Ohio Labor Laws 2025: Wages, Breaks, Overtime & Compliance Guide

State minimum wage: $10.70 per hour for non-tipped employees at businesses with annual gross receipts over $385,000.

Small employers: Employers with gross receipts under $385,000 annually must pay the federal minimum wage of $7.25/hour.

Young workers: Employees under 16 may be paid the federal minimum wage regardless of employer size.

Annual adjustment: Ohio updates the rate every January 1 based on the Consumer Price Index (CPI). The rate increases when inflation occurs but never decreases.

Local laws: No city or county in Ohio currently enforces a higher local minimum wage above the state rate.

Posting requirements: Employers must display the current Ohio minimum wage poster in a conspicuous location accessible to all employees.

Recordkeeping: Employers must maintain accurate wage and hour records for at least 3 years.

Ohio Department of Commerce - Industrial Compliance

Tipped minimum wage: $5.35 per hour for employees who regularly receive more than $30 per month in tips (as of January 1, 2025).

Tip credit calculation: Employers may take a tip credit of up to $5.35/hour (the difference between $10.70 and $5.35).

Make-up requirement: If tips plus base wage do not reach $10.70/hour, employers must pay the difference. This is calculated weekly, not per shift.

Tip ownership: All tips belong to employees. Employers cannot retain any portion of tips or use them for business expenses.

Tip pooling: Allowed among customarily tipped employees (servers, bartenders, bussers). Managers and supervisors cannot participate in tip pools.

Notice requirement: Employers must inform tipped employees about the tip credit provisions and their rights under Ohio law.

Wage and Hour Information – Ohio DOC

Overtime rate: 1.5× regular pay rate for all hours worked over 40 in a workweek for non-exempt employees.

Workweek definition: A fixed, regularly recurring period of 168 hours (7 consecutive 24-hour periods). Employers may define when the workweek begins.

No daily overtime: Ohio does not require daily overtime pay. Only weekly totals over 40 hours trigger overtime, regardless of hours worked in a single day.

Exempt classifications: Executive, administrative, professional, outside sales, and certain computer employees may be exempt if they meet both salary and duties tests.

Salary threshold: As of July 1, 2024, exempt employees must earn at least $844/week ($43,888 annually). Some highly compensated employees have higher thresholds.

Payment timing: All overtime wages must be paid on the next regular payday following the pay period in which they were earned.

Recordkeeping: Employers must keep accurate records of hours worked and wages paid for at least 3 years, including daily and weekly totals.

FLSA Overview – U.S. Department of Labor

Adults (18+): Ohio does not mandate meal or rest breaks for adult employees. Break policies are determined by the employer.

Short breaks: If an employer provides short breaks (typically 5-20 minutes), federal law requires these be paid.

Meal periods: If an employer provides meal breaks of 30+ minutes where employees are completely relieved of duties, these may be unpaid.

Minors under 18: Must receive a 30-minute uninterrupted meal break if working more than 5 consecutive hours.

Break timing for minors: The 30-minute break should occur after the first hour of work and before the last hour.

Nursing mothers: Federal law requires reasonable break time and a private space (not a bathroom) for expressing breast milk for up to one year after childbirth.

Recordkeeping: Employers must maintain records of break times provided to minors for at least 2 years.

Child Labor Standards – Ohio DOC

Vacation leave: Not required by state law. If offered, employers must follow their written policies regarding accrual, use, and payout at termination.

Sick leave: No statewide paid sick leave requirement for private employers. Public employers may have different requirements.

Holiday pay: No requirement to provide paid or unpaid holiday leave. Premium pay for holiday work is not required unless it results in overtime.

Family and Medical Leave Act (FMLA): Eligible employees (worked 1,250+ hours in 12 months at companies with 50+ employees) may take up to 12 weeks unpaid, job-protected leave annually for qualifying reasons.

