Ohio Payroll Laws (2024 Guide For Employers)

This article will answer the following questions about Ohio payroll laws:

  • What are the minimum wage regulations in Ohio?
  • How do jury duty and military leave work in Ohio?
  • What are the time off and leave laws in Ohio?
  • How does overtime pay work in Ohio?
  • What are the child labor laws in Ohio?

It’s important for both employers and employees to have a solid understanding of the labor laws that govern different aspects of the employer-employee relationship.

Let’s dive in and take a look at some common misconceptions surrounding Ohio payroll laws.

Disclaimer: Despite our best efforts to provide you with accurate information on this topic at the time of writing, we cannot guarantee the accuracy of the content at the time of reading. This blog post is for informational purposes only and should not be considered legal advice. Consult an attorney for specific guidance on Ohio payroll laws.

Ohio Payroll Laws (Key Areas)

Minimum Wage in Ohio (What Is It?)

Ohio’s minimum wage is currently higher than the federal minimum wage, which is set by the Fair Labor Standards Act (FLSA). As of 2022, the Ohio minimum wage is $10.45 per hour for non-tipped employees and $5.25 per hour for tipped employees. The minimum wage is adjusted annually for inflation, based on the Consumer Price Index.

Ohio employers must ensure that they comply with both state and federal minimum wage laws. If an employee is subject to both the federal and state minimum wage, the employer must pay the higher wage rate.

Hour Laws & Overtime Pay in Ohio (How Does It Work?)

In Ohio, the FLSA regulates overtime pay and hour laws. According to the FLSA, non-exempt employees must receive overtime pay for any hours worked over 40 in a workweek, at a rate of one and one-half times their regular rate of pay.

Ohio’s overtime laws align with the FLSA’s overtime requirements, with a few exceptions for specific industries and occupations. It is essential for Ohio employers to be aware of these exemptions and to comply with both state and federal overtime laws.

Break Time, Lunch Breaks, & Paid Time Off (What Are The Laws?)

Under Ohio labor laws, employers are not required to provide breaks, lunch breaks, or paid time off to adult employees. However, Ohio employers must provide a 30-minute meal break to employees under the age of 18 who work more than five consecutive hours on a school day. This requirement does not apply on non-school days.

There is no state law mandating paid time off, sick leave, or vacation time in Ohio. However, the Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave for specific family and medical reasons.

Jury Duty & Military Leave (Who Is Eligible?)

Ohio employers are required to provide employees with unpaid time off for jury duty, without any loss of seniority or benefits. Furthermore, employers are prohibited from discharging or threatening to discharge an employee for taking jury duty leave.

Military leave is governed by the Uniformed Services Employment and Reemployment Rights Act (USERRA), which provides protection for individuals who leave their jobs to perform military service. Ohio employers must comply with USERRA and provide military leave as required by federal law.

Employment Law & Record-Keeping Requirements (How Does It Work?)

Ohio employers must adhere to both state and federal employment laws, which protect employees from discrimination based on race, color, religion, sex, national origin, age, disability, or veteran status. Employers must also ensure compliance with the Americans with Disabilities Act (ADA), which prohibits discrimination against individuals with disabilities in all aspects of employment.

Ohio labor laws require employers to maintain accurate records of employee wages, hours worked, and other payroll-related information. The FLSA also has specific record-keeping requirements that employers must follow. Proper record-keeping not only helps employers stay compliant with labor laws but also provides essential documentation in case of disputes or audits.

Youth Employment & Hazardous Jobs (What Are The Labor Laws?)

The FLSA regulates the employment of minors and sets specific standards for the number of hours they can work, the types of jobs they can perform, and the conditions under which they can work. In Ohio, these regulations are supplemented by the Ohio Minor Labor Law.

Minors under the age of 16 are not allowed to work during school hours, and there are restrictions on the number of hours they can work during a school day or week. Employers must be mindful of these limitations when scheduling work hours for minor employees.

Both the FLSA and Ohio law prohibit minors from working in hazardous jobs, such as operating heavy machinery or working with hazardous substances. Employers must be familiar with the list of prohibited occupations for minors and ensure compliance with these regulations.

Independent Contractors & Other Exemptions

It’s essential to distinguish between employees and independent contractors, as independent contractors are not covered by many of the labor laws discussed in this blog post. Generally, independent contractors are individuals who are in business for themselves and have control over the work they perform and the manner in which it is done. Employers should be cautious when classifying workers and consult legal advice to ensure compliance with the FLSA and Ohio labor laws.

Some other exemptions from minimum wage and overtime requirements exist for specific occupations or industries, such as agricultural workers, employees of small businesses with gross receipts under a certain threshold, and certain domestic workers like babysitters. Employers should consult the FLSA and Ohio labor laws to determine whether any exemptions apply to their workforce.

Nursing Mothers & Workplace Accommodations

The FLSA requires employers to provide reasonable break time and a private space for nursing mothers to express breast milk for up to one year after their child’s birth. While Ohio does not have a specific law addressing this issue, employers must comply with the FLSA requirements.

Payday & Payment of Wages in Ohio

Ohio labor laws require employers to establish a regular payday for the payment of wages, which must occur at least twice a month. Employers must provide written notice to employees of their payday and pay period schedule. In the case of involuntary termination, the employer must pay the employee their outstanding wages no later than the next regular payday.

For salaried employees, the rate of pay is usually based on an annual salary, which is then divided by the number of pay periods in a year. Employers should be mindful of complying with both federal and state minimum wage laws and ensuring that salaried employees receive at least the minimum wage for each hour worked.

Ohio Payroll Laws (Closing Thoughts)

We hope this guide has provided you with some useful insights into Ohio payroll laws. By understanding the basics of minimum wage, hour laws, overtime pay, and other labor law requirements, employers can avoid potential legal issues and create a positive workplace culture for their employees.

Disclaimer: Not Legal Advice

This blog post provides a general overview of Ohio labor laws but does not constitute legal advice. Laws and regulations are subject to change, and there may be additional requirements or exemptions that apply to specific situations. Employers and employees should consult a qualified labor law attorney for advice on their specific circumstances.

If you have any questions about your rights or obligations as an employer or employee in Ohio, it is essential to consult with a labor law attorney to receive accurate information and guidance tailored to your situation. By seeking professional legal advice, you can ensure that you are taking the appropriate steps to comply with labor laws and protect your rights.

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