Welcome to the Wisconsin Department of Workforce Development eWorkBoard.
Expand each list below to learn important information about workplace posters and your rights and protections.

Digital Poster: English | Spanish | Hmong


Unemployment poster

What You Should Know

  1. If you have become unemployed or partially unemployed, you may apply for unemployment benefits online. File weekly claims to receive benefit payments after requirements are met.
  2. Filing Requirements Video
  3. Apply Online
  4. Applying for Benefits FAQ

For More Details

Get Help Now

For help using online services, or for questions not answered online, call during business hours:

  • Phone: (414) 435-7069

Are You An Employer?

See the Wisconsin Unemployment Insurance Handbook for Employers.

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English | Spanish | Hmong | Other Languages

Digital Poster: English | Spanish


Minimum wage poster

What You Should Know

  • Wisconsin's Minimum Wage is $7.25 per hour for non-opportunity employees, and $5.90 per hour for opportunity employees.
    • Opportunity Employees: an employee who is not yet 20 years old and who has been in employment status with a particular employer for 90 or fewer consecutive calendar days from the date of initial employment.
  • Minimum Wage for tipped employees is $2.33 per hour for non-opportunity employees and $2.13 for opportunity employees. The employee must make a least minimum wage of $7.25 per hour with tips, otherwise the employer must pay the difference to reach $7.25 per hour.
  • Employer may also have an allowance per week or meal for providing meals or lodging as explained in the poster.
  • The Equal Rights Division determines if an employee is paid minimum wage by dividing the gross pay of the paycheck by the total number of hours worked in the pay period. For example: $600.00 gross pay/80 hours is a $7.50 per hour.
  • If an employee feels their employer has not paid them minimum wage, they can file a complaint with the Equal Rights Division. There is a two-year time limit for filing a labor standards complaint. To file a complaint, either print the complaint form off of the Equal Rights Division's website and send it into either location or contact the Division for information.

For More Details

Get Help Now

For question about the Wisconsin Minimum Wage poster contact Equal Rights:

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English | Spanish

Digital Poster: English


Minimum Wage, Workers With Disabilities Paid At Special poster

What You Should Know

  • Employers may employ workers whose disabilities impair their ability to perform their work at a special minimum wage.
  • The special minimum wage rate must reflect the productivity of the worker compared to the productivity of a worker not disabled for similar work, and to the wages paid to experienced workers performing the same or similar work in the vicinity.
  • Employers must notify the worker with the disability, verbally and in writing, and the parent and/or guardian where appropriate, of the terms of the special minimum wage license.
  • Employers must apply for a minimum wage license in order to be licensed to pay less than minimum wage.
  • If an employee feels their employer has not paid them minimum wage, they can file a complaint with the Equal Rights Division. There is a two-year time limit for filing a labor standards complaint. To file a complaint, either print the complaint form off of the Equal Rights Division's website and send it into either location or contact the Division for information.

For More Details

Get Help Now

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Application for a Special Minimum Wage License

Printable Workplace Poster: English

Digital Poster: English | Spanish


Hours and Time of Work for Minors Poster

What You Should Know

  • Minors under 16 have restricted hours of work per day and week depending on the time of year. See the poster for the specific times.
  • Minors under 18 must get a 30-minute break after 6 hours, as close to a normal meal period as possible. This must be a duty-free break.
  • Minors under 16 (with some exceptions) must have a work permit.
  • Minors under 18 and 16 have restrictions for certain machinery and job duties. Contact DWD for specifics.
  • Wisconsin law has mandatory penalties for any hours worked by the minor outside the approved hours of paying double wages.
  • The restrictions on hours of work cannot be waived by parental consent.
  • For exceptions for work permits, contact DWD.
  • Details on duty and machinery limitations for minors can be found at Wisconsin Administrative Code Chapter DWD 270.
  • To obtain a work permit, the employee must go to a permit officer (located throughout the state, usually their school). The minor will need proof of age (birth certificate, etc.), social security card, written parental consent, and a signed letter of intent to hire from the employer stating the job description, hours of work, expected job duties, and excepted dates of employment.
  • If the employer fails to adhere to these regulations, employees can file a complaint which would begin a full audit of the records. To file a complaint, either print the complaint form off the Equal Rights Division's website and send it into either location or contact the Division for information.

