Ohio employment rules for employers

• Large employer: Ohio employers with annual gross receipts of $405,000 or more must pay at least $11.00 per hour. (U.S. DOL WHD, State Minimum Wage Laws (Ohio))

  “Employers with annual gross receipts of $405,000 or more Basic Minimum Rate (per hour): $11.00”

  “A Minimum Wage of $11.00 per hour “Non-Tipped Employees” includes any employee who does not engage in an occupation in which he/she customarily and regularly receives more than thirty dollars ($30.00) per month in tips. “Employers” who gross less than $405,000 shall pay their employees no less than the current federal minimum wage rate.”

  dol.gov · dam.assets.ohio.gov · verified Sep 24, 2026 · 2 official sources

• Small employer: Ohio employers with annual gross receipts under $405,000 must pay at least $7.25 per hour. (U.S. DOL WHD, State Minimum Wage Laws (Ohio))

  “Employers with annual gross receipts under $405,000 Basic Minimum Rate (per hour): $7.25”

  ““Employers” who gross less than $405,000 shall pay their employees no less than the current federal minimum wage rate. “Employees” under the age of 16 shall be paid no less than the current federal minimum wage rate. “Current Federal Minimum Wage” is $7.25 per hour.”

  dol.gov · dam.assets.ohio.gov · verified Sep 24, 2026 · 2 official sources

Ohio recognizes a claim for wrongful discharge in violation of public policy (Greeley v. Miami Valley Maintenance; Painter v. Graley) when an at-will employee is fired in contravention of a clear public policy found in the Ohio or U.S. Constitution, statutes, administrative rules or the common law. (U.S. District Court, S.D. Ohio, No. 1:20-cv-00813 (Apr. 26, 2021), quoting Dohme v. Eurand Am., Inc., 956 N.E.2d 825, 829 (Ohio 2011))

“if an at-will employee “is discharged or disciplined in contravention of a clear public policy articulated in the Ohio or United States Constitution, federal or state statutes, administrative rules and regulations, or common law, a cause of action for wrongful discharge in violation of public policy may exist as an exception to the general rule.””

“The Ohio Supreme Court recognized an exception to the employment-at-will doctrine that applies when an at-will employee is discharged for reasons that contravene clear public policy expressed by the legislature.”

govinfo.gov · govinfo.gov

Ohio recognizes two contract-based exceptions to at-will employment (Mers v. Dispatch Printing): an implied contract arising from a handbook, company policy or oral representations, and promissory estoppel based on the employer's promises. (U.S. District Court, N.D. Ohio, No. 3:11-cv-00236, citing Tersigni v. Gen. Tire, Inc., 633 N.E.2d 1140, 1141 (Ohio Ct. App. 1993) and Mers v. Dispatch Printing Co., 483 N.E.2d 150 (Ohio 1985))

“There are, however, two exceptions to at-will employment: implied contract and promissory estoppel.”

“2) an employee handbook, company policy, or oral representation gives rise to an implied contract that alters the at-will relationship.”

govinfo.gov · govinfo.gov

Although every Ohio contract carries a covenant of good faith and fair dealing, there is no separate cause of action for breach of a duty of good faith in the at-will employment context. (U.S. District Court, S.D. Ohio, No. 2:15-cv-02223, quoting Padula v. Wagner, 2015-Ohio-2374 (9th Dist.), and Roberts v. Hagen (9th Dist. 2000))

““there is no separate cause of action for violating a duty to act in good faith in the employment-at-will context””

““Ohio does not recognize a cause of action for breach of an implied covenant of good faith and fair dealing in the case of a wrongful discharge of an at-will employee[,]””

govinfo.gov · govinfo.gov