Official posters are free
Government agencies publish these posters free of charge. You can download and print every one of them from the links on this page. Buying a commercial all-in-one poster is optional.
Arizona state posters
These are the posters Arizona agencies list for employers. Some apply only to certain employers, as noted. The state’s own list is the final word: Industrial Commission of Arizona: Posters Employers Must Display.
| Poster | Who must post it | Published by |
|---|---|---|
| Minimum Wage Poster (The Fair Wages and Healthy Families Act) Languages: English, Spanish | Employers subject to Arizona's minimum wage law. A.R.S. § 23-364(D) says employers shall post notices in the workplace, in the format the Commission specifies, telling employees their rights. | Industrial Commission of Arizona, Labor Department |
| Earned Paid Sick Time Poster Languages: English, Spanish | See the agency page for who must post. The Commission marks this poster as a required posting. | Industrial Commission of Arizona, Labor Department |
| Employee Safety and Health Protection Poster (ADOSH state plan) Languages: English and Spanish (one bilingual poster) | See the agency page for who must post. The poster says your employer must post this notice in your workplace. | Industrial Commission of Arizona, Arizona Division of Occupational Safety and Health (ADOSH) |
| Notice to Employees: Arizona Workers' Compensation Law Languages: English and Spanish (one bilingual poster) | Employers engaged in the occupations designated in the Arizona workers' compensation chapter. A.R.S. § 23-906(D) requires a notice in substantially the statutory form to be posted in a conspicuous place, in English and Spanish. The Commission's poster page lists this poster but does not mark it with its required-posting check mark. | Industrial Commission of Arizona, Claims Division |
| Work Exposure to Bodily Fluids (HIV, AIDS and Hepatitis C) | See the agency page for who must post. The Commission marks this poster as a required posting. | Industrial Commission of Arizona, Claims Division |
| Work Exposure to MRSA, Spinal Meningitis, or Tuberculosis | See the agency page for who must post. The Commission marks this poster as a required posting, and the poster says employers must post it next to the Workers' Compensation Notice to Employees. It concerns firefighters, law enforcement, correction and probation officers, EMTs and paramedics. | Industrial Commission of Arizona, Claims Division |
| Notice to Employees: You Are Covered by Unemployment Insurance (POU-003) Languages: English, Spanish | Employers with Arizona unemployment insurance accounts. The department says Arizona law requires the notice to be posted in your place of business. | Arizona Department of Economic Security |
| Arizona Law Prohibits Discrimination in Employment Languages: English and Spanish (one bilingual poster) | See the agency page for who must post. The poster says it must be posted in a conspicuous, well-lighted place frequented by employees, job seekers, applicants for union membership, or patrons. | Arizona Attorney General, Civil Rights Division |
City and county posters
Some local governments in Arizona require their own posters in addition to the state and federal ones:
- City of Flagstaff (Office of Labor Standards): Minimum Wage: Flagstaff has its own minimum wage. The city's poster says it must be conspicuously posted in a place accessible to all employees. Posters are offered in English, Spanish and Navajo.
- City of Tucson (Labor Standards Unit): Tucson Minimum Wage Act: Tucson has its own minimum wage for employees who perform at least five hours of work per pay cycle within the city. The city offers its 2026 poster in English and Spanish.
Good to know
- The Industrial Commission publishes a new minimum wage poster each year. It has already posted the 2027 version for the rate that takes effect January 1, 2027. (source)
- Arizona employers must also give each employee who becomes unemployed a printed statement on how to file for unemployment benefits. The department's pamphlet Take Care of Unemployment Business by the Internet or Telephone meets this requirement when printed and handed to the employee. (source)
- A.R.S. § 23-375 also requires employers to give each employee written notice of earned paid sick time rights at the start of employment. (source)
Federal posters
Arizona employers also need federal posters. Which ones apply depends on your number of employees and type of business. The U.S. Department of Labor’s free Poster Advisor tells you which federal posters your business needs.
