Intro to Ohio Labor Laws

Ohio has enacted the E-Verify Workforce Integrity Act, requiring nonresidential construction contractors, subcontractors, and labor brokers working in the state to verify the employment eligibility of new hires through the federal E-Verify program. The law applies broadly to commercial, industrial, and infrastructure projects, but excludes purely residential and agricultural work. Failure to comply may result in civil penalties, potential ineligibility to bid on or participate in future state contracts for up to two years, and the permanent revocation of a business license.

Employers should review onboarding and employment eligibility verification procedures, coordinate with subcontractors regarding compliance expectations, and consult immigration counsel as needed. Employers are responsible for determining whether they are subject to E-Verify requirements and for enrolling directly with the federal E-Verify program, as participation is managed outside of Justworks.

Starting September 29, 2025, Ohio employers with 100 or more employees will be required to provide at least 60 days’ advance notice before laying off 50 or more employees at a single site within a 30-day period. Notices must be sent to affected employees, the Ohio Department of Job and Family Services, and local city and county officials. The law also includes specific content requirements for these notices. Covered employers should review their current WARN policies with legal counsel to prepare for this change.

Ohio’s Pay Stub Protection Act, which takes effect on April 9, 2025, will require employers to provide employees with an earnings statement each pay period that lists details such as pay rates, wages, additions and deductions, hours worked, overtime hours, and other relevant information. Paystubs issued via Justworks are compliant with these requirements.

Columbus has expanded its employment laws to require all job postings to include a reasonable salary range. This is in addition to the existing ban on asking applicants about their salary history. Employers may still discuss salary expectations, but they cannot request or use past pay to set compensation, screen candidates, or retaliate against applicants who decline to disclose this information. Limited exceptions apply, such as internal transfers and positions governed by collective bargaining.

Employers are encouraged to update application forms and hiring procedures. It is also suggested to work towards standardizing salary bands for compliant pay ranges to be included in job postings.

Cleveland has adopted a new ordinance prohibiting employers from asking about a candidate’s salary history and requiring disclosure of pay ranges in job postings. The law applies to employers with 15 or more employees working in Cleveland and is intended to promote pay equity and transparency in hiring.

Employers should update hiring practices and ensure salary ranges are included in all job postings targeting Cleveland-based roles.

The Ohio Bureau of Workers’ Compensation (BWC) is moving to OHID, a secure login system that allows users to access many Ohio government services with just one username and password. 

Justworks PEO customers with active Ohio BWC accounts will need to create an OHID account(opens in a new tab), enable 2-Step Verification credentials, and transfer the association of existing BWC e-accounts to your OHID(opens in a new tab) by July 1, 2024. While these customers are required to take the above actions, this new login method will not disrupt Justworks' ability to manage the BWC policies for said customers with active PEO agreements and completed Forms AC-2.

If you need assistance setting up your OHID login, please reach out to the BWC Customer Contact Center(opens in a new tab).