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Ohio Employment Law: Complete Guide to Worker Rights (2025)

Ohio provides moderate worker protections that include both state-specific laws and federal protections. As the 7th most populous state with 11.8 million residents, Ohio balances employer interests with worker rights through state anti-discrimination law, wage protections, and specific employment regulations.

Whether you work in Cleveland, Columbus, Cincinnati, or Ohio’s smaller communities, understanding your employment rights under both state and federal law helps you recognize when violations occur and take appropriate action.

Ohio Employment Law Overview

What Makes Ohio Different

Ohio offers stronger protections than employer-friendly states like Georgia, Texas, and Florida, but less comprehensive coverage than California, New York, or Illinois:

Ohio provides:

  • ✅ Ohio Civil Rights Act – State anti-discrimination law covering 4+ employees
  • ✅ State minimum wage above federal ($10.45/hour as of 2025)
  • ✅ Whistleblower protection – Ohio Revised Code § 4113.52
  • ✅ Pregnancy disability leave – Reasonable accommodation requirement
  • ✅ Military leave protections – Beyond federal USERRA
  • ✅ Jury duty protection
  • ✅ Public policy exception to at-will employment (moderate)

Ohio does NOT have:

  • ❌ State paid family leave (no equivalent to California PFL or Colorado FAMLI)
  • ❌ State paid sick leave mandate (though some cities have local ordinances)
  • ❌ Meal or rest break requirements (for adults)
  • ❌ Ban on salary history questions
  • ❌ “Ban the box” hiring restrictions (no statewide law)
  • ❌ Robust public policy exception (narrower than California)

At-Will Employment in Ohio

Ohio is an at-will employment state, meaning:

  • Employers can fire you for any lawful reason or no reason
  • You can quit at any time without notice
  • No advance notice required for termination (unless contract specifies)

Exceptions to at-will:

  • Illegal discrimination (Ohio Civil Rights Act, federal law)
  • Retaliation for protected activities
  • Public policy violations (moderate scope)
  • Breach of employment contract
  • Specific statutory protections (whistleblowing, jury duty, military service)

Ohio’s public policy exception: Ohio recognizes public policy wrongful termination claims more readily than Georgia or Texas, but less broadly than California or Illinois.

Key Ohio Employment Topics

Wrongful Termination in Ohio

Ohio recognizes wrongful termination when firing violates specific laws or public policy:

Primary protections:

  • Ohio Civil Rights Act violations (discrimination at employers with 4+ employees)
  • Retaliation for protected activities (filing discrimination claims, whistleblowing, workers’ comp)
  • Public policy violations (refusing illegal acts, exercising statutory rights)
  • Breach of contract (if you have written employment agreement)

Public policy protection: Ohio recognizes termination as wrongful if it violates “clear public policy”—broader than Georgia but narrower than California.

Learn more: Ohio Wrongful Termination Laws

Workplace Discrimination in Ohio

The Ohio Civil Rights Act (OCRA) provides state anti-discrimination protections:

Protected characteristics:

  • Race, color, religion, sex (including pregnancy)
  • National origin, ancestry
  • Age (40+)
  • Disability (physical and mental)
  • Military status

Key advantage over some states: OCRA applies to employers with 4 or more employees (compared to Georgia/Texas with no state law, though less broad than Illinois’ 1+ employee coverage).

Filing agency: Ohio Civil Rights Commission (OCRC)

Also protected by federal law: Title VII, ADA, ADEA (15-20+ employee thresholds)

Learn more: Ohio Workplace Discrimination Laws

Ohio Wage and Hour Laws

Ohio provides several wage protections:

Minimum Wage

2025 Ohio minimum wage: $10.45/hour (adjusted annually for inflation)

Applies to: Employers with annual gross receipts over $385,000

Small employer rate: $7.25/hour (federal minimum) for employers under $385,000 annual receipts

Tipped workers: $5.23/hour cash wage (if tips bring total to $10.45); otherwise full minimum wage

Annual adjustment: Ohio minimum wage increases each January based on CPI

Overtime

Ohio overtime law: Generally follows federal FLSA

  • 1.5× regular rate for hours over 40 per week
  • Ohio Revised Code § 4111.03

Meal and Rest Breaks

Ohio does not require meal or rest breaks for employees 18+

Minors under 18: Must receive 30-minute meal break after 5 consecutive hours of work

If employer provides breaks: Breaks under 20 minutes must be paid

Learn more: Ohio Minimum Wage Laws

Sexual Harassment Laws

Ohio prohibits sexual harassment under state and federal law:

Ohio Civil Rights Act prohibits:

  • Quid pro quo harassment (job benefits conditioned on sexual favors)
  • Hostile work environment
  • Applies to employers with 4+ employees

Federal Title VII: Also prohibits sexual harassment (15+ employees)

