Summary of July 2025 Labor Law Updates for Cincinnati, Ohio
Welcome to the HKM Employment Attorneys monthly roundup of labor and employment law updates in Ohio—especially helpful for employees, HR professionals, and compliance leaders. Brought to you by our Cincinnati team, this July 2025 edition highlights key developments that affect workplace rights and employer obligations in Ohio.
July 2025 brought significant changes to Ohio labor law. Employers now have more flexibility with posting requirements thanks to SB 33 but must prepare for new layoff notification mandates under HB 96. Additionally, the Supreme Court’s Title VII ruling reaffirms equal treatment across all employees. Stay informed and compliant—our HKM team in Cincinnati is here to help. For questions or assistance, please reach out to HKM Employment Attorneys at https://hkm.com.
Senate Bill 33: Digital Posting of Ohio Labor Law Notices — Legislation
Date: July 20, 2025
Summary: Senate Bill 33, signed by Governor Mike DeWine in April 2025, took effect on July 20. It allows Ohio employers the option to post mandatory labor law notices digitally—instead of physically in the workplace—so long as they are accessible to employees (e.g., via intranet, employee portal, or internet). This applies to notices such as the Ohio Minor Labor Law, Minimum Fair Wage Standards, Civil Rights Law, Prevailing Wage Law, Workers’ Compensation Law, and Public Employment Risk Reduction Program notices.
Implications: This modernizes compliance procedures and aligns posting requirements with digital and remote work environments. Employers gain flexibility, especially for distributed or remote workforce, but must ensure digital postings are accessible, visible, and properly communicated to all employees.
House Bill 96 (Ohio Mini-WARN): Advance Notice for Mass Layoffs — Legislation
Date: Signed July 1, 2025 (effective September 29, 2025)
Summary: Governor DeWine signed House Bill 96, Ohio’s mini‑WARN law, on July 1. It requires covered employers to provide 60 days’ advance notice of plant closings or mass layoffs—similar to the federal WARN Act—with some state-specific reporting requirements and coverage thresholds (e.g., 50 or more laid-off employees at a single site in 30 days; employer with at least 100 employees working 4,000 hours collectively each week).
Implications: Employers must plan compliance ahead of the law’s September 29 effective date. The notice must include reasons for the event and support available to employees, and be sent to local elected officials. Organizations should review their internal procedures and communication practices to meet these obligations and avoid penalties.
Conclusion: Looking Back on Ohio Labor Law Updates from July 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.
