🇺🇸 Ohio Minimum Wage — 2026 UPDATE

Ohio Minimum Wage 2026

⚠️Informational only — not legal or tax advice.

Last Updated: February 3, 2026
Last Reviewed: February 3, 2026
Applicable Period: 2026
Jurisdiction: State of Ohio, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

Minimum Wage in Ohio 2026

Table of Contents

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Introduction

The minimum wage in Ohio establishes the lowest hourly compensation that employers must legally provide to covered employees. For 2026, Ohio maintains a minimum wage of $11.00 per hour for non-tipped employees, with specific provisions for tipped employees and employer size variations. This rate applies to employers with annual gross receipts exceeding $405,000, while smaller employers and certain employee categories follow the federal minimum wage of $7.25 per hour.

Minimum wage regulations in Ohio operate under Section 34a of Article II of the Ohio Constitution alongside the Ohio Revised Code Chapter 4111 and federal requirements established by the Fair Labor Standards Act (FLSA). When state or local minimum wage rates exceed the federal standard, employers must comply with the higher applicable rate. Ohio permits tip credits for tipped employees, and state law prohibits local jurisdictions from enacting their own minimum wage ordinances.

This page provides an authoritative overview of Ohio minimum wage law for 2026, including current rates, scheduled increases, tipped employee provisions, coverage and exemptions, enforcement procedures, and compliance requirements. All information is compiled from official government sources.

Ohio Minimum Wage – 2026 Quick Reference
Category Rate Effective Date Official Source
State minimum wage (large employers) $11.00/hour January 1, 2026 Ohio Constitution Art. II, § 34a
Small employer minimum wage $7.25/hour (federal) Ongoing Ohio Rev. Code § 4111.02
Small employer threshold $405,000 or less in annual gross receipts January 1, 2026 Ohio Constitution Art. II, § 34a
Tipped minimum wage $5.50/hour January 1, 2026 Ohio Constitution Art. II, § 34a
Maximum tip credit allowed $5.50/hour January 1, 2026 Ohio Rev. Code § 4111.01
Employees under age 16 $7.25/hour (federal) Ongoing Ohio Constitution Art. II, § 34a
Next scheduled increase Annual CPI adjustment January 1, 2027 Ohio Constitution Art. II, § 34a
Rate adjustment mechanism CPI-indexed Annual on September 30 Ohio Constitution Art. II, § 34a
Federal minimum wage $7.25/hour Ongoing U.S. DOL
Local minimum wages No (state preemption) — Ohio Rev. Code § 4111.02

Last verified: February 3, 2026 via Ohio Department of Commerce 2026 Minimum Wage Poster

Overview of Minimum Wage Law in Ohio

Legal Authority

Ohio minimum wage requirements are established under Section 34a of Article II of the Ohio Constitution and implemented through Ohio Revised Code Chapter 4111 (Minimum Fair Wage Standards). The Ohio Department of Commerce, Division of Industrial Compliance, administers and enforces minimum wage regulations in Ohio. The constitutional provision was adopted by Ohio voters in November 2006, establishing a state minimum wage tied to annual inflation adjustments.

Relationship to Federal Law

Under the Fair Labor Standards Act (FLSA), the federal minimum wage establishes a floor of $7.25 per hour for covered employers and employees. Ohio law operates independently of federal minimum wage standards while incorporating federal definitions and exemptions. When both state and federal minimum wage laws apply, employers must pay whichever rate is higher.

Because Ohio’s minimum wage of $11.00 per hour exceeds the federal minimum for covered employers, most businesses with annual gross receipts above $405,000 must comply with the state rate. Employers with annual gross receipts of $405,000 or less must pay at least the federal minimum wage of $7.25 per hour.

Coverage Scope

Ohio minimum wage law applies to employers as defined in Section 34a of Article II of the Ohio Constitution, which incorporates the definition used in the Fair Labor Standards Act. This generally includes employers engaged in interstate commerce or with annual gross sales exceeding $500,000. However, Ohio’s constitutional provision establishes a separate gross receipts threshold of $405,000 for 2026, which determines whether employers must pay the state minimum wage or may pay the federal rate.

