{"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":"2026-07-27T04:00:36","modified_gmt":"2026-07-27T09:00:36","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.&nbsp;<\/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 comply with federal, state, and local law. Where there is overlap, complying with the law that offers the greatest rights or benefits to the employee will generally apply.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"equal-employment-opportunity\">Equal Employment Opportunity (EEO) and worker protections&nbsp;<\/h2>\n\n\n\n<p class=\"\">Ohio employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO<\/a> and worker protections. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices\" style=\"font-style:normal;font-weight:500\">Fair employment practices&nbsp;<\/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:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race;&nbsp;<\/li>\n\n\n\n<li class=\"\">Color;&nbsp;<\/li>\n\n\n\n<li class=\"\">Religion;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy, childbirth and related medical conditions);&nbsp;<\/li>\n\n\n\n<li class=\"\">Military status;&nbsp;<\/li>\n\n\n\n<li class=\"\">National origin;&nbsp;<\/li>\n\n\n\n<li class=\"\">Disability;&nbsp;<\/li>\n\n\n\n<li class=\"\">Age; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Ancestry.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The law also prohibits employers from retaliating against any person because he or she:&nbsp;<\/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;&nbsp;<\/li>\n\n\n\n<li class=\"\">Makes a charge; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Testifies, assists or participates in any manner in any investigation, proceeding or hearing.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay\" style=\"font-style:normal;font-weight:500\">Equal pay&nbsp;<\/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:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race;&nbsp;<\/li>\n\n\n\n<li class=\"\">Color;&nbsp;<\/li>\n\n\n\n<li class=\"\">Religion;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sex;&nbsp;<\/li>\n\n\n\n<li class=\"\">Age;&nbsp;<\/li>\n\n\n\n<li class=\"\">National origin; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Ancestry.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">However, payment at a different rate for equal work is allowed if based on a:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Seniority system;&nbsp;<\/li>\n\n\n\n<li class=\"\">Merit system;&nbsp;<\/li>\n\n\n\n<li class=\"\">System that measures earnings by the quantity or quality of production; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Factor other than race, color, religion, sex, age, national origin or ancestry.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-transparency\" style=\"font-style:normal;font-weight:500\">Pay transparency&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have a state <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/u-s-pay-transparency-laws-by-state-and-locality\/\">pay transparency law<\/a> applicable to private employers. &nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry-restrictions\" style=\"font-style:normal;font-weight:500\">Salary history inquiry restrictions&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not restrict an employer from inquiring into or relying upon an applicant&#8217;s salary history. &nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"employee-wage-disclosure-rights\" style=\"font-style:normal;font-weight:500\">Employee wage disclosure rights&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have a wage disclosure law applicable to private employers. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation\" style=\"font-style:normal;font-weight:500\">Pregnancy accommodation&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have requirements for private employers related to pregnancy accommodation.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks\" style=\"font-style:normal;font-weight:500\">Breastfeeding breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have requirements for private employers related to breastfeeding breaks.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"access-to-personnel-files\" style=\"font-style:normal;font-weight:500\">Access to personnel files&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio law does not require private employers to provide employees with access to their personnel files.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"whistleblower-protections\" style=\"font-style:normal;font-weight:500\">Whistleblower protections&nbsp;<\/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:&nbsp;<\/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;&nbsp;<\/li>\n\n\n\n<li class=\"\">Is a hazard to public health or safety;&nbsp;<\/li>\n\n\n\n<li class=\"\">Is a felony; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Is an improper solicitation for a contribution.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The employee must notify the employer of the violation and provide a detailed written report.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"scheduling\" style=\"font-style:normal;font-weight:500\">Scheduling&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/scheduling-laws-by-state-and-municipality\/\">scheduling law<\/a> applicable to private employers.&nbsp;<\/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 <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/new-hire-paperwork-ohio\/\">recruiting and hiring<\/a>.