For More Details

Get Help Now

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English | Spanish

Digital Poster: English | Spanish


Business Closing/Mass Layoff Law poster

What You Should Know

  • Businesses that employ 50 or more persons must provide written notice before implementing a business closing or mass layoff, with exceptions. New or low hour employees are not counted as employees.
  • A business closing is a permanent or temporary shutdown of an employment site or of one or more facilities or operating units at an employment site or within a single municipality that affects 25 or more employees.
  • A mass layoff is a reduction in the workforce that affects at least 25% of the employer's workforce or 25 employees, whichever is greater or at least 500 employees.
  • If an employer implements a business closing or mass layoff, the employer must inform all employees no later than 60 days prior to the business closing or mass layoff.
  • Exceptions to the notice requirement include government agencies, charitable or tax-exempt institutions, strikes or lockouts, sales, relocations, temporary or seasonal employment, unforeseeable circumstances, natural or man-made disasters, temporary cessation in operations, or businesses in financial trouble.
  • If the employer fails to provide notice, employees can file a complaint with the Equal Rights Division. To file a complaint, either print the complaint form off the Equal Rights Division's website and send it into either location or contact the Division for information.
  • The federal Worker Adjustment Retraining and Notification ("WARN") Act has similar notice requirements.

For More Details

Get Help Now

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English | Spanish

Digital Poster: English


Cessation of Health Care Benefits

What You Should Know

  • Businesses employing 50 or more persons must provide written notice of employer's intention to cease providing health care benefits.
  • Employers must inform current and former employees who receive employer health benefits.
  • If an employer decided to end providing health care benefits, they must inform all employees no later than 60 days prior to stopping the benefits, with some exceptions.
  • If the employer fails to provide notice, employees can file a complaint with the Equal Rights Division. To file a complaint, either print the complaint form off the Equal Rights Division's website and send it into either location or contact the Division for information.
  • Exceptions to the notice requirement include natural disaster, business circumstances that were not foreseeable, a temporary cessation, or business sale with the understanding that the purchaser agrees to provide health care benefits.
  • If the employer fails to give notice, employees may recover the value of the benefits employees would have received and actual costs of medical care during the recovery period.
    • The recovery period is the amount of time from when the employer should have given notice and either the date the employer actually gave notice or the date the cessation occurred.

For More Details

Get Help Now

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English

Digital Poster: English | Spanish


Fair employment poster

What You Should Know

  • The Wisconsin Fair Employment Law prohibits employers, employment agencies, labor unions and licensing agencies from discriminating against employees and job applicants because of certain protected classes and characteristics listed on the poster.
  • Employees may not be harassed (mistreatment, racial slurs or derogatory language, verbal, written, or sexual harassment) or experience an adverse employment action (termination, discipline, etc.) due to their protected class or characteristic. Employees may not be retaliated against for filing a complaint, assisting with a complaint, or opposing discrimination in the workplace.
  • If an employee or job applicant feels their employer or prospective employer discriminated against them, they can file a complaint with the Equal Rights Division. There is a 300-day time limit for filing a discrimination complaint. To file a complaint, either print the complaint form off of the Equal Right's Division's website and send it into either location or contact the Division for information.
  • The Wisconsin Fair Employment Law does not prohibit harassment or adverse employment actions due to non-discriminatory reasons, such as personality differences or unfair environments. Wisconsin's status as an at-will employment state gives employers and employees the freedom to change the working relationship at any time, for any reason, so long as the reason is not discriminatory and not otherwise barred by other laws.

For More Details

Get Help Now

For question about the Wisconsin Fair Employment Law poster contact Equal Rights:

