Ohio follows federal labor law standards, but it sets its own rules for wages, overtime, recordkeeping, and discrimination right down to how long employers are required to keep a worker’s timecard on file. When moving employees in from another state, employers are required to consider Ohio’s minimum wage rules closely and keep their paperwork in strict order as every pay stub and form matters.

Ohio is also an at-will employment state, meaning employment may be terminated at any time for any lawful reason.

Minimum wage & pay requirements for 2026

Under Ohio Rev. Code Chapter 4111, the director of commerce annually adjusts the minimum wage pursuant to Article II, § 34a of the Ohio Constitution. Ohio enforces a state minimum wage that is higher than the federal rate for most employers.

Effective January 1, 2026, the Ohio Department of Commerce mandates:

• Non-tipped employees: $11.00 per hour applies to employers with annual gross receipts over $405,000.
• Tipped employees: $5.50 per hour plus tips, provided total earnings (wages + tips) meet or exceed the $11.00 minimum wage.
• Small businesses: Employers with annual gross receipts under $405,000 are required to pay the federal minimum wage instead of the Ohio state rate.

For HR and payroll teams, this means:

• Payroll systems should reflect the $11.00 minimum wage for all eligible employees.
• Employers are required to verify whether their business meets the applicable gross receipts threshold.
• Tipped employee earnings need to be monitored in order to ensure compliance with state minimum wage requirements.

Overtime 

Under Ohio Rev. Code § 4111.03, Ohio follows federal FLSA overtime standards, with additional state-specific provisions.

Key points include:

• Overtime is paid at 1.5× the regular rate after 40 hours in a workweek.
• The workweek is defined as a fixed, recurring seven-day period.
• Agricultural employees are excluded from state overtime requirements.
• Exemption criteria align with federal salary and duties thresholds.

For employers relocating exempt employees from other states, reassessing exemption eligibility under federal and Ohio rules can help avoid misclassification risks.

MOVEPLUS™ brings relocation data into one centralized platform, helping mobility teams design clear, consistent relocation plans and mobility policies tailored to employee moves. By supporting compliant, well-planned relocations across jurisdictions, the platform enables teams to move people with confidence while aligning each move with evolving legal, tax and immigration requirements.

Record-keeping & posting requirements

Ohio establishes defined record-keeping standards for employers, under Ohio Revised Code § 4111.14 and § 4111.09. Employers are encouraged to:

• Maintain employment records for at least three years after an employee’s tenure ends.
• Document employee details including name, address, occupation, rate of pay, daily and weekly hours worked, and wages paid.
• Ensure that a clear summary of applicable wage law provisions is prominently displayed in the workplace, or alternatively, made readily accessible through an employer‑maintained website.

For mobility teams, ensuring consistent record-keeping practices across states can streamline compliance and reduce audit risks.

Equal pay & anti-discrimination

Employers are encouraged to ensure compliance with Ohio’s strict wage discrimination laws, which prohibit disparities based on race, colour, religion, sex, age, national origin, or ancestry. Compensation practices should provide equal pay for work requiring comparable skill, effort, and responsibility under similar working conditions.

Best practices include:

• Conducting regular pay audits to identify and eliminate discriminatory wage differentials.
• Documenting legitimate wage variations based on seniority, merit, or production quality/quantity.
• Establishing transparent compensation policies and communicating them clearly to employees.

Employer takeaway

For employers, Ohio’s labor laws blend state rules on pay, record keeping, and workplace discrimination with federal standards. HR and mobility teams need to prepare early for compliance, that’s how they prevent corporate risk and keep staff moves running smoothly.