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"span-xmllangenusdatacontrastautocredit-checksspans\" style=\"font-style:normal;font-weight:500\">Credit checks&nbsp;<\/h3>\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\" style=\"font-style:normal;font-weight:500\">Ban the Box and Fair Chance&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio&nbsp;does not have a state <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/ban-the-box-laws-by-state\/\">ban-the-box<\/a> or fair chance law applicable to private employers.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"everify\" style=\"font-style:normal;font-weight:500\">E-Verify<\/h3>\n\n\n\n<p class=\"\">The <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/immigration-form-i9-work-visas-federal\/\">E-Verify Workforce Integrity Act<\/a> requires nonresidential <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-agreements\/ohio-independent-contractor-laws\/\">construction contractors, subcontractors and labor brokers<\/a> 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&nbsp;<\/h2>\n\n\n\n<p class=\"\">Ohio employers may be required to comply with certain wage and hour requirements. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage\" style=\"font-style:normal;font-weight:500\">Minimum wage&nbsp;<\/h3>\n\n\n\n<p class=\"\">Employers with annual gross receipts of $405,000 or more must pay their nonexempt employees a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/minimum-wage\/minimum-wage-rates-by-state-and-municipality\/\">minimum wage<\/a> 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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime\" style=\"font-style:normal;font-weight:500\">Overtime&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio law requires employers to pay employees <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/overtime\/overtime-variations-by-state\/\">overtime<\/a> 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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"meal-and-rest-breaks\" style=\"font-style:normal;font-weight:500\">Meal and rest breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minors must be provided with a 30-minute <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/meal-and-rest-break-requirements-by-state\/\">break<\/a> when working more than five consecutive hours. Employers need not compensate minors for this time, but must keep records of this time.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor\" style=\"font-style:normal;font-weight:500\">Child labor&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/child-labor-working-hour-restrictions-by-state\/\">Child labor laws<\/a> in Ohio restrict the occupations in which minors may be employed and the number of hours and times during which they may work.&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<p class=\"\">With some exceptions, minors who are 14 or 15 years of age may not work:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">During school hours;&nbsp;<\/li>\n\n\n\n<li class=\"\">Before 7 a.m.;&nbsp;<\/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);&nbsp;<\/li>\n\n\n\n<li class=\"\">More than three hours in any school day;&nbsp;<\/li>\n\n\n\n<li class=\"\">More than eight hours in a nonschool day;&nbsp;<\/li>\n\n\n\n<li class=\"\">More than 18 hours in any week while school is in session; and&nbsp;<\/li>\n\n\n\n<li class=\"\">More than 40 hours in any week while school is not in session.&nbsp;<\/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:&nbsp;<\/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); and&nbsp;<\/li>\n\n\n\n<li class=\"\">After 11:00 p.m. on any night preceding a school day.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Pay-and-Benefits\">Pay and benefits&nbsp;<\/h2>\n\n\n\n<p class=\"\">Ohio employers may be required to follow certain requirements with respect to employee pay and benefits. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-payment-methods\" style=\"font-style:normal;font-weight:500\">Wage payment methods&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-and-lag-time\" style=\"font-style:normal;font-weight:500\">Pay frequency and lag time&nbsp;<\/h3>\n\n\n\n<p class=\"\">Employees in Ohio must be <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-frequency-and-lag-time-requirements-by-state\/\">paid at least semimonthly<\/a>. Longer periods, such as monthly, are permitted under certain circumstances.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-deductions\" style=\"font-style:normal;font-weight:500\">Pay deductions&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer may make <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/deductions\/pay-deduction-laws-by-state\/\">deductions from employees&#8217; wages<\/a> under limited circumstances, including:&nbsp;<\/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 <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/employee-taxes\/ohio-withholding-taxes\/\">taxes<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">According to a court order;&nbsp;<\/li>\n\n\n\n<li class=\"\">According to a written agreement to provide the employee with certain benefits; and&nbsp;<\/li>\n\n\n\n<li class=\"\">With the employee&#8217;s written authorization.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Other deductions require approval from the state.&nbsp;<\/p>\n\n\n\n<p class=\"\">Authorized employee deductions include, but are not limited to, the following:&nbsp;<\/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;&nbsp;<\/li>\n\n\n\n<li class=\"\">Contributions to charity;&nbsp;<\/li>\n\n\n\n<li class=\"\">Savings programs (credit union or other regular savings programs); or&nbsp;<\/li>\n\n\n\n<li class=\"\">Loan or other obligation repayment.