Filing: Ohio Civil Rights Commission (OCRC) or EEOC

Learn more: Ohio Sexual Harassment Laws

Family and Medical Leave

Ohio has limited state leave protections, relying primarily on federal FMLA:

Federal FMLA

  • Applies to employers with 50+ employees at worksite
  • Up to 12 weeks unpaid leave for qualifying medical and family reasons
  • Must have worked 12 months and 1,250 hours to qualify

Ohio Pregnancy Disability Leave

  • Reasonable accommodation required for pregnancy-related disabilities
  • Applies to employers with 4+ employees (under OCRA)
  • More protective than federal law in some respects

Military Leave

  • Ohio provides military leave beyond federal USERRA
  • Job protection and benefits continuation

What Ohio lacks: No state paid family leave program (unlike California, New York, Colorado, Oregon)

Learn more: Ohio Leave Laws

Workplace Retaliation

Ohio protects employees from retaliation:

Ohio Whistleblower Law (ORC § 4113.52):

  • Protects employees who report employer violations of law to supervisor or public body
  • Cannot be fired for reporting violations or refusing to violate law

Ohio Civil Rights Act retaliation:

  • Protects employees who file discrimination complaints or participate in investigations

Federal retaliation protections:

  • Title VII, FMLA, FLSA, OSHA, NLRA

Workers’ compensation retaliation: Ohio statutory protection

Learn more: Ohio Workplace Retaliation Laws

Employment Contracts

Ohio recognizes employment contracts but presumes at-will employment:

Common agreements:

  • Non-compete agreements – Enforceable if reasonable (scope, duration, geography)
  • Non-disclosure agreements (NDAs) – Generally enforceable
  • Severance agreements – Can waive claims with proper consideration
  • Arbitration agreements – Generally enforceable

Ohio enforces non-competes: Must protect legitimate business interest and be reasonable

Learn more: Ohio Employment Contracts

Filing Complaints and Claims in Ohio

Ohio Civil Rights Commission (OCRC)

For discrimination and harassment claims:

  • File within: 6 months (180 days) of discriminatory act for OCRC
  • Phone: 614-466-2785 (Columbus), 216-787-3150 (Cleveland), 513-852-3344 (Cincinnati)
  • Website: crc.ohio.gov

Process:

  1. File charge with OCRC (or EEOC—work-sharing agreement)
  2. OCRC investigates
  3. If no resolution, request right-to-sue letter
  4. File lawsuit in Ohio state court within 2 years

Can dual-file: OCRC and EEOC charges simultaneously

Ohio Department of Commerce – Wage and Hour Bureau

For wage and hour violations:

Handles:

  • Unpaid minimum wage
  • Unpaid overtime
  • Final paycheck issues

EEOC (Federal Discrimination Claims)

Cleveland EEOC Office:

  • Address: 1240 East 9th Street, Suite 3001, Cleveland, OH 44199
  • Phone: 1-800-669-4000 or 216-522-2001

Cincinnati Area Office:

  • Phone: 1-800-669-4000 or 859-578-4680 (Covington, KY office serves Cincinnati)

File within: 300 days of discrimination for work-sharing states like Ohio

U.S. Department of Labor (Federal Wage/Leave Claims)

For FMLA violations and federal wage issues:

  • Phone: 1-866-487-9243
  • Cleveland: 216-615-4545
  • Columbus: 614-469-5677

Statute of Limitations in Ohio

Act quickly – strict deadlines apply:

Claim Type Deadline Notes
OCRC discrimination charge 180 days (6 months) From discriminatory act
EEOC charge 300 days Ohio is deferral state
OCRC lawsuit 2 years After right-to-sue letter
Wage claims 2 years For most wage violations
Breach of written contract 8 years From breach date
Breach of oral contract 6 years From breach date
Wrongful termination 2 years Personal injury statute
FMLA violations 2-3 years 3 years if willful

Missing these deadlines usually destroys your claim.

Common Employment Law Questions in Ohio

Can I be fired for no reason in Ohio?

Yes. Ohio is at-will, so employers can fire you without reason as long as the real reason isn’t illegal (discrimination, retaliation, public policy violation, etc.).

Does Ohio require severance pay?

No. Ohio doesn’t require severance unless:

  • You have a written contract requiring it
  • Company policy promises it
  • Part of negotiated settlement

Are non-compete agreements enforceable in Ohio?

Yes, if reasonable. Ohio courts enforce non-competes that:

  • Protect legitimate business interest
  • Are reasonable in scope, duration, and geography
  • Provide adequate consideration
  • Don’t impose undue hardship on employee

Example: 1-2 year non-compete within 50-mile radius to protect customer relationships is often enforceable. 5-year statewide ban is likely unenforceable.

When must I receive my final paycheck in Ohio?