The Ohio minimum wage covers most private sector employees, including part-time workers and seasonal employees. Employees under age 16 and employees of businesses with annual gross receipts of $405,000 or less are entitled to at least the federal minimum wage rate.

Higher Rate Principle

The principle of “higher prevailing rate” requires employers to pay the highest applicable minimum wage—whether federal or state. In Ohio, this means employers must first determine which minimum wage applies based on their annual gross receipts, then ensure compliance with the applicable rate. Employees covered by both federal and state law are entitled to the higher of the two rates.

Current Minimum Wage Rates in Ohio 2026

Standard Hourly Minimum Wage

As of January 1, 2026, the standard minimum wage in Ohio is $11.00 per hour for covered employees of businesses with annual gross receipts exceeding $405,000. This rate applies to all non-tipped, non-exempt employees of qualifying employers.

Ohio adjusts its minimum wage annually based on the Consumer Price Index for All Urban Wage Earners and Clerical Workers (CPI-W). The 2.8% increase from 2025’s rate of $10.70 reflects inflation measured between September 1, 2024, and August 31, 2025. The Ohio Department of Commerce announces the new rate each September 30, with increases taking effect the following January 1.

Small Employer Rate

Employers with annual gross receipts of $405,000 or less for the preceding calendar year must pay employees at least the federal minimum wage of $7.25 per hour. This threshold increases annually based on the same Consumer Price Index adjustments that determine the state minimum wage rate, rounded to the nearest $1,000.

For 2026, the threshold increased from $394,000 to $405,000. Employers must calculate their annual gross receipts for the preceding calendar year to determine which rate applies. Employers who exceed the threshold must pay the higher state minimum wage beginning January 1 of the following year.

Determining Employer Size:

  • Gross receipts include total income from all sources before deductions
  • Calculate based on the preceding calendar year (January 1 through December 31)
  • Threshold applies to the entire business entity, not individual locations
  • Once the threshold is exceeded, the state rate applies to all employees

Youth Minimum Wage

Employees under the age of 16 must be paid at least the federal minimum wage of $7.25 per hour, regardless of their employer’s gross receipts. This provision applies to all youth workers under age 16 employed in Ohio.

Ohio does not establish a separate training wage or youth wage rate beyond the federal minimum for workers under 16. Employees aged 16 and older are entitled to the full applicable state or federal minimum wage based on their employer’s gross receipts.

Scheduled Minimum Wage Increases

Ohio’s minimum wage adjusts automatically each year based on the Consumer Price Index for All Urban Wage Earners and Clerical Workers (CPI-W). The adjustment is calculated using the percentage change in the CPI-W over the twelve-month period ending on August 31 of each year, rounded to the nearest five cents.

Annual Adjustment Process:

  1. The Ohio Department of Commerce calculates the CPI-W percentage change each September
  2. The new minimum wage rate is announced by September 30
  3. The adjusted rate takes effect January 1 of the following year
  4. The small employer gross receipts threshold adjusts using the same formula, rounded to the nearest $1,000

2026 Rates:

  • Non-tipped employees (large employers): $11.00/hour
  • Tipped employees (large employers): $5.50/hour
  • Small employers and youth under 16: $7.25/hour (federal)
  • Small employer threshold: $405,000 in annual gross receipts

Future Increases: Beginning January 1, 2027, Ohio will continue adjusting the minimum wage annually based on the CPI-W index. The Ohio Department of Commerce will announce the 2027 rate by September 30, 2026. Employers should monitor the Department of Commerce website for annual rate announcements.

No specific dollar amounts for future years are legislatively scheduled. All future increases depend on inflation as measured by the Consumer Price Index for All Urban Wage Earners and Clerical Workers.

Minimum Wage for Tipped Employees

Tipped Employee Cash Wage

Ohio permits employers to pay tipped employees a reduced cash wage, provided that employee tips combined with the cash wage equal at least the full minimum wage. This provision applies only to employers with annual gross receipts exceeding $405,000.