Military leave: Ohio Veterans and Military Leave Law provides up to 31 days per year of unpaid leave for military service or training.

Jury duty: Employers cannot discharge, threaten, or coerce employees for jury service. No pay is required but employers may not penalize employees.

Voting leave: Employers must provide reasonable time off to vote if employees don't have sufficient time outside working hours. Pay is not required.

Bone marrow/organ donation: Ohio law does not require specific leave, but FMLA may cover recovery time.

FMLA Information – Ohio ODJFS

Work permits required: All minors ages 14-17 must obtain an age and schooling certificate (work permit) before beginning employment. Issued by school superintendents.

Break requirement: Minors must receive a 30-minute uninterrupted meal break if working more than 5 consecutive hours.

Ages 14-15 restrictions:

• No work before 7 AM or after 7 PM during school year (9 PM June 1 through Labor Day)
• Maximum 3 hours per day on school days
• Maximum 8 hours per day on non-school days
• Maximum 18 hours per week during school weeks
• Maximum 40 hours per week when school is not in session

Ages 16-17 restrictions:

• No work before 6 AM when not enrolled in school
• Cannot work before 7 AM when school is in session
• Cannot work past 11 PM Sunday-Thursday before a school day (no restriction Friday-Saturday)
• No maximum daily or weekly hours (but overtime rules apply)

Prohibited occupations (all minors under 18): Manufacturing, mining, logging, power-driven machinery (including slicers, mixers, dough rollers), roofing, excavation, demolition, meat processing, hazardous chemicals, and more.

Specific prohibitions for 14-15: Cooking (except electric or gas grills), baking, warehouse work (except office/clerical), ladder/scaffold work, motor vehicles, and door-to-door sales (unless registered with DOC).

Penalties: Employers violating child labor laws face fines up to $1,000 per violation per minor.

Youth in Labor – Ohio Department of Commerce

Pay frequency: Employers must pay employees at least semi-monthly (twice per month) or every two weeks.

Final paycheck: Must be paid by the next regular payday or within 15 days of termination, whichever comes first. No special timing based on voluntary vs. involuntary separation.

Vacation payout: Ohio law does not require payout of accrued vacation at termination unless the employer's policy specifically provides for it.

Pay statements: Employers must provide itemized statements showing gross wages, deductions, and net pay. Electronic statements are acceptable if employees have access.

Allowed deductions: Only taxes, court-ordered garnishments, employee-authorized deductions (insurance, retirement), and wage advances repayment.

Prohibited deductions: Cannot deduct for cash shortages, breakage, uniforms, or equipment without specific written authorization that doesn't reduce wages below minimum wage.

Wage garnishment limits: Maximum 25% of disposable earnings or amount exceeding 30× federal minimum wage per week, whichever is less.

Recordkeeping requirements: Employers must maintain payroll records for at least 3 years, including employee information, hours worked, wages paid, and deductions.

Wage and Hour – Ohio DOC

At-will employment: Either party may terminate employment at any time for any lawful reason or no reason, unless modified by contract or collective bargaining agreement.

Hiring protections: Ohio Civil Rights Act prohibits discrimination based on race, color, religion, sex, national origin, disability, age (40+), ancestry, or military status.

Background checks: Must comply with Fair Credit Reporting Act (FCRA). Cannot ask about arrest records (only convictions). Must provide disclosure and obtain consent.

Criminal history: Cannot inquire about sealed or expunged convictions. Some limitations on using older convictions in hiring decisions.

Credit checks: Ohio law does not restrict employment-related credit checks, but FCRA rules apply if used.

Wrongful termination: Termination is illegal if based on protected characteristics, in retaliation for protected activity, or in violation of public policy.

Protected activities: Filing workers' comp claims, reporting safety violations, whistleblowing, serving on jury duty, military service, or engaging in union activities.

Mass layoffs: Federal WARN Act requires 60 days notice for mass layoffs (50+ employees at single site) or plant closures.

