Ohio’s employment laws primarily align with federal standards, helping employers manage compliance efforts without excessive regulatory complexity. There are, however, a few state-specific additions, including guidance on wages, anti-discrimination, and final paychecks.
When it comes to talent and workforce management, Ohio-based employers need to comply with the following state employment laws:
The below information was last updated July 21, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to US labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Ohio currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), Ohio can pass a right-to-work law in the future if it chooses.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| Ohio Minimum Wage | The state of Ohio uses its own minimum wage rate of $10.70, including a tipped minimum wage rate of $5.35 for employees who earn tips with their base pay. Note: These rates only apply to employers whose gross annual sales exceed $385,000. For all other employers, the standard federal rates are used. |
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Ohio Overtime Pay Laws |
According to Ohio Rev. Code Ann. §4111.03, overtime pay in Ohio is calculated at 1.5 times the employee’s regular pay rate for hours worked over 40 in a workweek. |
| Ohio Pay Equity Law | Under state law, employers in Ohio may not pay wages to employees at lower rates than those paid to other employees based on sex (and other protected classes) for equal work (on jobs requiring equal skill, effort, and responsibility), performed under similar conditions. Furthermore, employers may not reduce wage rates of employees to comply with these equal pay provisions. This applies to public and private employers. |
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Ohio Pay Transparency Law |
Ohio currently has no pay transparency laws or regulations. |
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Ohio Final Paycheck Law |
In Ohio, employees who voluntarily resign from a job or are involuntarily terminated must receive their final paycheck by the first day of the following month for wages earned in the first half of a month. Wages earned in the last half of a month must be paid by the 15th of the following month. |
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Ohio PTO Payout Laws |
Ohio currently has no PTO payout laws or regulations, as it bases such decisions on an employer’s policy. It also has no regulations regarding the use of "use-it-or-lose-it" policies. |
| Ohio Paid Sick Leave (PSL) | Ohio currently has no paid sick leave laws or regulations. |
| Ohio currently has no PFML laws or regulations. Although, employers with 50 or more employees must still comply with the federal Family and Medical Leave Act (FMLA), which provides eligible employees up to 12 weeks of unpaid leave every 12 months for various reasons. | |
| Ohio Maternity Leave | Ohio doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Since the state also doesn’t have a mandated PFML program, employees must instead use FMLA leave or another type of employer-provided leave. |
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Ohio Voting Leave Law |
Under Ohio's state voting leave law, Ohio-based employers are only required to provide a “reasonable amount” of paid voting leave to salaried employees. Employers may, however, provide unpaid voting leave for piecework, commissioned, or hourly employees. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
While some states adopt additional health and safety regulations, Ohio is an "OSHA plan" state, meaning it defers to OSHA's requirements when addressing health and safety matters, such as having an emergency action plan or providing medical and first aid supplies.
Ohio currently has no work break laws or regulations.
As described by the Ohio Civil Rights Act, and enforced by the Ohio Civil Rights Commission, employers in Ohio are prohibited from discriminating against employees based on:
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Ohio also requires employers to comply with specific anti-harassment mandates, also outlined in the state’s Civil Rights Act. Employers must, for example, promptly investigate and remedy incidents.
Ohio doesn't, however, require employees to complete any harassment or discrimination training courses.
| Ohio Non-Compete Agreement Laws | Ohio currently has no laws or regulations banning or limiting the use of non-compete agreements. |
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Ohio Retirement Plan Laws |
Ohio currently has no mandatory retirement plan laws or regulations. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
Between constantly changing employment laws and updates to the Affordable Care Act (ACA), keeping your workplace compliant can be a time-consuming and costly challenge. Eliminate the stress and stay up to date with our Compliance Dashboard. View compliance alerts and get a bird’s eye view of what you need to do to avoid fines and penalties.