Cash wage requirement: $5.50 per hour
Maximum tip credit: $5.50 per hour
Total minimum compensation: $11.00 per hour (cash wage + tips)

The tipped minimum wage is calculated as exactly one-half of the standard state minimum wage. When the standard minimum wage increases through annual CPI adjustments, the tipped minimum wage adjusts proportionally.

Who Qualifies as a Tipped Employee

Under Ohio law, a “tipped employee” is defined as an employee who customarily and regularly receives more than $30 per month in tips. This definition aligns with federal Fair Labor Standards Act standards and includes employees in occupations where tips are a recognized part of compensation.

Qualifying occupations typically include:

  • Restaurant servers and bartenders
  • Food and beverage service workers
  • Hotel and hospitality service staff
  • Parking attendants and valets
  • Delivery drivers who receive tips
  • Hair stylists and barbers who receive tips
  • Casino and gaming service workers

Employer Obligations for Tipped Workers

Employers who claim a tip credit against minimum wage obligations must comply with specific requirements under Ohio Constitution Article II, Section 34a and Ohio Revised Code Chapter 4111.

Employers must:

  1. Inform employees of the tip credit provision before utilizing the credit. While Ohio law does not mandate a specific written notice format, employers should document that employees understand the tip credit arrangement.
  2. Ensure total compensation equals or exceeds $11.00 per hour when combining the cash wage of $5.50 per hour with tips received. This calculation must be performed for each workweek.
  3. Pay the difference if an employee’s tips combined with the $5.50 cash wage fail to reach $11.00 per hour for any workweek. Employers cannot average tips across multiple workweeks to satisfy minimum wage requirements.
  4. Maintain accurate records of employee tips and hours worked, including:
    • Cash wages paid
    • Tips received by employees (employer may rely on employee reporting)
    • Total hours worked each workday and workweek
    • Total compensation (cash wages plus tips) for each pay period
  5. Verify employee tip reporting and may use reasonable procedures to confirm that tipped employees are actually receiving sufficient tips to meet minimum wage requirements.

Tip Ownership and Employer Prohibitions

All tips received by employees are the sole property of the employee under both Ohio and federal law. Ohio Revised Code Section 4111.01 defines “wage” to exclude gratuities except as specifically provided in minimum wage regulations.

Prohibited practices:

  • Employers cannot retain any portion of employee tips
  • Employers cannot use tips to satisfy obligations other than the tip credit against minimum wage
  • Mandatory service charges imposed by the employer are not considered tips and may be retained by the employer unless company policy specifies otherwise
  • Employers cannot deduct credit card processing fees from employee tips

Tip Pooling and Sharing

Ohio law permits tip pooling arrangements where employees who customarily receive tips share those tips with other employees. However, tip pools are subject to federal Fair Labor Standards Act requirements.

Valid tip pools:

  • Must include only employees who customarily and regularly receive tips
  • Cannot include managers, supervisors, or other employees who do not customarily receive tips
  • Must be distributed fairly among participating employees
  • Participation must be voluntary or clearly communicated as a condition of employment

Invalid tip pools:

  • Pools that include management, owners, or non-service employees violate federal law
  • Pools that are unreasonably distributed or retained by employers are prohibited
  • Mandatory tip pools that benefit non-tipped employees may invalidate the tip credit

Small Employer Tipped Wage

Employers with annual gross receipts of $405,000 or less must comply with federal tipped minimum wage requirements. Under federal law, these employers may pay tipped employees a cash wage of $2.13 per hour plus tips, provided the total equals at least $7.25 per hour.

Ohio’s higher tipped minimum wage of $5.50 per hour applies only to employers exceeding the $405,000 gross receipts threshold.

Dual Jobs and Side Work

When tipped employees perform both tip-producing work and non-tipped work for the same employer, federal “dual jobs” regulations apply. Under federal guidance revised in December 2024, employers may claim the tip credit only for time spent in the tipped occupation.