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English | Spanish

Digital Poster: English | Spanish


Family and Medical Leave Law poster

What You Should Know

  • Applies only to employers with 50 or more employees. Employers with 25 to 50 employees must post a notice describing their own policies with respect to family or medical leave.
  • Employers must allow employees of either sex:
    • Up to six (6) weeks leave in a calendar year for the birth or adoption of the employee's child, providing the leave begins within sixteen (16) weeks of the birth or placement of that child.
    • Up to two (2) weeks of leave in a calendar year for the care of a child, spouse, domestic partner or parent or a parent of a domestic partner with a serious health condition.
    • Up to two (2) weeks leave in a calendar year for the employee's own serious health condition.
  • This law only applies to an employee who has worked for the employer more than 52 consecutive weeks and for at least 1000 hours during that 52-week period.
  • The law also requires that employees be allowed to substitute paid or unpaid leave provided by the employer for Wisconsin Family and Medical Leave.
  • FMLA does not necessarily mean "paid leave."
  • If an employee feels as if their employer interfered with, restrained, or denied their exercise of a right under the Wisconsin Family and Medical Leave Act, they can file a complaint with our office. To file a complaint, either print the complaint form off the Equal Rights Division's website and send it into either location or contact the Division for information. There is a 30-day statute of limitations.

For More Details

Get Help Now

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English | Spanish

Digital Poster: English | Spanish


Bone Marrow And Organ Donation Leave Act poster

What You Should Know

  • Applies only to employers with 50 or more employees. Employers with 25 to 50 employees must post a notice describing their own policies with respect to bone marrow or organ donation leave.
  • Employers must allow employees up to six (6) weeks leave in a 12-month period for the purpose of serving as a bone marrow or organ donor.
  • The employee must provide his or her employer with written verification of the donation. The length of leave is only for the period necessary for the employee to undergo the bone marrow or organ donation and to recover from the procedure.
  • This law only applies to an employee who has worked for the employer more than 52 consecutive weeks and for at least 1000 hours during that 52-week period.
  • The law also requires that employees be allowed to substitute paid or unpaid leave provided by the employer for Wisconsin Family and Medical Leave.
  • If an employee feels as if their employer interfered with, restrained, or denied their exercise of a right under the Wisconsin Family and Medical Leave Act, they can file a complaint with our office. To file a complaint, either print the complaint form off the Equal Rights Division's website and send it into either location or contact the Division for information. There is a 30-day statute of limitations.

For More Details

The can be found on the Department of Workforce Development's website.

Get Help Now

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English | Spanish

Digital Poster: English | Spanish


Honesty Testing Devices poster

What You Should Know

  • The Health Care Worker Protection Law protects employees of health care facilities or providers from discipline at work for good faith reporting of any potential violations of state or federal law by the health care facility or provider, or any situation where care is provided in a manner that violates states or federal standards, laws, or recognized clinical or ethical standards.
  • Protected reporting includes internal reports to any director, officer or supervisor of the health care facility or provider, or reports to an agency or body that accredits, certifies, or approves the facility or provider, unless disclosure is prohibited by law.
  • If an employee feels as if their employer unlawfully retaliated against them, they may file a complaint with our office. To file a complaint, either print the complaint form off of the Equal Rights Division's website and send it into either location or contact the Division for information.

For More Details

Get Help Now

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English | Spanish

Digital Poster: English


Honesty Testing Devices poster

What You Should Know

  • Under the Wisconsin Fair Employment Act, the use of honesty testing (lie detectors) in employment is either unlawful or highly regulated.
  • Employers may not discriminate against a person who refuses to take an honesty test or objects to its use. The law prohibits discrimination in: recruitment and hiring; job assignments; pay; leave or benefits; promotion; licensing or union membership; training; layoff and firing; and harassment and other employment related actions.
  • Employers may request that an employee take an honesty test in connection with investigations into economic loss or injury to a business if the employee is a reasonable suspect.
  • Honesty tests can be used by law enforcement agencies and by certain businesses that provide security services, alarm systems, or who manufacture, distribute or sell controlled substances.
  • Legally permitted honesty test is subject to strict safeguards, including an examinee’s right to proper notice, the right to discontinue a test at any time and the right to advance written notice of the questions to be asked.
  • Employers may not use a refusal to take an honesty test or the results of an honesty test as the sole reason to take adverse action against an employee or job applicant.
  • If an employee feels they have been subjected to unlawful honesty testing, they can file a complaint with the Equal Rights Division. To file a complaint, either print the complaint form off of the Equal Rights Division's website and send it into either location or contact the Division for information.

For More Details

Get Help Now

Are You An Employer?

U.S. Small Business Administration has a helpful tool for businesses to find out what posters they are mandated to display.

Printable Workplace Poster: English