Ohio law doesn’t specify final paycheck timing. Best practice:

  • If fired: Next regular payday
  • If you quit: Next regular payday

Some employers pay immediately, but not legally required.

Can my employer deny me breaks?

Yes (for adults). Ohio doesn’t require meal or rest breaks for employees 18+.

Exception: Minors under 18 must receive 30-minute meal break after 5 hours.

Am I entitled to paid sick leave in Ohio?

No statewide requirement. However:

  • Some Ohio cities have local paid sick leave ordinances (check your city)
  • Employer policy may provide sick leave
  • Federal emergency sick leave (during COVID) was temporary and has expired

Does Ohio’s discrimination law cover small employers?

Partially. Ohio Civil Rights Act covers employers with 4+ employees. This is better than:

  • Georgia/Texas (no state law at all)
  • Federal law (15+ for Title VII/ADA, 20+ for ADEA)

But worse than:

  • Illinois (1+ employees under IHRA)
  • California (5+ employees under FEHA)

Gap: If your employer has fewer than 4 employees, you have no state discrimination protection (would need federal law if employer has 15+).

Resources for Ohio Workers

State Agencies

Ohio Civil Rights Commission (OCRC):

  • Discrimination and harassment
  • Website: crc.ohio.gov
  • Columbus: 614-466-2785
  • Cleveland: 216-787-3150
  • Cincinnati: 513-852-3344

Ohio Department of Commerce – Wage and Hour Bureau:

  • Wage and hour violations
  • Phone: 614-644-2239
  • Website: com.ohio.gov

Ohio Bureau of Workers’ Compensation:

  • Workers’ comp claims and retaliation
  • Phone: 1-800-644-6292
  • Website: bwc.ohio.gov

Federal Agencies

EEOC – Cleveland District Office:

  • Address: 1240 East 9th Street, Suite 3001, Cleveland, OH 44199
  • Phone: 1-800-669-4000 or 216-522-2001
  • Website: eeoc.gov

U.S. Department of Labor – Cleveland/Columbus Offices:

Free Legal Assistance

Legal Aid Society of Columbus:

Legal Aid Society of Cleveland:

Ohio State Legal Services Association:

  • Phone: 614-241-2001
  • Website: oslsa.org
  • Referrals to legal aid programs statewide

Ohio State Bar Association Lawyer Referral Service:

  • Phone: 1-800-282-6556
  • Website: ohiobar.org
  • Find an employment attorney

Explore Ohio Employment Law Topics

By Topic

By Worker Type

  • Small employer workers (4-14 employees—state protection, limited federal)
  • Tipped workers ($5.23/hour cash wage + tips to reach $10.45)
  • Government employees (additional civil service protections)
  • Union workers (collective bargaining agreement protections)

By Situation

  • Fired without reason
  • Discriminated against
  • Sexually harassed
  • Unpaid wages or overtime
  • Denied FMLA leave
  • Retaliated against for whistleblowing

Comparison: Ohio vs. Other States

Ohio vs. Worker-Friendly States

California advantages (Ohio lacks):

  • Broader discrimination coverage (5+ employees vs Ohio’s 4+)
  • Higher minimum wage ($16 vs Ohio’s $10.45)
  • Mandatory meal and rest breaks
  • Ban on tip credits (tipped workers get full minimum)
  • Paid family leave program
  • No damage caps on state discrimination claims

Illinois advantages (Ohio lacks):

  • Broader discrimination coverage (1+ employees vs Ohio’s 4+)
  • Higher minimum wage ($15 vs Ohio’s $10.45)
  • Ban on tip credits
  • VESSA leave for domestic violence victims
  • No damage caps under IHRA

Ohio vs. Employer-Friendly States

Ohio advantages over Georgia/Texas:

  • ✅ State anti-discrimination law (4+ employees) vs none
  • ✅ State minimum wage above federal ($10.45 vs $7.25)
  • ✅ Whistleblower protection statute
  • ✅ Pregnancy accommodation requirement

Verdict: Ohio provides moderate protections—stronger than Georgia/Texas/Florida, weaker than California/Illinois/New York.

Get Help with Your Ohio Employment Law Issue

Have questions about your rights under Ohio employment law? Unsure if your employer violated state or federal protections? Get a free consultation from an employment law expert who understands Ohio-specific worker protections.

Ohio provides moderate worker protections through the Ohio Civil Rights Act (4+ employees), state minimum wage ($10.45), and whistleblower law. Understanding which laws apply to your situation and filing deadlines (180 days for OCRC discrimination charges) is the first step toward protecting your rights.

Disclaimer: The information provided on this page is for general informational purposes only and does not constitute legal advice. Ohio employment laws change frequently, and this guide may not reflect the most current legal developments. For advice specific to your situation, please consult with a licensed employment attorney in Ohio. Employment Law Aid is not a law firm and does not provide legal representation.