Ohio enacts Pay Stub Protection Act: Key details for employers and employees
Ohio has passed the Pay Stub Protection Act, Ohio Rev. Code § 4113.14. The Act mandates that employers provide detailed earnings and deductions statements to all employees. Here’s what you need to know about the new law and its implications for businesses and workers in Ohio. The Act is effective April 9, 2025.
What employers must include in pay stubs
Under the new law, every employer must provide their employees with a written or electronic statement, or access to such a statement, that includes the following details for each pay period:
Employee Information
- Name of the employee
- Address of the employee
Employer Information
- Name of the employer
Wage and Deduction Details
- Total gross wages earned by the employee
- Total net wages paid
- A detailed listing of each addition to or deduction from wages, along with the purpose of each item
Payment and Pay Period Information
- The date of payment
- The pay period covered by the payment
Hourly Employees
- Total hours worked, including overtime
- Hourly wage rate
- Hours worked beyond 40 hours per workweek
Non-Compliance
The Act also establishes a process for employees to address instances where pay stubs are not provided:
- Employees must first make a written request to their employer for the missing pay statement.
- Employers have 10 days to provide the requested statement.
- If the employer fails to comply within the 10-day window, the employee can report the violation to the Ohio Department of Commerce.
- Upon receiving a report, the Department of Commerce may notify the employer. The employer must then post the notice in a conspicuous location on the premises for 10 days.
Next steps for employers
Employers must update their payroll systems to comply with the Pay Stub Protection Act, including:
- Ensure that pay stubs are compliant with all required details.
- Train payroll staff on the new requirements.
- Maintain accurate records to address potential audits or employee inquiries.
If you have questions about how this law may impact your business or your rights as an employee, consult with a member of our Labor and Employment Practice Group.