Tipped occupation duties:

  • Direct customer service that generates tips
  • Preparation and cleanup directly related to tip-producing service
  • Side work that supports tip-generating duties (e.g., rolling silverware, refilling condiments)

Non-tipped occupation duties:

  • Work that is not part of the employee’s tipped occupation
  • Tasks typically performed by non-tipped employees (e.g., extensive kitchen work, maintenance)

If a tipped employee performs substantial non-tipped work, employers must pay the full minimum wage (without tip credit) for time spent on non-tipped duties.

Local Minimum Wage Ordinances in Ohio

Ohio law prohibits cities and counties from enacting their own minimum wage rates that differ from the state minimum wage. All employers in Ohio must comply with the uniform statewide rate of $11.00 per hour (for employers with gross receipts exceeding $405,000) or the federal rate of $7.25 per hour (for smaller employers and youth under 16).

Under Ohio Revised Code § 4111.02, which implements Section 34a of Article II of the Ohio Constitution, “No political subdivision shall establish a minimum wage rate different from the wage rate required under this section.” This state preemption prevents municipalities from establishing higher rates or imposing additional wage requirements beyond state law.

History of Local Wage Attempts

In 2016, Cleveland voters considered a ballot initiative to raise the city’s minimum wage to $15.00 per hour. Before the measure reached the ballot, the Ohio General Assembly enacted legislation prohibiting local minimum wage ordinances. This preemption remains in effect statewide.

While Ohio cities have not enacted local minimum wages, several municipalities have passed ordinances addressing wage theft enforcement, pay equity, and other employment standards that do not directly regulate minimum wage rates. These include ordinances in Cleveland, Cincinnati, Columbus, and Toledo related to pay history inquiries, contractor wage theft debarment, and freelance worker protections.

Uniform Statewide Application

The $11.00 per hour minimum wage (or $7.25 for qualifying small employers) applies uniformly across all Ohio jurisdictions, including:

  • Large metropolitan areas (Cleveland, Columbus, Cincinnati)
  • Suburban counties
  • Rural communities
  • Unincorporated areas

Employers operating multiple locations within Ohio face no geographic wage variations based on local jurisdiction. The only distinction is whether the employer’s total annual gross receipts exceed the $405,000 threshold, which determines state versus federal rate applicability.

Who Is Covered and Who Is Exempt

Employees Covered by Ohio Minimum Wage

Ohio minimum wage law covers employees as defined under the federal Fair Labor Standards Act, with specific provisions established in Section 34a of Article II of the Ohio Constitution. Unless specifically exempted, covered employees include:

  • Private sector workers: Full-time and part-time employees of private businesses with annual gross receipts exceeding $405,000
  • Public sector employees: State and local government employees (Section 34a specifically includes “the state and every political subdivision” as employers)
  • Salaried non-exempt employees: Employees paid on a salary basis who do not qualify for executive, administrative, or professional exemptions
  • Hourly employees: Workers compensated on an hourly basis across all industries
  • Temporary and seasonal workers: Employees working on a temporary or seasonal basis for covered employers
  • Tipped employees: Workers who customarily receive tips, entitled to $5.50 per hour plus tips totaling $11.00
  • Minor employees ages 16-17: Workers ages 16 and older covered at the same rates as adults

Common Exemptions from Minimum Wage

The following categories of employees may be exempt from Ohio state minimum wage requirements:

Executive, Administrative, and Professional Employees

Employees performing bona fide executive, administrative, or professional duties may be exempt if they meet both salary and duties tests established under the Fair Labor Standards Act. The federal salary threshold applies, requiring minimum weekly compensation of $684 ($35,568 annually) as of January 2020. Meeting the salary threshold alone does not create exemption; actual job duties must qualify as executive, administrative, or professional under FLSA regulations.

Outside Sales Employees

Employees whose primary duty is making sales away from the employer’s place of business and who are customarily and regularly engaged away from the employer’s business location are exempt from minimum wage requirements under federal FLSA standards incorporated into Ohio law.