Federal posters for most employers
| Poster | Who must post it | Published by |
|---|---|---|
| Employee Rights Under the Fair Labor Standards Act (federal minimum wage) | Every employer with employees covered by the Fair Labor Standards Act. | U.S. Department of Labor, Wage and Hour Division |
| Know Your Rights: Workplace Discrimination Is Illegal | Employers covered by federal anti-discrimination laws. Most employers with at least 15 employees are covered (20 for age discrimination). | U.S. Equal Employment Opportunity Commission |
| Job Safety and Health: It's the Law | Private employers. In a state with an OSHA-approved state plan, post the state's equivalent poster instead. | Occupational Safety and Health Administration (OSHA) |
| Employee Rights Under the Family and Medical Leave Act | Private employers with 50 or more employees in 20 or more workweeks, plus public agencies and public and private elementary and secondary schools. | U.S. Department of Labor, Wage and Hour Division |
| Employee Polygraph Protection Act | Most private employers (it does not apply to federal, state or local governments). | U.S. Department of Labor, Wage and Hour Division |
| Your Rights Under USERRA (military service members) | All employers must give this notice to employees covered by USERRA. Posting it where employee notices are posted is the usual way. | U.S. Department of Labor, Veterans' Employment and Training Service |
Federal posters for specific employers
These apply only to federal contractors, farms and a few other employers.
| Poster | Who must post it | Published by |
|---|---|---|
| Notice to All Employees Working on Federal or Federally Financed Construction Projects (Davis-Bacon Act) | Contractors and subcontractors on federal or federally financed construction contracts over $2,000 that are subject to the Davis-Bacon and related acts. | U.S. Department of Labor, Wage and Hour Division |
| Employee Rights on Government Contracts (Service Contract Act and related acts) | Contractors and subcontractors on federal service contracts over $2,500 that use service employees. | U.S. Department of Labor, Wage and Hour Division |
| Worker Rights Under Executive Order 13658 (federal minimum wage for contractors) | Federal contractors and subcontractors covered by Executive Order 13658. | U.S. Department of Labor, Wage and Hour Division |
| Notification of Employee Rights Under Federal Labor Laws (Executive Order 13496) | Federal contractors and subcontractors covered by Executive Order 13496. | U.S. Department of Labor, Office of Labor-Management Standards |
| Migrant and Seasonal Agricultural Worker Protection Act (MSPA) Languages: English/Spanish, English/Haitian Creole, English/Vietnamese, English/Hmong | Agricultural employers, agricultural associations and farm labor contractors that employ migrant or seasonal agricultural workers. | U.S. Department of Labor, Wage and Hour Division |
| Employee Rights Under the H-2A Program Languages: English, Spanish | Agricultural employers hiring temporary agricultural workers on H-2A visas. | U.S. Department of Labor, Wage and Hour Division |
| Employee Rights for Workers with Disabilities Paid at Special Minimum Wages (FLSA section 14(c)) | Employers with workers paid under special minimum wage certificates authorized by section 14(c) of the Fair Labor Standards Act. | U.S. Department of Labor, Wage and Hour Division |
Requirements for federal contractors change with executive orders. If you hold a federal contract, check the contract's own posting clauses and the Department of Labor's Poster Advisor.
Where and how to post
Post the notices in a conspicuous place where employees and applicants can easily see them, such as a break room or next to the time clock. Some notices must also be given to employees directly or offered in other languages; the agency pages above say when.
Remote employees: The EEOC says electronic posting usually supplements the physical poster. For employers without a physical location, or for employees who work remotely and don't regularly visit the workplace, electronic posting may be the only posting. (EEOC)
More free tools for Arizona employers
- Arizona payroll agency directory: where to register, report new hires and file.
- W-4 / A-4 Helper: help new hires fill out their withholding forms.
- Paycheck calculator: estimate take-home pay with federal and Arizona withholding.
- New employer payroll setup: the steps to take before your first payroll.
- All Arizona payroll guides
Legal disclaimer
This page is a resource only. It provides general information about workplace posting requirements. It is not legal advice, and reading it does not create an attorney-client or professional relationship. Employers are solely responsible for knowing which notices apply to them and for keeping every posted notice complete and up to date.
Posting requirements depend on your business: the number of employees, your industry, government contracts, whether you employ minors, and your city or county. Laws, posters, posting rules and agency web addresses change, sometimes with little notice, and these changes may not be reflected here right away.
We check this list and its links regularly (last checked ), but we make no guarantee that it is complete, accurate or current, and we are not responsible for the content of the government websites we link to. The agencies that publish the posters are the final authority. For advice about your specific situation, contact the agency or a qualified employment attorney.
Arizona Payroll Guide is an independent website and is not affiliated with, endorsed by, or acting on behalf of the State of Arizona, the U.S. Department of Labor, or any other government agency.
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