Professional Employer Of Record Services in Ohio

Hiring skilled employees is great, but dealing with payroll, taxes, and compliance? That’s the tricky part. Let HR Options handle it for you! Our HR specialists offer expert-level Employer of Record (EOR) services to simplify workforce management for businesses in Ohio. We can handle everything from recruiting top talent to seamless onboarding.

With years of experience, our experts can manage payroll, benefits, tax compliance, and legal requirements to comply with Ohio’s employment laws. Our real-time online platform keeps you in the loop with transparent reporting and instant updates.

Say goodbye to administrative headaches and hello to seamless workforce management. Contact us today, and let’s build your dream team together!

EOR Services Ohio

Find Top Talent and Ensure Compliance with Trusted HR Solutions

Hiring and managing employees in Ohio can be challenging, but HR Options is here to simplify the process. Our EOR experts handle recruitment, compliance, payroll, and workforce management so you can focus on growing your business. Whether you need temporary staff or a long-term team, we ensure a seamless and fully compliant hiring experience. Our comprehensive HR solutions include:

  • On-boarding
  • Off-boarding
  • Payroll Processing
  • Tax compliance
  • Timesheet collection
  • Employee relations & HR support
  • Full-service workforce administration
EOR Services Ohio By HR Options

Valuable Benefits for Employees in Ohio

A dedicated and motivated team is key to your business’s success! At HR Options, we help Ohio businesses attract and retain top talent with competitive benefits packages. Our team works with you to design a customized plan that aligns with your business goals and creates a supportive and rewarding workplace for employees. Our plans may include some or all of these benefits:

  • Life Insurance
  • Medical Insurance
  • Vision Insurance
  • Dental Insurance
  • Flexible Work Arrangements
  • Long-Term Disability Insurance (LTD)
  • Health Savings Account (HSA)
  • Flexible Spending Account (FSA)
  • Pension or 401(k) Retirement Plans

Essential Employment Information for Ohio

Looking for reliable employer-of-record services in Ohio? Here’s some essential employment information we think you should know:

What is the Minimum Wage Rate in Ohio?

As of January 1, 2025, Ohio’s minimum wage is $10.70 per hour for non-tipped employees and $5.35 for tipped employees. These rates apply to businesses with gross receipts of more than $394,000 annually. The federal minimum wage of $7.25 per hour applies to employers with gross receipts below this threshold. Ohio adjusts its minimum wage yearly based on inflation to ensure wages align with the cost of living.

In Ohio, employees who work 35 to 40 hours per week are generally considered full-time. However, the Affordable Care Act (ACA) defines full-time employment as working at least 30 hours per week. Employers can also set work hours, benefits, and overtime eligibility policies. Employees should check their company’s handbook or HR policies to understand their full-time status and benefits.

In Ohio, part-time employees work less than 30 hours per week. They may not always qualify for benefits like health insurance or retirement plans. Still, some businesses offer perks like flexible schedules or pro-rated benefits to attract and keep top talent. Always check with your employer to understand the benefits available for part-time roles!

Under the federal Fair Labor Standards Act (FLSA), non-exempt employees in Ohio must receive overtime pay at 1.5 times their regular hourly rate for any hours worked beyond 40 hours per week.

However, some employees may be exempt from overtime if they:

  • Earn above the federal or state exemption threshold.
  • Hold executive, managerial, or administrative roles.
  • Work in licensed professions such as law, accounting, engineering, or architecture. 

Employees should review their employer’s overtime policy and confirm their exemption status to ensure fair compensation for extra hours.

In New York, our onboarding process usually takes 2 business days once we have all the necessary information. For non-U.S. citizens, work eligibility checks may take up to 3 extra days. Our EOR experts aim to make the process quick for all businesses.

In Ohio, our onboarding process typically takes two business days after receiving all the required information. For non-U.S. citizens, work eligibility verification may take up to three additional days. Our Employer of Record service experts ensure a smooth process to help businesses get new employees up and running quickly.

Ohio law requires employers to pay employees at least twice per month. Most employees typically receive payments on set dates, such as the 15th and the last day of the month. These payments are equal in amount and cover completed work. If applicable, commissions, bonuses, and expense reimbursements are included in the second payment of the cycle.

Ohio has no state law that requires employers to provide a 401(k) or similar retirement plan. However, many businesses offer these benefits to remain competitive, attract top talent, and support employees in planning for long-term financial security.

According to the federal Affordable Care Act (ACA), employers with 50 or more full-time employees must offer health insurance benefits. Many businesses also offer supplemental health insurance options to ensure employees can access routine care and emergency coverage. As a trusted employer-of-record service provider, we ensure all employees get the same benefits to maintain fair hiring practices.