Employees Under Age 16

Workers under the age of 16 are entitled to the federal minimum wage of $7.25 per hour rather than the state minimum wage, regardless of their employer’s gross receipts. This provision is established in Section 34a of Article II of the Ohio Constitution.

Small Employer Employees

Employees of businesses with annual gross receipts of $405,000 or less for the preceding calendar year are entitled to at least the federal minimum wage of $7.25 per hour rather than the state rate. However, employers covered by the Federal Fair Labor Standards Act must comply with FLSA minimum wage requirements even if exempt from the state rate.

Casual Basis Domestic Workers

Individuals employed in or about the property of an employer or an individual’s residence on a casual basis are not included within the coverage of Section 34a of Article II of the Ohio Constitution. Under Ohio Revised Code § 4111.14, “casual basis” means employment that is irregular or intermittent and that is not performed by an individual whose vocation is to be employed in or about the property of the employer or individual’s residence.

Family-Owned Business Exemption

The provisions of Section 34a do not apply to employees of a solely family-owned and operated business who are family members of an owner. This exemption applies only when the business is entirely family-owned and operated, and only for family members working in that business.

Employees with Disabilities

The state may issue licenses to employers authorizing payment of a wage below the required minimum to individuals with mental or physical disabilities that may otherwise adversely affect their opportunity for employment. Employers must obtain proper authorization through rules adopted under Ohio Revised Code § 4111.06, which must comply with the Americans with Disabilities Act.

Independent Contractors

Properly classified independent contractors are not employees and therefore not covered by minimum wage requirements. Ohio applies the federal Fair Labor Standards Act’s economic realities test to determine independent contractor status. Misclassification may result in penalties and back wage liability.

Agricultural Workers

Employees employed in agriculture are subject to federal Fair Labor Standards Act requirements but may be exempt from certain Ohio wage and hour provisions. Agricultural workers covered by FLSA minimum wage requirements are entitled to at least the federal minimum wage, though they are exempt from FLSA overtime requirements.

Federal Coverage for Exempt Employees

Employees exempt from Ohio’s state minimum wage may still be covered by the federal Fair Labor Standards Act. Employers with annual gross sales of $500,000 or more or engaged in interstate commerce must comply with FLSA minimum wage requirements of $7.25 per hour for non-exempt employees, even if those employees are not covered by Ohio’s higher state minimum wage.

Employer Obligations and Enforcement

Employer Compliance Requirements

Employers subject to Ohio minimum wage law must comply with requirements established in Section 34a of Article II of the Ohio Constitution and Ohio Revised Code Chapter 4111. Required employer actions include:

  1. Pay the applicable minimum wage for all hours worked, whether the state rate of $11.00 per hour or federal rate of $7.25 per hour applies
  2. Maintain accurate payroll records for at least three years following the last date the employee was employed, documenting:
    • Employee name and address
    • Occupation and pay rate
    • Hours worked for each day worked
    • Each amount paid to the employee
    • Total compensation for each pay period
  3. Display required posters informing employees of minimum wage rates. The Ohio Department of Commerce provides official minimum wage posters at no charge
  4. Provide employee access to records without charge when an employee or person acting on behalf of an employee requests their own wage and hour information
  5. Provide employer contact information to employees at the time of hire, including the employer’s name, address, telephone number, and other contact information. Employers must update this information when it changes
  6. Calculate and pay overtime at one and one-half times the regular rate for hours worked in excess of 40 in a workweek, as required under Ohio Revised Code § 4111.03

Recordkeeping Requirements

Ohio Constitution Article II, Section 34a and Ohio Revised Code § 4111.14 establish specific recordkeeping requirements for covered employers. Records must be maintained for three years from the date hours were worked and for three years after employment ends.

Required records include:

  • Name and address of each employee
  • Occupation or job title
  • Pay rate (hourly wage or salary)
  • Hours worked for each day worked
  • Each amount paid (gross wages for each pay period)
  • Dates of employment (hire date and separation date)

Employers must make these records available to employees, persons acting on behalf of employees, and the Ohio Department of Commerce upon request. Records must be provided without charge to requesting employees.

