Summary of August 2025 Labor Law Updates for Cincinnati, Ohio
Welcome to the August 2025 labor law roundup for Ohio, brought to you by HKM Employment Attorneys. This post highlights recent legal developments — new laws, court decisions, agency actions — that affect employers, employees, HR professionals, and compliance teams in our state.
These updates show Ohio continuing to refine rules affecting public notice obligations (digital vs physical), worker protections around layoffs (Mini-WARN), procedural safeguards in litigation (service requirements), and ensuring equality in discrimination claims under federal law. Employers should audit their practices now to ensure compliance, especially with the new law effective dates (for example, some provisions of HB 96 begin September 30, 2025). If you have questions about how these changes might affect your business or if you’re involved in a particular case or policy, please reach out to HKM Employment Attorneys. We’re here to help you navigate Ohio labor law.
New “Mini-WARN” Law Expands Layoff & Plant Closing Notice Obligations — Legislation
Date: August 7, 2025
Summary:
Ohio has adopted a “Mini-WARN” Act that expands the obligations of employers for advance notice of mass layoffs or plant closings. Under the law, covered employers will need to provide notice to affected employees under certain conditions. The law is designed to require earlier or expanded worker notification compared to prior state requirements.
Implications:
Employers with sufficiently large staff or operations in Ohio should review whether they are covered under this expanded rule and ensure they have proper notification processes in place. Noncompliance could expose employers to legal risk (litigation or penalties) for failing to give required notice. Affected workers will have more time to prepare for layoffs or job transitions.
Law Permitting Digital Posting of Labor & Employment Notices — Legislation / Regulatory Change
Date: July 21, 2025 (in effect; widely noted in August 2025 commentary)
Summary:
Ohio passed Senate Bill 33 (“SB 33”) allowing employers to post certain state-required labor law notices digitally (e.g. on the internet or intranet), rather than physically displaying them in the workplace. Employers are not required to switch to digital posting, but this provides flexibility. Physical posting remains an option.
Implications:
Employers with many worksites or remote/hybrid workplaces may save time and cost by using digital notices.
Need to ensure the digital posting meets state law’s requirements (e.g. accessibility, visibility). Employers should verify which notices are eligible under SB 33 (not all federal notices are covered by state law).
Court Ruling on Service of Process Requirement — Court Case
Date: August 21, 2025
Summary:
In Hunt v. Alderman, 2025-Ohio-2944, the Ohio Supreme Court ruled (5-2) that using certified mail to a defendant’s former residence does not satisfy civil procedure requirements for service of process under Civ.R. 4.1(A)(1)(a) if it is not reasonably calculated to notify the defendant of the lawsuit. In short, sending by certified mail to an address the person no longer lives at is insufficient service.
Implications:
Plaintiffs bringing employment- or labor-related suits must be careful about service of process. Faulty service can lead to dismissal. HR departments and employers should ensure that they are properly served, and that plaintiffs comply with service rules. This decision could impact cases in which employers moved or changed address and weren’t formally notified of claims, giving them a potential defense.
Supreme Court Decision: Ames v. Ohio Department of Youth Services — Federal Court / U.S. Supreme Court Precedent
Date: June 5, 2025 (effectively part of the legal backdrop through summer, still relevant in August)
Summary:
In Ames v. Ohio Department of Youth Services, the U.S. Supreme Court unanimously held that members of majority groups (e.g. heterosexual, White) do not need to meet a heightened evidentiary standard (“background circumstances” test) in Title VII discrimination claims. All plaintiffs must meet the same standard under anti-discrimination law, regardless of whether they are in a “majority” or “minority” group.
Implications:
Employers in Ohio and elsewhere must recognize that majority-group employees have the same protections and evidentiary burden as minority-group employees under Title VII. DEI (Diversity, Equity, and Inclusion) programs, training, performance evaluations, and employment decisions should be reviewed to ensure they do not inadvertently create liability. HR policies should treat all employees’ discrimination claims with consistency in standard of proof to avoid legal exposure.
Court Pay Raises under HB 96 — Legislative/Budget Provision
Date: Taking effect under HB 96, which becomes fully in force September 30, 2025; noted in August 2025 commentary.
Summary:
HB 96, Ohio’s operating budget law for FY 2026-27, includes provisions that give salary increases to Ohio Supreme Court justices, local judges, and certain local officials.
Implications:
For workers in the judicial branch, this is a direct compensation change. While not strictly a “labor law” in the sense of private employment, it’s relevant to public sector pay and budget planning. Could have knock-on effects (public perception, for example) regarding compensation in the public sphere, but limited to the impacted roles.
Conclusion: Looking Back on Ohio Labor Law Updates from August 2025
With recent Ohio cases addressing wage theft, hostile work environments, and wrongful termination, now is the time to take action—and you don’t have to do it alone. At HKM Employment Attorneys in Cincinnati, our local lawyers have secured over $250 million in recoveries and never represent employers—we’re fierce advocates for employees facing discrimination, contract disputes, FMLA or ADA violations, non‑compete enforcement, whistleblower retaliation, and more. Known for responsive communication, personalized strategies, and no‑fee‑unless‑we‑win representation, we’ll guide you from reviewing your legal options to litigating in state or federal court. If the latest case trends hit too close to home, contact our Cincinnati office to learn how we can help defend your rights.
