{"id":6770,"date":"2012-04-26T19:17:00","date_gmt":"2012-04-27T00:17:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6770"},"modified":"2026-03-19T04:08:03","modified_gmt":"2026-03-19T09:08:03","slug":"ohio-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/ohio-employment-law\/","title":{"rendered":"Ohio employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">Ohio has laws that provide greater protections to employees than federal law, including antidiscrimination requirements and health care continuation coverage obligations for smaller employers and a higher minimum wage, but generally follows federal law with respect to topics such as overtime pay and occupational safety.<\/p>\n\n\n\n<p class=\"\">Select Ohio employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must <a href=\"\/us\/solutions\/hr-compliance\/\">comply<\/a> with both federal and state law.<\/p>\n\n\n\n<p class=\"\">An employer must also comply with applicable municipal law obligations affecting the employment relationship, in addition to complying with state and federal requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"EEO-Diversity-and-Employee-Relations\">EEO, diversity and employee relations<\/h2>\n\n\n\n<p class=\"\">Key Ohio requirements impacting EEO, diversity and employee relations are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Fair employment practices<\/h3>\n\n\n\n<p class=\"\">The Ohio Civil Rights Act prohibits employers with four or more employees from discriminating on the basis of protected characteristics, including:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race<\/li>\n\n\n\n<li class=\"\">Color<\/li>\n\n\n\n<li class=\"\">Religion<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy, childbirth and related medical conditions)<\/li>\n\n\n\n<li class=\"\">Military status<\/li>\n\n\n\n<li class=\"\">National origin<\/li>\n\n\n\n<li class=\"\">Disability<\/li>\n\n\n\n<li class=\"\">Age<\/li>\n\n\n\n<li class=\"\">Ancestry<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The law also prohibits employers from retaliating against any person because he or she:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Opposes any unlawful discriminatory practice<\/li>\n\n\n\n<li class=\"\">Makes a charge<\/li>\n\n\n\n<li class=\"\">Testifies, assists or participates in any manner in any investigation, proceeding or hearing<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Equal pay<\/h3>\n\n\n\n<p class=\"\">Under Ohio law, an employer is prohibited from discriminating in the payment of wages on the basis of:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race<\/li>\n\n\n\n<li class=\"\">Color<\/li>\n\n\n\n<li class=\"\">Religion<\/li>\n\n\n\n<li class=\"\">Sex<\/li>\n\n\n\n<li class=\"\">Age<\/li>\n\n\n\n<li class=\"\">National origin<\/li>\n\n\n\n<li class=\"\">Ancestry<\/li>\n<\/ul>\n\n\n\n<p class=\"\">However, payment at a different rate for equal work is allowed if based on a:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Seniority system<\/li>\n\n\n\n<li class=\"\">Merit system<\/li>\n\n\n\n<li class=\"\">System that measures earnings by the quantity or quality of production<\/li>\n\n\n\n<li class=\"\">Factor other than race, color, religion, sex, age, national origin or ancestry<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Whistleblower protections<\/h3>\n\n\n\n<p class=\"\">In Ohio, an employee is protected from adverse employment action for reporting an employer&#8217;s or co-worker&#8217;s violation of any local, state or federal statute, ordinance or regulation that the employee reasonably believes is a criminal offense that:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Is likely to cause an imminent risk of physical harm to persons;<\/li>\n\n\n\n<li class=\"\">Is a hazard to public health or safety;<\/li>\n\n\n\n<li class=\"\">Is a felony; or<\/li>\n\n\n\n<li class=\"\">Is an improper solicitation for a contribution.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The employee must notify the employer of the violation and provide a detailed written report.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Recruiting-and-Hiring\">Recruiting and hiring<\/h2>\n\n\n\n<p class=\"\">Ohio employers may be required to comply with requirements related to recruiting and hiring.&nbsp;<\/p>\n\n\n\n<p class=\"\">Credit checks&nbsp;<\/p>\n\n\n\n<p class=\"\">Ohio&nbsp;does not have requirements for private employers related to credit checks.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"span-xmllangenusdatacontrastautoban-the-box-and-fa\">Ban the box and fair chance&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio&nbsp;does not have a state ban-the-box or fair chance law applicable to private employers.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"everify\">E-Verify<\/h3>\n\n\n\n<p class=\"\">The E-Verify Workforce Integrity Act requires nonresidential construction contractors, subcontractors and labor brokers to verify the employment eligibility of each employee hired to perform work on a nonresidential construction project through the E-Verify program.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Wage-and-Hour\">Wage and hour<\/h2>\n\n\n\n<p class=\"\">Key Ohio requirements impacting wages and hours are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"Minimum-Wage\">Minimum wage<\/h3>\n\n\n\n<p class=\"\">Employers with annual gross receipts of $405,000 or more must pay their nonexempt employees a minimum wage of $11.00 per hour. The federal minimum wage applies to employers with annual gross receipts of less than $405,000. Exceptions apply for tipped employees and employees under age 16.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Overtime<\/h3>\n\n\n\n<p class=\"\">Ohio law requires employers to pay employees overtime at a rate of one and one-half times the employee&#8217;s wage rate for hours worked in excess of 40 hours in one week in the manner provided for and subject to the exemptions of the federal Fair Labor Standards Act. Ohio&#8217;s overtime law specifically exempts employers with gross receipts of less than $150,000 per year.