New Hire Paperwork
Requirements for Ohio Employers

When hiring employees in Ohio, employers must collect several essential documents to comply with both state and federal regulations. These forms ensure smooth onboarding and legal compliance. Below are the required documents:

Employment Eligibility Verification (Form I-9)

Employers must complete Form I-9 to verify the new hire’s identity and work eligibility in the United States. The employer must complete this verification form within three business days of the employee’s start date.

Employee Withholding Certificate (Form W-4)

This federal form determines the exact amount of federal income tax withholding from an employee’s paycheck. Employees must complete it upon hiring to ensure correct tax deductions.

Ohio Employee’s Withholding Exemption Certificate (Form IT-4)

The IT-4 form calculates the amount of Ohio state tax to withhold. Employees must complete this form to specify their exemptions and tax adjustments.

New Hire Reporting Program

Employers must report all new hires and rehires to the Ohio New Hire Reporting Program within 20 days of the employee’s start date. The report must include the employee’s full name, address, Social Security number, and hire date.

W-9 Form (For Independent Contractors)

If your business hires independent contractors, you must provide a W-9 form. This form collects tax identification details such as the contractor’s Social Security number (SSN) or Employer Identification Number (EIN) for proper tax reporting.

Local Requirements

Follow additional paperwork requirements for new hires in Flagstaff.

Additional Recommended Documents

Work Opportunity Tax Credit (WOTC Form)

This optional federal form provides tax credits to employers who hire individuals from certain groups, such as veterans and ex-felons.

Direct Deposit Authorization Form

If a company offers direct payroll deposits, this form helps employees provide their banking information for seamless payments.

Employment Contract

This contract outlines the terms of employment if required by the company.

Job Offer and Description

It provides the employee with a written copy of the job offer and a detailed job description.

Benefits Enrollment Form

If offering benefits, employers should provide forms for health insurance, retirement plans, and other applicable benefits.

Emergency Contact Form

Collects information about whom to contact in case of an emergency involving the employee.

Confidentiality and Non-compete Agreements

These agreements are applicable, especially in industries involving sensitive information or intellectual property.

Employment Taxes in Ohio

Employment taxes and statutory fees affect Ohio employees’ overall payroll. Here’s a clear breakdown of known taxes in this state:

Employer Taxes

Employment TaxTax Percentage
FICA (Medicare)1.45%
FICA (Social Security6.2%
State unemployment insurance tax (SUTA)0.4% to 10.1%
Federal unemployment insurance tax (FUTA) (charged on the first $7,000 earnings per year of an employee)6%

Employee Taxes

Tax TypeTax Percentage
FICA (Medicare)1.45%
FICA (Social Security6.2%
State income tax0% to 4.797%
Federal income tax10% to 37%

Important Leave Laws in New York

Leaves TitleLaw
Bereavement LeaveOhio law does not require employers to provide bereavement leave. However, employers may offer it as part of their policies.
Sick LeaveIn Ohio, no state law requires employers to provide paid sick leave. However, certain cities may have local ordinances regarding paid sick time.
Blood/Organ/Bone Marrow Donation LeaveNo state laws mandate leave for blood, bone marrow, or organ donation. Employers may offer leave at their discretion.
Election Officials' LeaveAll employers must provide leave for employees serving as election officials.
Court Attendance/Witness LeaveAll employers must grant leave for an employee attending court as a witness. However, employers can allow employees to use paid time off (PTO) for court-related absences.
Crime Victims' LeaveAll employers must provide leave for employees attending legal proceedings if they are crime victims.
Domestic/Sexual Violence Victims' LeaveEmployees affected by domestic violence or sexual assault may take leave under New York’s paid sick leave law. However, if employers have four or fewer employees or their net income is under $1M, they can offer unpaid leave.
Legislative/Political LeaveThere is no state law requiring leave for legislative or political activities. However, employers may provide it voluntarily.
Family and Medical LeaveOhio does not have a state-specific law for family and medical leave. However, eligible employees may qualify for unpaid leave under the federal Family and Medical Leave Act (FMLA). According to FMLA, employees who have worked for the same employer for at least 12 months can take up to 12 weeks of unpaid, job-protected sick leave.
Family Military LeaveEmployers with 50 or more employees must provide leave for certain family members of military personnel.
Jury Duty LeaveUnder the state law, employers must allow employees to serve on jury duty. They cannot penalize or terminate employees for fulfilling their civic duty.
Military Service/Veterans' LeaveAll employers must grant leave for military service, including active duty and training obligations.
School Activities/Visitation LeaveNo state law requires employers to provide leave for school-related activities or visitation.
Volunteer Emergency Responder LeaveEmployers must grant leave for employees who serve as volunteer emergency responders, such as firefighters or EMTs.
Voting LeaveAll employers must allow employees to take a reasonable amount of time off to vote in elections.
Pregnancy Disability LeaveThere is no specific state law for pregnancy disability leave, but federal protections under the PDA and FMLA may apply. The federal Pregnancy Discrimination Act (PDA) applies to employers with at least 15 employees, while the federal Family and Medical Leave Act (FMLA) applies to employers with 50 or more employees.
Public Health Emergency (Quarantine/Isolation) LeaveOhio does not have a law mandating leave for public health emergencies. Employers may follow federal guidance during such situations.

