Overtime Calculator for Ohio

Ohio's overtime laws, governed by the Ohio Revised Code § 4111.03, mandate that non-exempt employees receive overtime pay for hours worked over 40 in a workweek. This law closely aligns with the federal Fair Labor Standards Act (FLSA), ensuring consistency in employee compensation. The standard overtime rate is 1.5 times an employee's regular pay rate, commonly referred to as "time and a half." It's important to note that Ohio does not require daily overtime pay for hours worked in excess of eight per day, nor does it mandate double time.

Additionally, Ohio law defines a workweek as a fixed period of 168 hours or seven consecutive 24-hour periods. Employers have the flexibility to establish the start and end of the workweek, but this schedule must remain consistent. This framework is critical for both employers and employees to understand, as it affects payroll calculations and compliance.

Calculating overtime pay in Ohio requires understanding the distinction between hourly and salaried employees. For hourly workers, overtime is calculated at 1.5 times their regular hourly rate for each hour worked over 40 in a workweek. For example, if an employee earns $15 per hour, their overtime rate would be $22.50. For salaried employees, the calculation can be more complex. As of 2025, a salaried employee must earn at least $1,128 per week to be exempt from overtime, in addition to meeting specific job duties criteria.

Employers must ensure all non-exempt employees are compensated correctly, as failing to do so can lead to legal repercussions. Understanding these calculations is essential for compliance and financial planning for both businesses and employees.

While most employees in Ohio are eligible for overtime pay, there are exemptions. For instance, salaried employees earning $1,128 per week or more, who meet specific duties tests, may be exempt. Moreover, small businesses with annual gross receipts under $150,000 are not covered by Ohio's state overtime statute, though they may still fall under federal FLSA rules. This exemption is crucial for small business owners who need to understand their obligations.

Furthermore, Ohio law prohibits private employers from offering compensatory time instead of overtime pay. This means all eligible overtime hours must be paid at the time and a half rate, ensuring fair compensation practices across the state. Employers must stay informed of these regulations to maintain compliance and avoid potential fines.

Ohio's minimum wage directly affects overtime pay rates. As of 2026, the minimum wage for businesses with significant gross receipts is set at $11.00 per hour, translating to a minimum overtime rate of $16.50 per hour. This rate ensures that employees are fairly compensated for additional hours worked.

Employers must remain vigilant about changes in the minimum wage, as they impact payroll calculations and budgeting. Accurate calculation of overtime pay not only ensures legal compliance but also supports employee satisfaction and retention by guaranteeing fair compensation for extended work hours.

Many employees and employers have questions about Ohio's overtime laws. One common query is whether Ohio has its own overtime statutes. Yes, Ohio does, under ORC § 4111.03, which aligns with federal standards but includes specific state-level provisions. Another frequent question involves the calculation of overtime for salaried employees, which requires meeting salary and duties criteria for exemption.

Understanding these laws is essential for compliance and avoiding disputes. Employers are encouraged to utilize resources like the Ohio Department of Labor for guidance and clarification on overtime regulations to ensure they meet all legal obligations.