Intro to Ohio Labor Laws

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, enable 2-Step Verification credentials, and transfer the association of existing BWC e-accounts to your OHID 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.

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.

Effective December 7, 2023, the state of Ohio legalized recreational marijuana use for residents aged 21 and older. Although the law permits recreational use, Ohio employers are not required to accommodate an employee’s use, possession, or distribution of marijuana while at work. Additionally, employers are entitled to take adverse action against an employee for marijuana use, possession, or distribution as well as enforce drug testing, zero-tolerance, and drug-free workplace policies. 

Employers should carefully review drug policies to ensure compliance with Ohio and federal law and ensure their policies are clearly communicated to employees and consistently enforced.