&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements\" style=\"font-style:normal;font-weight:500\">Pay statements&nbsp;<\/h3>\n\n\n\n<p class=\"\">For each pay period and on regular paydays, Ohio employers must provide employees with written <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-statement-rate-notification-requirements-by-state\/\">pay statements<\/a> or at least access to them (e.g., the law permits them to be provided electronically). The pay statements must include the:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Employer&#8217;s name;&nbsp;<\/li>\n\n\n\n<li class=\"\">Employee&#8217;s name and address;&nbsp;<\/li>\n\n\n\n<li class=\"\">Total gross wages earned by the employee during the pay period;&nbsp;<\/li>\n\n\n\n<li class=\"\">Total net wages paid to the employee for the pay period;&nbsp;<\/li>\n\n\n\n<li class=\"\">A list of the amount and purpose of each addition to or deduction from the employee&#8217;s wages paid for the pay period; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Date the employee was paid and the pay period covered by that payment.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Additional requirements exist for hourly employees.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-theft\" style=\"font-style:normal;font-weight:500\">Wage theft&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have a state wage theft law applicable to private employers. &nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"health-care-continuation\" style=\"font-style:normal;font-weight:500\">Health care continuation&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"temporary-disability-insurance\" style=\"font-style:normal;font-weight:500\">Temporary disability insurance&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have requirements for private employers related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/temporary-disability-insurance-requirements-by-state\/\">temporary disability insurance<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Time-Off-and-Leaves-of-Absence\">Time off and leaves of absence&nbsp;<\/h2>\n\n\n\n<p class=\"\">Ohio employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/leave-laws-by-state-chart\/#ohio-leave-laws\">time off and leaves of absence<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"family-and-medical-leave\" style=\"font-style:normal;font-weight:500\">Family and medical leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/fmla-ohio\/\">state family and medical leave law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"paid-sick-leave\" style=\"font-style:normal;font-weight:500\">Paid sick leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have a state <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/paid-sick-leave-by-state\/\">paid sick leave law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"other-time-off-requirements\" style=\"font-style:normal;font-weight:500\">Other time off requirements&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio has laws related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/hr-guide-to-ohio-leave-laws\/\">time off and leaves of absence<\/a>, including but not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Family military leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Emergency responder leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/voting-leave-laws-by-state\/\">Voting\/election official leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/jury-duty-leave-laws-by-state-and-municipality\/\">Jury duty leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Witness leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Crime victim leave; and&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/military-leave-reminders\/\">Military leave<\/a>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Health-and-Safety\">Health and safety&nbsp;<\/h2>\n\n\n\n<p class=\"\">Ohio employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-safety\/hr-workplace-safety-ohio\/\">employee health and safety<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"occupational-safety-and-health\" style=\"font-style:normal;font-weight:500\">Occupational safety and health&nbsp;<\/h3>\n\n\n\n<p class=\"\">Private sector employers in Ohio fall under the jurisdiction of federal OSHA for compliance and enforcement and must follow the appropriate Code of Federal Regulations that applies to their industry and work practices.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"drug-and-alcohol-testing\" style=\"font-style:normal;font-weight:500\">Drug and alcohol testing&nbsp;<\/h3>\n\n\n\n<p class=\"\">Ohio does not have a law that specifically governs <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/drug-testing-laws-by-state\/\">workplace drug and alcohol testing<\/a> by private sector employers. Therefore, employers are free to establish their own drug and alcohol testing policies as long as the testing program and subsequent actions based on test results comply with the ADA, the Ohio Civil Rights Act, collective bargaining agreements and other laws that protect workers from discrimination or violations of privacy.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smokefree-workplace\" style=\"font-style:normal;font-weight:500\">Smoke-free workplace&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace\" style=\"font-style:normal;font-weight:500\">Weapons in the workplace&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer is permitted to ban <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-safety\/weapons-in-workplace-handbook-statement-ohio\/\">guns and weapons in the workplace<\/a>. 