Comprehensive Employment Termination Details

Probation Period

Ohio has no state law about probation periods for new employees. However, many employers implement trial periods to assess an employee’s performance and suitability for specific roles. These periods typically range from 3 to 6 months, depending on the company's policies.

Termination Process

Like other states, Ohio follows the "at-will" employment rule, which means the employer or employee can terminate employment at any time, with or without cause. However, terminations cannot be discriminatory or retaliatory, as state and federal laws protect employees from unjustified termination. Employers must also comply with the Ohio Civil Rights Act and other applicable laws to ensure fair employment practices.

Notice Period

Employers or employees are not legally required to give notice before ending employment unless specified in a contract. However, it is common practice for employees to give a two-week notice period when resigning.

Severance and Final Pay

Ohio law does not require employers to provide severance pay unless mentioned in an employment contract or company policy. Additionally, the payment of unused vacation or paid time off (PTO) depends on the employer’s policy or agreement with the employee. Employers must ensure that final wages are paid promptly.

New Hire Reporting

Employers must report all new hires and rehires to the New York Department of Taxation & Finance within 20 days of the employee's start date. This report should include the employee’s full legal name, date of birth, address, start date, and social security number.

Local Requirements

Follow additional paperwork requirements for new hires in Flagstaff.

Which Laws Apply to Your Organization?

In the United States, each state has its own laws governing the relationship between employers and employees. Businesses must comply with these regulations to ensure security and avoid penalties. At HR Options, our EOR specialists help you navigate and adhere to state and federal employment laws that apply to your organization. Here are some of the key regulations that may affect your business in Ohio:

LawApplies ToDescription
Ohio Civil Rights ActEmployers with 4+ employeesThis act prohibits discrimination based on race, color, religion, sex, national origin, disability, age (40+), and military status.
Equal Pay ActAll employersMandates equal pay for men and women performing similar work. However, exceptions are allowed for seniority or merit systems.
Ohio Minimum Wage LawAll employersSets Ohio's minimum wage, which is adjusted annually based on inflation. For 2025, the minimum wage is $10.45 per hour ($5.25 for tipped employees).
Overtime Pay LawAll employersIt requires overtime pay of 1.5 times the regular wage for non-exempt employees working over 40 hours per week.
Wage Payment and Collection ActAll employersEnsures timely payment of wages and provides legal recourse for unpaid wages.
Workers' Compensation LawEmployers with 1+ employeesProvides compensation for employees who suffer work-related injuries or illnesses, including medical benefits and wage replacement.
Ohio Jury Duty Leave LawAll employersEmployers must allow employees to serve on jury duty and cannot penalize or terminate them for fulfilling this civic duty.
Ohio Occupational Safety and Health Act (OSHA)All employersRequires employers to maintain a safe workplace by eliminating health hazards and ensuring employee safety under strict state regulations.
Family Medical Leave Act (FMLA)Employers with 50+ employeesUnder the FMLA, employees with serious illness or family issues can get up to 12 weeks of unpaid leave with job protection.
Smoke-Free Workplace ActAll employersProhibits smoking in enclosed workplaces and public spaces to promote a smoke-free environment.
Crime Victim Leave LawAll employersProvides unpaid leave for employees who are victims of crime to attend legal proceedings.
Voting Leave LawAll employersEmployers must provide employees with a reasonable amount of unpaid time off to vote in elections.
Ohio Child Labor LawAll employersRegulates work hours and job types for minors under 18 to ensure safety and education compliance.
Ohio Whistleblower Protection ActAll employersProtects employees from retaliation for reporting illegal or unsafe workplace activities.
Ohio WARN Act (Worker Adjustment and Retraining Notification Act)Employers with 100+ employeesIt requires 60 days' notice for mass layoffs, plant closures, or significant workforce reductions.
Ohio Drug-Free Workplace ProgramEmployers with state contractsEncourages employers to maintain a drug-free workplace by providing incentives such as workers’ compensation premium discounts.

Want to Simplify Your Hiring Process?

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