For hourly teams in Ohio, the rules can be intricate — most visibly in predictive scheduling expectations.
State requirements can interact with federal standards, and in some areas, local rules may layer on additional obligations for employers.
Welcome to the Midwest!
Ohio’s wage and hour laws blend state and federal requirements, with annual adjustments to the minimum wage and clear standards for wage payments and worker classification. The state does not require paid sick leave or meal breaks for adults, which makes employer-created policies especially important.
Whether you employ workers directly or through an Employer of Record (EOR) like HireArt, understanding Ohio’s labor laws is essential for maintaining compliance and creating fair, transparent workplace practices.
This blog is based on information available to HireArt as of October, 2025. HireArt does not provide tax, accounting or legal advice. This material has been prepared for informational purposes only, and should not be relied on for, tax, legal or accounting advice. Consult your own tax, legal and accounting advisors before engaging in any related activities or transactions.
Ohio’s minimum wage increases annually based on inflation, and further adjustments are scheduled for 2026.
As of January 1, 2026, the state minimum wage will be $11.00 per hour. This rate applies to most non-tipped employees working for businesses with annual gross receipts of $385,000 or more. Smaller employers and those covered solely by federal law must continue to pay the federal minimum wage of $7.25 per hour.
Ohio does not have a statewide paid sick leave requirement.
Employers are responsible for establishing their own policies governing accrual, carryover, and usage. These should be clearly documented in employee handbooks or offer letters.
While Ohio currently has no local ordinances requiring paid leave, employers should remain attentive to municipal or county-level changes that may arise in the future.
Ohio maintains a statewide baseline for wage and hour laws, and there are no city-level labor ordinances that currently exceed state standards.
Although some municipalities have considered wage or leave laws in the past, most have been preempted by state legislation. Employers operating in multiple Ohio cities can apply consistent policies statewide.
Ohio law does not require meal or rest breaks for adult employees.
Employers should follow their internal policies, collective bargaining agreements (CBAs), and the federal Fair Labor Standards Act (FLSA) for guidance on compensable time. Providing structured breaks, while optional, can improve productivity and employee satisfaction.
Whether unused vacation or paid time off (PTO) must be paid at termination depends on the employer’s written policy or employment contract.
Ohio law enforces company policy regarding PTO payout unless earned vacation is considered wages. Clear documentation helps avoid disputes and ensures consistency in offboarding practices.
Ohio does not have a broad statute requiring reimbursement for business-related expenses.
Employers may implement their own reimbursement policies, provided deductions do not violate state wage laws. Any deductions from pay must be lawful, authorized, and must not reduce wages below the minimum required rate.
Employers must provide itemized wage statements and ensure final wages are paid promptly.
Maintaining consistent, transparent pay practices helps employers stay compliant with Ohio’s wage payment laws.
Ohio follows both state and federal economic-realities tests to determine whether a worker is an employee (W-2) or an independent contractor (1099).
If an employer maintains significant direction or control over how, when, and where work is performed, the individual must be classified as an employee. Misclassification can result in penalties, back pay, and tax liabilities under both Ohio and federal law.
HireArt acts as an Employer of Record (EOR) to help employers manage compliance with Ohio’s state and federal labor requirements. Through HireArt, companies can:
By partnering with HireArt, employers gain peace of mind and reduce administrative risk while maintaining a fair and compliant workforce in Ohio.
