Ohio Overtime Calculator 2026

Frequently Asked Questions

• What is Ohio's overtime law in 2026?

  Ohio O.R.C. §4111.03 requires employers to pay non-exempt employees 1.5× their regular rate for all hours worked beyond 40 in a single workweek. Ohio follows the federal FLSA 40-hour weekly threshold — there is no daily overtime trigger or double-time requirement. The statute applies to employers with annual gross receipts exceeding $405,000 (as of 2026).

• What is the minimum overtime rate in Ohio for 2026?

  Ohio's minimum wage rose to $11.00/hour on January 1, 2026, which means the minimum overtime rate for covered workers is $16.50/hour (1.5 × $11.00). This is more than 50% above the federal minimum overtime floor of $10.88/hour (1.5 × $7.25). Employees earning above minimum wage receive 1.5× their own regular rate.

• Does Ohio have daily overtime rules like California?

  No. Ohio does not have daily overtime. Unlike California — which requires overtime pay for hours worked beyond 8 in a single day and double time after 12 hours — Ohio only counts weekly hours. An Ohio worker could work 12-hour shifts for four days (48 hours) and earn overtime only for the 8 hours exceeding 40 that week, not for the hours beyond 8 each day.

• Which employers are covered by Ohio's overtime law?

  Ohio O.R.C. §4111.03 applies to employers with annual gross receipts exceeding $405,000 (2026 threshold). Employers below this threshold are still subject to federal FLSA overtime rules if they are engaged in interstate commerce or produce goods for interstate commerce — which describes most businesses. In practice, most Ohio employees are covered by either state or federal overtime law.

• Who is exempt from Ohio overtime?

  Ohio O.R.C. §4111.03 incorporates FLSA exemptions by reference. The principal white-collar exemptions require both a salary-level test and a duties test: Executive (manage a business or department; supervise 2+ employees), Administrative (office/non-manual work directly related to management), Professional (advanced knowledge in a field of science or learning, or creative/artistic work), Computer employees (earning ≥$27.63/hr or $684/week), Outside sales, and Highly Compensated employees earning over $107,432/year (2026 federal standard). Paying a salary alone does not create an exemption.

• How is 'regular rate' calculated for Ohio overtime?

  The regular rate is the employee's total weekly compensation (excluding certain exclusions like gifts, vacation pay, and discretionary bonuses) divided by total hours worked in the workweek. For simple hourly workers, it equals the hourly wage. For workers who receive bonuses, commissions, or shift differentials, those amounts must be included in the regular rate before calculating overtime. This is the same methodology used under federal FLSA.

• Are tips included in the regular rate for overtime calculations?

  Yes. For tipped employees, overtime is calculated on the full minimum wage, not just the cash wage. Under Ohio law, tipped employees at covered employers must receive total compensation of at least $11.00/hour (cash $5.50 + tips). The overtime rate for a tipped minimum-wage employee is $16.50/hour — not 1.5× the $5.50 cash wage. Employers cannot use the tip credit to reduce the overtime premium.

• What if my employer hasn't paid my overtime?

  You can file a complaint with the Ohio Department of Commerce's Division of Labor and Worker Safety at com.ohio.gov, or with the U.S. Department of Labor's Wage and Hour Division (dol.gov/whd). You may also file a private lawsuit in state or federal court. Successful claimants may recover unpaid overtime wages plus liquidated damages (equal to the amount owed) and attorney's fees under the FLSA. Ohio's statute of limitations for wage claims is generally two years; three years for willful FLSA violations.

• Can employers average hours over two weeks to avoid overtime?

  No. Overtime is calculated per individual workweek. Employers may not average hours worked across two weeks in a pay period to avoid overtime obligations. For example, if an employee works 50 hours in week 1 and 30 hours in week 2 under a bi-weekly pay schedule, the employer still owes overtime for the 10 hours over 40 in week 1 — they cannot offset the excess against the undertime in week 2.

• Do Ohio break times count toward overtime hours?

  Short rest breaks of 20 minutes or less must be counted as compensable time under FLSA rules, which apply in Ohio. These hours count toward the 40-hour overtime threshold. Bona fide meal periods of 30 minutes or more, during which the employee is completely relieved of duties, are generally unpaid and do not count toward overtime. Ohio does not impose its own break rules for adult employees, so federal FLSA standards govern.