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Child labor<\/h3>\n\n\n\n<p class=\"\">Child labor laws in Ohio restrict the occupations in which minors may be employed and the number of hours and times during which they may work.<\/p>\n\n\n\n<p class=\"\">All minors are prohibited from working in occupations found to be hazardous or detrimental to the well-being of minors. Minors who are 14 and 15 years old are prohibited from working in additional occupations.<\/p>\n\n\n\n<p class=\"\">With some exceptions, minors who are 14 or 15 years of age may not work:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">During school hours<\/li>\n\n\n\n<li class=\"\">Before 7 a.m.<\/li>\n\n\n\n<li class=\"\">After 7 p.m. when school is in session (9 p.m. from June 1 to September 1 or during school holidays)<\/li>\n\n\n\n<li class=\"\">More than three hours in any school day<\/li>\n\n\n\n<li class=\"\">More than eight hours in a nonschool day<\/li>\n\n\n\n<li class=\"\">More than 18 hours in any week while school is in session<\/li>\n\n\n\n<li class=\"\">More than 40 hours in any week while school is not in session<\/li>\n<\/ul>\n\n\n\n<p class=\"\">When school is in session, minors who are 16 or 17 years old and who are required to attend school under Ohio law may not be employed:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Before 7:00 a.m. (6 a.m. if the minor was not employed after 8:00 p.m. the night before)<\/li>\n\n\n\n<li class=\"\">After 11:00 p.m. on any night preceding a school day<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Additionally, minors must be provided with a 30-minute break when working more than five consecutive hours. Employers need not compensate minors for this time, but must keep records of this time.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Pay-and-Benefits\">Pay and benefits<\/h2>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to make smarter, more-informed decisions?<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/us\/products\/hr-compliance-center\/\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<p class=\"\">Key Ohio requirements impacting pay and benefits are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Payment of wages<\/h3>\n\n\n\n<p class=\"\">Ohio employers may pay employees in cash or with checks drawn on banks convertible into cash on demand at full face value.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Pay frequency<\/h3>\n\n\n\n<p class=\"\">Employees in Ohio must be paid at least semimonthly. Longer periods, such as monthly, are permitted under certain circumstances.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Wage deductions<\/h3>\n\n\n\n<p class=\"\">An employer may make deductions from employees&#8217; wages under limited circumstances, including:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">For federal, state or local taxes<\/li>\n\n\n\n<li class=\"\">According to a court order<\/li>\n\n\n\n<li class=\"\">According to a written agreement to provide the employee with certain benefits<\/li>\n\n\n\n<li class=\"\">With the employee&#8217;s written authorization<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Other deductions require approval from the state.<\/p>\n\n\n\n<p class=\"\">Authorized employee deductions include, but are not limited to, the following:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Purchases of US savings bonds, corporate stocks or bonds<\/li>\n\n\n\n<li class=\"\">Contributions to charity<\/li>\n\n\n\n<li class=\"\">Savings programs (credit union or other regular savings programs)<\/li>\n\n\n\n<li class=\"\">Loan or other obligation repayment<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer may not deduct or retain the employee&#8217;s wages, or a part of wages, for wares, tools or machinery that are destroyed or damaged.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Pay statements<\/h4>\n\n\n\n<p class=\"\">Ohio employers are required to provide employees, for each pay period, with: <\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Written or electronic pay statements, or <\/li>\n\n\n\n<li class=\"\">At least provide access to them, on the employer&#8217;s regular paydays. <\/li>\n<\/ul>\n\n\n\n<p class=\"\">The law specifies a detailed list of information that pay statements must include for all employees, plus additional information required for hourly employees.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Health care continuation<\/h3>\n\n\n\n<p class=\"\">Eligible employees and their covered dependents who lose group health care coverage due to the employee&#8217;s involuntary termination (other than for gross misconduct) are entitled to elect continuation coverage for up to 12 months.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Time-Off-and-Leaves-of-Absence\">Time off and leaves of absence<\/h2>\n\n\n\n<p class=\"\">Ohio has several laws relating to required time off and leaves of absence for employees. These laws include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Family military leave (covering employers with 50 or more employees)<\/li>\n\n\n\n<li class=\"\">Emergency responder leave<\/li>\n\n\n\n<li class=\"\">Voting\/election official leave<\/li>\n\n\n\n<li class=\"\">Jury duty leave<\/li>\n\n\n\n<li class=\"\">Witness leave<\/li>\n\n\n\n<li class=\"\">Crime victim leave<\/li>\n\n\n\n<li class=\"\">Military leave<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Health-and-Safety\">Health and safety<\/h2>\n\n\n\n<p class=\"\">Key Ohio requirements impacting health and safety are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Smoke-free workplace<\/h3>\n\n\n\n<p class=\"\">The Smoke Free Workplace Act forbids smoking in all workplaces and requires employers to post &#8220;No Smoking&#8221; signs at all entrances.