Enforcement Agency and Process

The Ohio Department of Commerce, Division of Industrial Compliance, Wage and Hour Bureau enforces minimum wage requirements in Ohio. The department has authority under Ohio Revised Code § 4111.04 to investigate wage complaints and inspect employer records.

Department functions:

  • Investigates wage complaints filed by employees
  • Conducts compliance investigations on its own initiative
  • Inspects employer payroll and wage records
  • Issues findings and orders for wage violations
  • May take assignment of wage claims to sue on behalf of employees
  • Refers cases for prosecution when appropriate

Filing a Complaint:

Employees who believe they have not been paid proper minimum wage may file a complaint with the Ohio Department of Commerce:

Complaints must be filed within three years of the violation or within one year after notification of final disposition by the state of a complaint for the same violation, whichever is later. Ohio Constitution Article II, Section 34a prohibits retaliation against employees who file wage complaints or cooperate with investigations.

Penalties and Remedies

Employers who violate Ohio minimum wage law face significant penalties and liability under Section 34a of Article II of the Ohio Constitution and Ohio Revised Code § 4111.14.

Back Wages:

Employers must pay employees the difference between wages paid and the required minimum wage for all hours worked. Back wage claims may extend up to three years from the date of violation.

Liquidated Damages:

Section 34a of the Ohio Constitution mandates liquidated damages equal to two times the amount of back wages owed. This serves as compensation for delayed payment and deters violations. Liquidated damages are mandatory when violations are found and are not subject to employer defenses of good faith.

Civil Penalties:

In cases of violations of anti-retaliation provisions under Section 34a, courts or the state may impose penalties of not less than $150 for each day the violation continued. These penalties are designed to compensate the employee and deter future violations.

Costs and Attorney Fees:

Employers found to have violated Section 34a must pay the employee’s costs and reasonable attorney fees within 30 days of the finding. Payment of penalties and damages cannot be stayed pending appeal.

Criminal Penalties:

Willful violations of Ohio minimum wage law may result in criminal prosecution under Ohio Revised Code § 4111.99. Criminal penalties may include fines and other sanctions for egregious or repeated violations.

Private Right of Action:

Section 34a of the Ohio Constitution provides employees with the right to bring civil actions in any court of competent jurisdiction for violations of minimum wage requirements. Employees may sue individually or collectively with similarly situated employees. Actions must be filed within three years of the violation.

Ohio Minimum Wage vs Federal Law

The Federal Minimum Wage Floor

The Fair Labor Standards Act (FLSA) establishes a federal minimum wage of $7.25 per hour, which has remained unchanged since July 24, 2009. This federal rate sets a floor for minimum wage requirements nationwide and applies to employers engaged in interstate commerce or with annual gross sales exceeding $500,000.

When State Law Applies

Because Ohio’s minimum wage of $11.00 exceeds the federal minimum for employers with annual gross receipts above $405,000, most employees working for covered employers in Ohio are entitled to the higher state rate. The federal minimum serves as the applicable rate only for:

  • Employees of businesses with annual gross receipts of $405,000 or less
  • Employees under age 16
  • Employees who may be covered by federal law but exempt from state law

For employers covered by both state and federal law with gross receipts exceeding $405,000, Ohio’s higher minimum wage applies to non-tipped employees, and Ohio’s tipped minimum wage of $5.50 applies to tipped employees.

Higher Applicable Rate Rule

The fundamental principle governing minimum wage compliance is that employers must pay whichever rate—federal or state—provides employees the highest hourly wage. This rule ensures workers receive maximum protection under applicable law.