Documentation: Employers should maintain consistent policies, document performance issues, and apply rules uniformly to reduce wrongful termination claims.

Ohio Civil Rights Commission

Required coverage: All Ohio employers with one or more employees must carry workers' compensation insurance through BWC or become certified self-insured.

State-fund vs. self-insured: Most employers pay premiums to BWC (state-fund). Large employers (typically 50+ employees) may apply to self-insure.

Benefits include: Medical care, temporary total disability (TTD), permanent partial disability (PPD), permanent total disability (PTD), rehabilitation services, and survivor benefits.

Compensation rates (2025): TTD pays 72% of full weekly wage for first 12 weeks, then 66.67% of average weekly wage. Maximum weekly rate: $1,231.

Reporting requirements: Employees must report injuries within 1 year. Employers must file First Report of Injury (FROI-1) within one week of notification.

Medical provider choice: Injured employees have the right to choose their own BWC-certified medical provider for treatment.

Industrial Commission: Handles disputes, appeals, and hearings related to workers' compensation claims separate from BWC.

No retaliation: Employers cannot terminate or retaliate against employees for filing legitimate workers' compensation claims.

Premiums and rates: Ohio has the 5th lowest workers' comp rates in the nation as of 2024. Rates are experience-rated based on employer safety record.

Ohio Bureau of Workers' Compensation

Industrial Commission of Ohio

Administering agency: Ohio Department of Job and Family Services (ODJFS) manages the unemployment compensation system.

Employer requirements: Register within 30 days of hiring first employee, file quarterly wage reports, pay unemployment taxes, maintain records for 4+ years.

Employee eligibility requirements:

• Worked at least 20 weeks during base period
• Earned average of at least $338 per week during base period (2025 requirement)
• Unemployed through no fault of your own (not fired for just cause or quit without good cause)
• Able, available, and actively seeking work

Base period: First four of the five most recently completed calendar quarters before filing claim.

Benefit amounts (2025): 50% of average weekly wage during base period, up to maximum of $600/week. Higher amounts available if you have dependents.

Benefit duration: Typically up to 26 weeks. May be extended during high unemployment periods through federal programs.

Work search requirement: Must engage in good faith job search, contacting at least two potential employers each week and documenting activities.

Filing options: Claims can be filed online at unemployment.ohio.gov or by phone. Weekly claims must be filed to continue receiving benefits.

Appeals: If denied, employees have 21 days to appeal to Unemployment Compensation Review Commission (UCRC).

Ohio Unemployment Insurance – ODJFS

File Unemployment Claim

Ohio Civil Rights Act: Prohibits discrimination in employment based on race, color, religion, sex, national origin, disability, age (40+), ancestry, or military status.

Protected employers: Law applies to employers with 4 or more employees. Federal laws (Title VII, ADA, ADEA) apply to larger employers.

Sexual harassment: Considered unlawful sex discrimination. Includes quid pro quo and hostile work environment harassment.

Filing discrimination complaints: File with Ohio Civil Rights Commission within 6 months (extended to 2 years for employment cases as of 2019).

Federal complaints: Can file with Equal Employment Opportunity Commission (EEOC) within 300 days. Dual filing with both agencies is common.

Workplace safety (Private employers): Covered by federal OSHA. Employers must provide safe workplace, maintain injury logs, report serious incidents, and allow OSHA inspections.

Public sector safety: State and local government employers follow Ohio Bureau of Workers' Compensation safety standards.

Whistleblower protection: Employees cannot be retaliated against for reporting violations of law, health/safety hazards, or employer wrongdoing.

Right to organize: Private sector employees protected by National Labor Relations Act. Public employees protected by Ohio Public Employees Collective Bargaining Law.

Accommodations: Employers must provide reasonable accommodations for disabilities and religious practices unless it causes undue hardship.

Ohio Civil Rights Commission

U.S. Equal Employment Opportunity Commission