Ohio Labor Laws: Compliance Guide 2025

Understanding Ohio’s labor laws is essential for employers to ensure compliance and foster a fair workplace. Strict adherence to key regulations — from wage and hour requirements to workplace safety standards — helps businesses stay in good standing and support their workforce.

This guide will walk you through the most critical Ohio labor laws in 2025, providing actionable insights to help you maintain state compliance.

What Kinds of Labor Laws Should You Monitor in Ohio?

Ohio labor laws include regulations related to wages, hours, leave, workplace safety, anti-discrimination, and more. As an Ohio employer, it’s important to familiarize yourself with — and abide by — these laws to avoid fines, lawsuits, penalties, or damage to your reputation.

In this section, we’ll review the major labor laws you should know if you conduct business or have any employees based in Ohio.

Minimum Wage

For non-tipped employees, Ohio’s minimum wage is $10.70 an hour. By comparison, tipped employees make $5.35 per hour. Both of these figures are higher than the national minimums defined by the Fair Labor Standards Act (FLSA).

Additionally, Ohio observes an annual increase in the minimum wage based on the current inflation rate. Ohio employers should monitor the inflation rate and budget for increases in the minimum wage going forward.

Overtime

When it comes to overtime, non-exempt employees are federally required to be paid one-and-a-half times their hourly rate for all hours worked in excess of 40 per week. Ohio observes this rule, with the exception of agricultural workers, who are excluded.

To adhere to Ohio’s overtime laws, Ohio employers must carefully classify employees. Generally, salaried workers are exempt and are not eligible for overtime. Conversely, hourly workers are generally non-exempt and must receive overtime pay. Incorrect classifications can cost you extra wages, additional penalties, or reputational damage.

Breaks and Rest Periods

In Ohio, employers are not legally required to provide meal or rest breaks to employees aged 18 and over. This policy aligns with the federal FLSA, which also does not mandate such breaks for adult employees.

However, if employers choose to offer short rest breaks lasting between five and 20 minutes, these periods must be compensated. For employees under the age of 18, Ohio law also mandates a 30-minute uninterrupted break for every five hours of continuous work.

While providing meal or rest breaks to adult workers is not a legal obligation, offering them can enhance employee satisfaction and productivity.

Time Off and Leave

While Ohio does not have expansive state-specific leave laws, understanding the applicable federal requirements and relevant state provisions is crucial for compliance.

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Here’s what you need to know about time off in Ohio:

Family and Medical Leave Act (FMLA)

The federal Family and Medical Leave Act (FMLA) applies to Ohio employers with 50 or more employees within a 75-mile radius.

Eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave within a 12-month period for specific family and medical reasons, including:

The birth and care of a newborn child
Adoption or foster care placement of a child
Caring for an immediate family member (spouse, child, or parent) with a serious health condition
The employee’s own serious health condition that prevents them from performing their job duties
Qualifying exigencies related to a family member’s active-duty military service

Ohio employers must meet these federal requirements as a minimum, though you’re welcome to provide additional leave if you deem it appropriate.

Vacation Time

Ohio does not require private employers to provide unpaid or paid vacation leave. That said, many Ohio employers offer vacation benefits to attract and retain top talent. Consider the needs of your business to determine whether PTO is right for you — and how much to offer if it is applicable.

Bereavement Leave

Similarly, Ohio law does not obligate private employers to offer bereavement leave, whether paid or unpaid. The decision to provide time off for the death of a family member is at the employer’s discretion.

Voting, Jury Duty, and Military Leave

The requirements get more specific when it comes to government-related time off. For example,
Ohio employers must provide a reasonable amount of time for workers to vote — if the worker in question is a salaried employee, they must be paid during this absence.

Similarly, employers are required to provide workers with time off to serve on a jury, should they be called. While the law mandates that employees must be allowed to attend, it does not require employers to pay them for this time off.

Finally, the Uniformed Services Employment and Reemployment Rights Act (USERRA) grants leave to employees in the military, reinstating them to their civilian jobs upon completion of their service.

Additionally, Ohio law allows families of military personnel to take up to 10 days off (or up to 80 hours) when a loved one is called to active duty.

Workplace Safety Standards

In Ohio, workplace safety is governed by the Occupational Safety and Health Administration (OSHA).

While Ohio does not have its own state-level OSHA program for private-sector employees, it adheres to federal OSHA standards, which include safety equipment requirements, inspections, and whistleblower protection.

Additionally, Ohio employers should monitor legislative proposals aimed at workplace safety. For instance, the Ohio Healthcare Workplace Safety Act passed State Congress in December 2024, proposing violence prevention programs for healthcare workers. Be prepared for enhanced safety laws that could potentially affect your industry in the future.

