November 2025 Labor Law Updates for Cincinnati, Ohio
Welcome to the November 2025 Ohio labor and employment law update — a legal roundup for employees, employers, HR professionals, and compliance leaders. This post highlights significant developments in workplace rights, legislation, and court decisions impacting Ohio workplaces during November 2025.
November 2025 brought important developments for Ohio workplaces — from potential changes in child labor hours to local pay transparency rules and a significant workers’ compensation opinion from the Ohio Supreme Court. Employers should review and update policies to maintain compliance and mitigate risk. If you have questions about how these updates apply to your organization, consider contacting experienced employment law counsel.
Crisis in Child Labor Hours — Ohio Senate Bill 50 Advances — Legislation Development
Date: November 13, 2025
Summary:
Ohio lawmakers passed Senate Bill 50 through the House after earlier approval in the Senate. If enacted, this bill would allow teenagers to work later hours than current state child labor law permits, effectively relaxing restrictions on the hours minors may work. The bill was sent to Governor Mike DeWine’s desk for consideration.
Implications:
• Employers who hire minors should monitor whether Governor DeWine signs this bill into law.
• If enacted, changes could affect scheduling, payroll compliance, and child labor safety rules across industries that traditionally employ young workers (e.g., retail, hospitality).
• HR and compliance teams should prepare to update policies and training materials accordingly.
Columbus Enacts Pay Transparency and Salary History Ban — Local Ordinance
Date: Enacted November 28, 2025
Summary:
The city of Columbus passed a new pay transparency ordinance and a salary history ban. Under the law, employers with 15 or more employees in Columbus must disclose reasonable pay ranges in job postings and cannot inquire about applicants’ salary histories.
Implications:
• Although a municipal (not state) requirement, this affects Ohio’s largest city and employers operating in Columbus.
• Employers will need to revise job postings, internal hiring practices, and candidate communications to comply.
• It aligns with broader pay transparency trends nationally, even though Ohio as a state does not currently have a pay transparency statute.
Ohio Supreme Court Workers’ Compensation Ruling — State ex rel. Berry v. Industrial Commission — Court Decision
Date: November 21, 2025 (capsule reporting)
Summary:
The Ohio Supreme Court issued a decision in State ex rel. Berry v. Industrial Commission, holding that courts are not required to defer to the Industrial Commission’s interpretation of specific safety requirements when the statute is clear. This decision changes how courts review agency interpretations in workers’ compensation claims involving safety standards.
Implications:
• Employers face potential expanded liability in workplace safety and workers’ compensation claims, as courts may scrutinize defenses more independently.
• HR and risk teams should review safety policies and compliance with Ohio Administrative Code safety requirements because judicial review may not favor employer interpretations.
• This may affect how employers manage safety documentation, incident response, and defense strategies in disputes.
Reminder: Digital Posting of Labor Law Notices — Senate Bill 33 — Regulatory Implementation
Date Effective July 20, 2025 (ongoing relevance in November 2025)
Summary:
Ohio law (Senate Bill 33) now permits employers to post state-required labor law notices electronically, in addition to traditional physical posting. While this change took effect mid-2025, employers should ensure compliance practices are fully implemented by year-end.
Implications:
• Particularly relevant for employers with remote or hybrid workforces, this flexibility can streamline posting processes.
• Employers must ensure digital postings are accessible and employees are informed of where to find notices.
Conclusion: Looking Back on Ohio Labor Law Updates from November 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.
