July 2026 Labor Law Updates for Cincinnati, Ohio
July 2026 brought several important developments affecting Ohio labor law and workplace rights, including appellate decisions involving retaliation and employment contracts, a new EEOC pregnancy-discrimination lawsuit, changes to child labor rules, and updated workers’ compensation requirements. This July 2026 employment update from HKM Employment Attorneys highlights developments employees, employers, HR professionals, and compliance leaders should know.
July’s developments show that Ohio workplace rights continue to evolve through legislation, court decisions, administrative rules, and federal enforcement. Employees or employers with questions about Ohio labor law, retaliation, discrimination, employment contracts, accommodations, or other workplace issues can contact HKM Employment Attorneys for guidance.
Crisp v. Scioto Ambulance District — Federal Court Ruling
Date: July 17, 2026
Case No.: 25-3885
Summary:
In Crisp v. Scioto Ambulance District, the U.S. Court of Appeals for the Sixth Circuit addressed the limits of protected activity under federal and Ohio retaliation law. Gertrude Crisp, an emergency medical technician, alleged that a male coworker had sexually harassed her. Years after initially reporting his behavior, Crisp showed nude images allegedly depicting the coworker and his wife to other employees while at work. Scioto Ambulance District terminated her for sharing the images.
Crisp argued that showing the photographs was part of her opposition to sexual harassment and that her termination therefore violated Title VII and the Ohio Civil Rights Act. The Sixth Circuit affirmed summary judgment for the employer. Although employees generally are protected when they oppose workplace discrimination or harassment, the court held that Title VII did not protect Crisp’s unnecessary distribution of nude or sexually explicit images of coworkers. The opinion was designated for publication.
Implications:
The decision provides useful guidance on the boundaries of retaliation protection for Ohio employees. Reporting or opposing unlawful harassment remains protected activity, but the manner in which an employee does so can matter. Conduct that independently violates legitimate workplace rules may fall outside statutory protections when it is unnecessary to raise or substantiate a discrimination complaint.
Adena Health System v. Cohen — Ohio Court of Appeals Ruling
Date: July 8, 2026
Citation: 2026-Ohio-2697
Case No.: 23CA18
Summary:
The Ohio Fourth District Court of Appeals revived a wrongful-termination claim brought by physicians formerly employed by Adena Health System. Three doctors submitted resignations providing the 120 days of notice required by their employment agreements. Adena instead terminated them several weeks later and sued them for claims including breach of contract, breach of loyalty, tortious interference, trade-secret violations, and civil conspiracy. The doctors counterclaimed for wrongful termination and other relief.
The appeals court reversed the trial court’s summary judgment on the doctors’ wrongful-termination claim and remanded that issue for further proceedings, while affirming the trial court on the other challenged claims. The court also rejected the doctors’ attempt to recover damages simply because they complied with their one-year noncompete provisions, explaining that they had not established a legal basis for such damages.
Implications:
The case illustrates the importance of carefully drafted employment agreements and termination provisions under Ohio law. It also underscores that disputes over restrictive covenants can continue even after the restricted period expires, while monetary recovery for voluntarily complying with a noncompete is not automatic. Employees working under contracts should review the agreement’s termination and restrictive-covenant language when considering their legal options.
EEOC Sues Step2 Company Over Pregnancy and Disability Accommodations — EEOC Enforcement
Date: July 15, 2026
Summary:
The U.S. Equal Employment Opportunity Commission announced a lawsuit against Step2 Company, LLC, an Ohio toy and plastics manufacturer. The EEOC alleges that Step2 failed to accommodate a pregnant employee with disabilities at its Perrysville, Ohio, facility and ultimately fired her.
According to the agency, the company assessed attendance points when the employee missed work because of pregnancy-related medical conditions and during approved leave connected to chronic mental-health conditions. The EEOC also alleges that Step2 denied requests to briefly sit between assemblies, take more frequent breaks, and avoid particularly strenuous assembly work. The lawsuit alleges violations of federal protections governing pregnancy and disability discrimination and accommodation.
Implications:
The case is particularly relevant to Ohio employers using point-based or no-fault attendance policies. Employers must consider whether pregnancy- or disability-related absences and workplace restrictions trigger accommodation obligations rather than automatically applying attendance penalties. For workers, the case highlights federal protections surrounding reasonable accommodations during pregnancy and for qualifying disabilities.
Ohio Enacts Changes to Work Rules for Minors — Legislation
Date: July 10, 2026
Summary:
Ohio Governor Mike DeWine signed House Bill 455, a wide-ranging education measure that also changes Ohio’s rules governing work by minors. The law is scheduled to take effect October 9, 2026.
Among the employment-related changes, the legislation modifies the hours during which children under 16 may work. Under the amended law, a minor under 16 may work between 7 p.m. and 9 p.m. on a night preceding a day when school is not in session if the child’s parent or legal guardian approves. The legislation also creates a parental work-hours notification requirement connected with Ohio’s age and schooling certificate, commonly known as a minor work permit.
Implications:
Ohio employers that hire minors should update scheduling and work-permit procedures before the October 9 effective date. The changes provide additional scheduling flexibility in some circumstances but also require employers and families to pay close attention to parental authorization and other child labor requirements.
Ohio Bureau of Workers’ Compensation Updates Employer Classifications and Rates — Administrative Rules
Date: July 1, 2026
Summary:
Several Ohio Bureau of Workers’ Compensation rules took effect July 1 for the new private-employer rating year. Among them, Ohio Administrative Code Rule 4123-17-04 establishes updated classifications of occupations and industries based on National Council on Compensation Insurance classifications.
Related rules establish industry-group assignments, limited-loss-ratio tables, class-code base rates, and expected-loss rates that apply to private employers for the payroll reporting period running from July 1, 2026, through June 30, 2027.
Implications:
The annual changes can affect the workers’ compensation premiums Ohio employers pay and how particular types of work are classified for coverage purposes. Employers should confirm that employees are assigned to appropriate classifications and that payroll and workers’ compensation records reflect the new rating-year requirements.
Conclusion: Looking Back on Ohio Labor Law Updates from July 2026
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 localized expertise, 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.