Practical Application:

  1. Determine employer’s annual gross receipts for the preceding calendar year
  2. If gross receipts exceed $405,000: State minimum wage of $11.00 applies ($5.50 for tipped employees)
  3. If gross receipts are $405,000 or less: Federal minimum wage of $7.25 applies ($2.13 for tipped employees under federal law)
  4. Employees under age 16: Federal minimum wage of $7.25 applies regardless of employer size
  5. Pay the highest applicable rate based on these determinations
Regional Minimum Wage Context
Ohio's minimum wage of $11.00 can be compared to surrounding states for regional context:
State 2026 Rate
Ohio $11.00
Pennsylvania $7.25 (federal)
Michigan $12.48
Indiana $7.25 (federal)
Kentucky $7.25 (federal)
West Virginia $8.75

Ohio’s rate exceeds the federal minimum wage and rates in neighboring Pennsylvania, Indiana, and Kentucky. Michigan maintains a higher standard minimum wage of $12.48. For detailed state-by-state minimum wage comparisons, employers may consult the U.S. Department of Labor website.

Note: Rates shown are standard minimum wages and may not reflect local or industry-specific variations in other states.

Minimum Wage Posting Requirements

Ohio law requires employers to display an official minimum wage notice in a conspicuous location accessible to all employees. The poster must include current wage rates, employee rights, and contact information for the Ohio Department of Commerce.

Poster requirements:

  • Must be displayed in each workplace location
  • Must be visible and accessible to all employees
  • Must be updated when minimum wage rates change
  • Available at no charge from the Ohio Department of Commerce

Where to obtain posters:

The official 2026 Ohio Minimum Wage poster is available for download from the Ohio Department of Commerce website:

  • Download from: https://com.ohio.gov (Division of Industrial Compliance – Wage and Hour section)
  • Available languages: English
  • Format: PDF for printing on standard paper

Posting locations:

The notice must be posted in conspicuous and accessible places in or about the premises where any covered person is employed. Typical posting locations include:

  • Near time clocks or employee entrances
  • In break rooms or employee common areas
  • In payroll or human resources offices
  • At other prominent locations where employees gather

Compliance:

Failure to display required posters may result in citations and penalties from the Ohio Department of Commerce. Under Ohio Revised Code § 4111.09, employers must keep a summary of Ohio’s minimum wage law or copies of applicable rules posted conspicuously and accessibly in the workplace. Employers must update posters when minimum wage rates change each January 1.

Electronic posting:

Under recent legislative changes, Ohio employers may satisfy posting requirements through electronic means, provided all employees have regular access to electronic postings. However, physical posting remains the standard method and is recommended to ensure compliance.

Frequently Asked Questions: Minimum Wage in Ohio 2026

What is the minimum wage in Ohio in 2026?

The minimum wage in Ohio is $11.00 per hour for non-tipped employees as of January 1, 2026. This rate applies to employers with annual gross receipts exceeding $405,000. Tipped employees must receive $5.50 per hour plus tips totaling at least $11.00 per hour. Employers with gross receipts of $405,000 or less must pay at least the federal minimum wage of $7.25 per hour.

When is the next minimum wage increase in Ohio?

The next minimum wage increase in Ohio is scheduled for January 1, 2027. The exact rate will be announced by September 30, 2026, based on the Consumer Price Index for All Urban Wage Earners and Clerical Workers. Future increases occur automatically each January 1 based on annual inflation rates.

Does Ohio allow tip credit?

Yes, Ohio permits employers with annual gross receipts exceeding $405,000 to pay tipped employees a cash wage of $5.50 per hour, with up to $5.50 in tip credit, provided total compensation reaches $11.00 per hour. Employers with gross receipts of $405,000 or less may use the federal tip credit structure under FLSA, paying $2.13 per hour plus tips totaling at least $7.25 per hour.

Are there different minimum wages in different cities in Ohio?

No, Ohio maintains a uniform statewide minimum wage. State law prohibits cities and counties from enacting minimum wages different from the state rate. All employers must pay either the state minimum of $11.00 per hour (for businesses exceeding $405,000 in annual gross receipts) or the federal minimum of $7.25 per hour.

Who is exempt from minimum wage in Ohio?