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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices\" style=\"font-style:normal;font-weight:500\">Safe driving practices&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Organizational-Exit\">Organizational exit&nbsp;<\/h2>\n\n\n\n<p class=\"\">Ohio employers may be required to follow certain requirements when <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/disciplinary\/documentation-for-separation-of-employment-by-state\/\">employees exit the organization<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"final-pay\" style=\"font-style:normal;font-weight:500\">Final pay&nbsp;<\/h3>\n\n\n\n<p class=\"\">Employees who voluntarily or involuntarily leave employment must be paid <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-by-state\/\">final wages<\/a> by the next regular payday.&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer must pay all wages due to a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/deceased-employee-wages-by-state\/\">deceased employee<\/a> 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.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mass-layoffs\" style=\"font-style:normal;font-weight:500\">Mass layoffs&nbsp;<\/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.&nbsp;<\/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.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ai-in-employment\">AI in employment&nbsp;<\/h2>\n\n\n\n<p class=\"\">Ohio does not have a law related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/ai-laws-by-state-and-locality\/\">AI in employment<\/a> applicable to private employers.<\/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=\"#equal-employment-opportunity\">EEO and worker protections<\/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\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=\"#ai-in-employment\">AI in employment<\/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\" id=\"h-get-the-full-picture\" style=\"font-style:normal;font-weight:500\">Get the full picture.<\/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.  Get a free quote for HR &amp; Compliance Center today.<\/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:\/\/www.brightmine.com\/us\/quote\/?intcmp=hrcc-resources|premium-resources|button|quote|Get-a-quote\" style=\"border-radius:25px\">Get a quote<\/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\" id=\"h-you-may-also-be-interested-in\">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\/employee-leaves\/multistate-pto-compliance-webinar\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/08\/26043736\/hr-professionals-smiling-at-laptop.jpg);\"><\/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<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\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<\/div>\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\/employee-leaves\/multistate-pto-compliance-webinar\/\">Managing paid time off across states: Compliance strategies for HR<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Join attorneys Joshua Seidman, Christine Costantino, and Renate Walker for a 60-minute webinar exploring the evolving challenges of &#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\/employment-law-updates\/103265-fee-planned-for-all-cap-subject-h-1b-petitions\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/29031618\/person-writing-notes-while-using-laptop-in-office.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<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\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<\/div>\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\/103265-fee-planned-for-all-cap-subject-h-1b-petitions\/\">$103,265 fee planned for all cap-subject H-1B petitions<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">DHS plans to impose an additional $103,265 fee on all H-1B petitions subject to the annual cap, regardless &#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\/employment-law-updates\/ofccp-relaxes-rules-for-federal-contractors\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/08\/07052417\/brightmine-resource-library.jpg);\"><\/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<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\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<\/div>\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\/ofccp-relaxes-rules-for-federal-contractors\/\">OFCCP relaxes rules for federal contractors<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">OFCCP has finalized three rules that roll back affirmative action-related requirements for federal contractors, including disability self-identification and &#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>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\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<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/\" rel=\"tag\">HR compliance<\/a><span class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/\" rel=\"tag\">State-by-state compliance<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full 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-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;aspect-ratio:1;object-fit:cover\"\/><\/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\">\n<p class=\"\"><strong>The Brightmine Editorial Team<\/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=\"\"><a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">Follow Brightmine on LinkedIn<\/a><\/p>\n<\/div>\n<\/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":"employment-law-overview","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"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - 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