Anti-Discrimination Laws

Ohio adheres to federal anti-discrimination laws through the Civil Rights Act, the Americans With Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). The Ohio Civil Rights Act also prohibits discrimination based on race, religion, gender, military status, and ancestry, expanding coverage to include employers with as few as four employees.

Though anti-discrimination training is not required statewide, offering anti-harassment programs can mitigate potential liability and show that your business is dedicated to a respectful work environment. Encouraging diversity and inclusion can enrich your company’s culture while bolstering its bottom line.

Unions

Ohio is not a right-to-work state. In right-to-work states, employees can’t be compelled to join a union or pay union dues as a condition of employment. In contrast, Ohio permits agreements between employers and unions that require employees to pay dues or fees.

Ohio employers should ensure compliance with union agreements while clearly communicating workers’ rights regarding membership and dues.

Workers’ Compensation

In Ohio, any employer with one or more employees is required to obtain workers’ compensation insurance through the Ohio Bureau of Workers’ Compensation (BWC), the state’s exclusive provider. This coverage ensures that employees who suffer work-related injuries or illnesses receive necessary medical care and compensation for lost wages.

Employers who fail to secure this insurance may face significant penalties, including potential lawsuits from injured workers. Maintaining active workers’ compensation coverage is vital to protect both employees and your business.

Local Ordinances

In addition to federal and state requirements, Ohio employers must also abide by various local ordinances specific to cities like Cleveland, Cincinnati, and Toledo. For instance, Toledo and Cincinnati have implemented salary history laws that prevent employers from inquiring about a job applicant’s salary history during the hiring process.

As you can see, employers in Ohio have a lot on their plates when it comes to compliance, even with the state mostly sticking to federal requirements — so let’s talk about how Ohio employers can keep track of all these laws.

How To Ensure Compliance With Ohio Labor Laws

Labor laws shouldn’t be an afterthought. Compliance requires proven strategies and reliable systems, and in Ohio, the right approach can mean the difference between good standing and penalties.

Here are some ways to ensure state compliance in Ohio:

Update Your Employee Handbook

Regularly reviewing your Ohio employee handbook confirms that your policies reflect the latest state laws and regulations, which often change over time.

By keeping your handbook updated with the most accurate information, you can minimize the risk of non-compliance while helping employees better understand their rights and responsibilities.

If you’ve never made a handbook before — or if it’s been a while since you refreshed it — Mosey can help. Our Employee Handbooks tool helps you build a fully compliant handbook in minutes. We automatically detect legal changes and allow you to revise your policies in one click. Plus, our user-friendly employee portal keeps your team in the know.

Conduct Thorough Onboarding

The onboarding process should include extensive information about employee rights and company policies, including wage rates, benefits, anti-discrimination rules, and more.

Develop opportunities for employees to ask questions during onboarding or raise concerns without fear of retaliation. Clear communication fosters trust, which can, in turn, decrease compliance risks.

Train Your HR Team

In addition to training your regular staff, you should also train your HR management team on the latest labor laws so that they’re aware of their responsibilities. Topics should include in-depth explanations of the labor laws that apply to your workforce.

Maintain Relevant Records

Maintain accurate records of hours worked, wages paid, and employee classifications. This will protect you in case of audits or disputes.

Regularly reviewing and updating these records ensures compliance with changing laws and reduces the risk of costly errors or penalties.

Utilize Compliance Tools

Compliance is much more manageable when you have a reliable tool at your disposal. Mosey’s compliance management platform can be just that for your HR team, helping you automate the compliance process and freeing up time to focus on other tasks.

With Mosey, you can feel confident that no state or local laws will be overlooked. Our system automatically detects compliance requirements based on where your employees are based, ensuring you know what to expect and never miss a deadline.

When you have Mosey in your corner, you can turn your attention to what matters most: growing your business.

What Are the Potential Consequences of Non-Compliance?

Failing to adhere to Ohio labor laws can result in significant consequences, including:

Financial Penalties: Wage violations, safety infractions, or discriminatory practices can lead to hefty fines.
Litigation: Non-compliance exposes your business to litigation, which can be expensive and damage your reputation
Loss of Licenses: Depending on the infraction, you may lose the ability to conduct business in the state.
Loss of Talent: Employees want to work for ethical companies. Compliance failures can lead to high turnover and difficulty attracting top talent.

By focusing on compliance, you can safeguard your business from these risks while creating a productive and equitable work environment.

Stay Ahead of Compliance With Mosey

Ohio labor laws exist to protect employees and employers alike. With the right approach and platforms like Mosey in your toolbox, Ohio employers can stay on top of state compliance and scale their business.

Book a demo with Mosey to learn how Mosey can help make compliance easy.

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