The below list may include updates to existing posters, additional postings that will be added to federal and state labor law posters, or new individual notices that may be required to be posted.
| State | Updated Posting |
| Federal | Healthcare providers must update their HIPAA Notice of Privacy Practices (NPP) by February 16, 2026 to reflect new rules aligning HIPAA with 42 C.F.R. Part 2 protections for substance use disorder (SUD) records. The notice must describe stricter confidentiality and consent standards (including a single TPO consent), limits on redisclosure, prohibitions on use in legal proceedings without patient consent or a court order, and breach‑notification duties for Part 2 data. Together, these changes ensure patients are clearly informed about the enhanced protections and rights that now apply to SUD information |
| California | California has updated its Healthy Families Act (Paid Sick Leave) posting in English and Spanish with changes to its usage section for paid sick leave. |
| Colorado | Colorado has updated its Colorado Overtime and Minimum Pay Standards (COMPS) Order posting in English and Spanish with a new minimum wage rate, its Pay Day Notice posting with formatting changes and updates, and its Paid Family and Medical Leave Insurance (FAMLI) posting in English and Spanish with formatting changes and updates. |
| Connecticut | Connecticut has updated its Paid Sick Leave posting in English and Spanish with changes to its employer requirements information. |
| Illinois | Illinois has updated its Your Rights Under Illinois Employment Laws posting in English and Spanish with changes to its violent crime section, and its Victims’ Economic Security and Safety Act (VESSA) posting in English and Spanish with changes to its Accommodation & Discrimination sections. |
| Minnesota | Minnesota has added a Paid Sick Leave State Plan posting in Spanish and Paid Leave Equivalent Plan posting in Spanish to its offering. |
| New Jersey | New Jersey has updated its Wage and Hour Law Abstract posting with a new minimum wage rate. |
| New York | New York has updated its Healthy Terminals Miscellaneous Industry Minimum Wage posting in English and Spanish with formatting changes and added QR codes. |
| Rhode Island | Rhode Island has updated its Discrimination posting by removing its state law provision information, its Notice to All Employees (UI & DI) posting with changes to its care givers section, and its Minimum Wage posting in English and Spanish with a new minimum wage rate. |
| Washington | Washington has updated its Paid Family and Medical Leave posting in English and Spanish with formatting changes and verbiage updates. |
| West Virginia | West Virginia has updated its Unemployment Benefits posting with verbiage changes and new sections added. |
| County | Updated Poster |
| King County Unincorporated, WA | King County Unincorporated, WA, has updated its King County Unincorporated Minimum Wage posting in English and Spanish with a new minimum wage rate. |
| City | Updated Poster |
| Cupertino, CA | Cupertino, CA has updated its Cupertino Minimum Wage posting in English, Spanish, Hindi, and Chinese with a new minimum wage rate. |
| San Francisco, CA | San Francisco, CA, has updated its San Francisco Paid Parental Leave Ordinance posting with the addition of Vietnamese language, its San Francisco Health Care Security Ordinance posting with changes to its spending rates, its San Francisco Family Friendly Workplace posting with formatting changes, and its San Francisco Fair Chance Ordinance posting with changes to its posting requirements. |
| Fort Wayne, IN | Fort Wayne, IN, has added a No Smoking – No Vaping within 8 Feet of Entrance posting to its offering. |
| St. Paul, MN | St. Paul, MN, has updated its St. Paul Minimum Wage and Earned Sick and Safe Time posting in English and Spanish with updates to the earned sick and safe time uses information. |
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Contact VensureHRThis communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
