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Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. One really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment related laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on your behalf, you’ll need to close your Ohio State Unemployment and Withholding accounts prior to joining our platform. Here are the steps to do that.
Ohio - State Unemployment Insurance
Pay Requirements
Ohio has a statewide minimum wage that exceeds federal standards. Employers can find the most up-to-date minimum wage requirements from the Ohio Department of Commerce.
Pay Parity
Additionally, Ohio workers benefit from protections guaranteeing equal pay.
Prohibiting discrimination in payment of wages
Paid Sick Leave
There is no state law mandating Paid Sick Leave for employees in Ohio.
Termination
Ohio law requires that employees be paid their owed wages by the next regularly scheduled payday for the pay period worked. This applies to both voluntary and involuntary terminations, with or without notice.
Whether an employer must pay for unused time depends upon the terms of the vacation and/or resignation policy. An agreement to give benefits or wage supplements, like vacation, can specify that employees lose accrued benefits under certain conditions. To be valid, the employer must have told employees, in writing, of the conditions that nullify the benefit. If an employee has earned vacation time and the employer has no written forfeit policy, then the employer must pay the employee for the accrued vacation.
Disclaimer
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.