Common exemptions from Ohio minimum wage include executive, administrative, and professional employees meeting salary and duties tests, outside sales employees, employees of solely family-owned businesses who are family members, individuals employed on a casual basis in private residences, and properly classified independent contractors. Employees under age 16 and employees of small businesses are entitled to at least the federal minimum wage rather than the state rate.

What happens if an employer pays below minimum wage in Ohio?

Employers who pay below minimum wage face back wage liability for up to three years, liquidated damages equal to two times the unpaid amount, and payment of the employee’s costs and reasonable attorney fees. Anti-retaliation violations may result in penalties of at least $150 per day. Employees can file complaints with the Ohio Department of Commerce or bring civil actions in court. Willful violations may result in criminal prosecution.

Do small businesses have to pay minimum wage in Ohio?

Yes, all employers in Ohio must pay minimum wage. Businesses with annual gross receipts of $405,000 or less must pay at least the federal minimum wage of $7.25 per hour. Businesses exceeding this threshold must pay the state minimum wage of $11.00 per hour. Employers covered by the Federal Fair Labor Standards Act must comply with FLSA requirements even if exempt from the state rate.

Is Ohio’s minimum wage higher than the federal minimum?

Yes, Ohio’s minimum wage of $11.00 per hour is $3.75 higher than the federal minimum wage of $7.25 per hour. This higher rate applies to employers with annual gross receipts exceeding $405,000. Employers must pay the higher state rate when it applies to their business.

How often does Ohio increase its minimum wage?

Ohio adjusts its minimum wage annually on January 1 based on the Consumer Price Index for All Urban Wage Earners and Clerical Workers. The Ohio Department of Commerce calculates the percentage change in the CPI-W each September and announces the new rate by September 30. This automatic adjustment was established by constitutional amendment in 2006.

Can employers pay less than minimum wage during training?

No, Ohio does not authorize a training wage below the applicable minimum wage. Employers must pay at least $11.00 per hour (or $7.25 for qualifying small employers) from the first hour of employment. The federal FLSA allows a youth minimum wage of $4.25 per hour for employees under age 20 during their first 90 consecutive calendar days of employment, which may apply to Ohio workers in limited circumstances.

How to file a minimum wage complaint in Ohio

Employees who believe they have not received proper minimum wage compensation may file a wage complaint with the Ohio Department of Commerce, Division of Industrial Compliance. Filing methods include:

The Ohio Department of Commerce will investigate the complaint and may recover unpaid wages on behalf of the employee. Ohio law prohibits employer retaliation against workers who file wage complaints or participate in investigations. Complaints must be filed within three years of the violation.

Do remote workers in Ohio get the Ohio minimum wage?

Generally, the minimum wage of the jurisdiction where the employee physically performs work applies. Remote workers located in Ohio are typically entitled to Ohio’s minimum wage based on their employer’s gross receipts ($11.00 per hour for employers exceeding $405,000 in annual gross receipts), even if their employer is based in another state. Multi-state employers should consult legal counsel to determine wage obligations for remote workers.

Information Verification Log

All information on this page has been compiled from official government sources and verified for accuracy as of the dates below.

Ohio — Primary Legal & Government Sources
Official statutes and government resources used to verify Ohio minimum wage rules for 2026.
Source Last Verified Access Method
Ohio Constitution Article II, Section 34a February 3, 2026 Ohio Legislature website (codes.ohio.gov)
Ohio Revised Code Chapter 4111 February 3, 2026 Ohio Laws official website (codes.ohio.gov)
Ohio Department of Commerce February 3, 2026 Official state website (com.ohio.gov) and 2026 minimum wage poster
Fair Labor Standards Act (FLSA) February 3, 2026 U.S. Department of Labor (dol.gov)

Others

California
New York
Florida
Pennsylvania
Illinois
Texas
Georgia
North Carolina
Michigan
New Jersey
Virginia
Washington

Legal Disclaimer: Nature of This Compilation This document is a compilation of publicly available information from official government sources. It is NOT: Legal advice An interpretation of laws or regulations A substitute for consultation with a licensed attorney A comprehensive treatment of all applicable laws Guaranteed to be complete or current