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Weapons in the workplace<\/h3>\n\n\n\n<p class=\"\">An employer is permitted to ban guns and weapons in the workplace. However, an employer may not prohibit an employee from carrying or storing firearms in the trunk, glove compartment or other enclosed container within his or her private, locked vehicle.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Safe driving practices<\/h3>\n\n\n\n<p class=\"\">Ohio prohibits driving a vehicle while writing, sending or reading a text-based communication on a handheld electronic wireless communications device.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Organizational-Exit\">Organizational exit<\/h2>\n\n\n\n<p class=\"\">Key Ohio requirements impacting organizational exit are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Final pay<\/h3>\n\n\n\n<p class=\"\">Employees who voluntarily or involuntarily leave employment must be paid final wages by the next regular payday.<\/p>\n\n\n\n<p class=\"\">An employer must honor company policy that requires the value of accrued vacation time to be paid to a terminating employee.<\/p>\n\n\n\n<p class=\"\">An employer must pay all wages due to a deceased employee at any time after the employee&#8217;s death provided no letters testamentary or letters of administration have been issued against the estate. Payment made be made to the employee&#8217;s relatives in a certain order, beginning with his or her spouse.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Mass layoff notifications<\/h3>\n\n\n\n<p class=\"\">The Ohio WARN Act requires covered employers to provide 60 days&#8217; written notice of a plant closing or mass layoff. Many of the law&#8217;s requirements mirror the federal Worker Adjustment and Retraining Notification Act (WARN Act), but employers should be aware that the state law differs in some areas, such as requiring additional information that must be included in the notification.<\/p>\n\n\n\n<p class=\"\">Under the state&#8217;s unemployment compensation law, an Ohio employer that lays off 50 or more employees in any seven-day period due to lack of work must notify the state at least three working days before the first day of the layoff.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#EEO-Diversity-and-Employee-Relations\">EEO, diversity and employee relations<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Recruiting-and-Hiring\">Recruiting and hiring<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Wage-and-Hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Pay-and-Benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Time-Off-and-Leaves-of-Absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Health-and-Safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Organizational-Exit\">Organizational exit<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get the full picture. Access premium content today.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide with a FREE trial of the HR &amp; Compliance Center.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?intcmp=hrcc-resources|premium-resources|button|hrcenterus-freetrial|start-your-free-trial\" style=\"border-radius:25px\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-d02cf4d943bfb621547e51767185fdae wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/racially-discriminatory-dei\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/03\/29041440\/Learning-strategy-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/racially-discriminatory-dei\/\">Federal contractors must agree not to engage in \u201cracially discriminatory\u201d DEI<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">A new executive order requires federal contractors to certify they do not engage in racially discriminatory DEI practices, &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/dei-compliance-2026\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/01\/17160142\/Feature-Brightmine-Diverse-employees-having-a-discussion-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/dei-compliance-2026\/\">DEI compliance in 2026: What to start, continue, stop\u00a0<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Recent EEOC enforcement has put employee development programs\u2014mentoring, leadership pipelines, internships, ERGs, and training\u2014under sharper scrutiny. In this &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/washington-state-bans-all-noncompetes-voids-existing-agreements\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/02\/26031954\/Contract-signing-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/washington-state-bans-all-noncompetes-voids-existing-agreements\/\">Washington State bans all noncompetes, voids existing agreements<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Washington has enacted a near\u2011total ban on employee noncompete agreements. Under amendments taking effect June 30, 2027, all &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-052304f72847d668e66922a9ed6eab25 is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\" data-type=\"page\" data-id=\"8003\">The Brightmine Editorial Team<\/a><\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Center and stay up to date, compliant and save valuable time.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcenterus-freetrial|take-a-free-trial\" style=\"border-radius:26px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>This Ohio employment law overview reviews requirements employers should know if they have employees working in the state.<\/p>\n","protected":false},"author":24,"featured_media":6836,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-updateable-resources","categories":[13],"tags":[],"topic":[25,77],"class_list":["post-6770","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-hr-compliance","topic-state-compliance"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - 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