign country.
• The California Department of Fair Employment and Housing (DFEH) has updated three required postings noted below to include new information relating to the California Family Rights Act (CFRA). Beginning January 1, 2021, the CFRA was expanded to now cover all public and private employers with five or more employees (previously 50 or more). According to the Employment Development Department (EDD), nearly 400,000 previously unaffected businesses who have between five and 49 employees must now comply with the CFRA.
  • This means employers of five or more persons must allow eligible employees to take up to 12 weeks of leave in a 12-month period — to care for their own serious health condition or that of a child, parent or spouse. The CFRA also provides leave to care for registered domestic partners and, beginning January 1, 2021, siblings, grandchildren, and grandparents.
  • These notices dated 1/1/2021 inform your eligible employees of their right to job-protected CFRA leave for the above qualifying reasons, as well as to bond with a new child (by birth, adoption, or foster placement): California Law Prohibits Workplace Discrimination and Harassment notice, Family Care and Medical Leave and Pregnancy Disability Leave notice, and Your Rights and Obligations as a Pregnant Employee notice.