As OIA members enter 2026, several new and evolving laws—both statewide and local—require updates to hiring practices, policies, and HR operations. The team at OIA has done some research to understand the most important changes businesses should prioritize.
Federal Employment Law
Although 2026 brings fewer sweeping federal changes than prior years, employers should be aware of several national-level developments that require compliance.
- 2025 Reminders
Under the Trump administration, several initiatives under the Biden Administration’s Department of Labor (DOL) were abandoned, including:
- The proposed federal noncompete ban
- The increase to exempt salary thresholds
- New Federal Tax Law Reporting Requirements
The One Big, Beautiful Bill Act of 2025 (OBBBA) introduced new W-2 tax reporting procedures that continue into 2026. The OBBBA requires employers to separately track and disclose qualified tips, overtime compensation, and contributions to a new type of children’s savings account.
The most significant changes involve new codes in Box 12 and a new field in Box 14 to provide employees with the information needed to claim new deductions on their personal tax returns.
While the IRS offered penalty relief for 2025 filings, employers should prepare HRIS and payroll systems now to meet 2026 reporting expectations. Be sure to connect with your payroll provider/or CPA to make sure you are in compliance.
Ohio and Local Employment Law Changes
- Ohio Minimum Wage Increases
Ohio’s minimum wage increased to $11.00 per hour effective January 1, for non-tipped employees. The increase reflects a 2.8% inflation-based adjustment mandated by the 2006 voter-approved constitutional amendment. The minimum wage applies to businesses with annual gross receipts over $405,000.
- Ohio’s New MiniWARN Act Requirements
Ohio implemented its own version of a MiniWARN Act, closely mirroring federal WARN rules. Employers conducting plant closings or mass layoffs must now issue detailed notifications to affected employees, meeting expanded state requirements. While unlikely to impact OIA members, this law requires a 60 day notice to the State and employees whenever an employer is laying off 50 or more employees.
- Cleveland’s Pay Transparency Act
Cleveland has enacted a Pay Transparency Act requiring employers with 15+ employees to:
- Include salary ranges in all job postings
- Remove salary history questions
- Refrain from making hiring decisions based on applicant earnings history
Violations carry escalated penalties, up to $5,000 per occurrence, meaning each posting or interview could trigger separate fines. Employers should review job posting templates and train hiring managers on compliant practices.
- Cuyahoga County’s CROWN Act (Hairstyle Discrimination Ban)
The county’s CROWN Act prohibits discrimination based on hairstyles tied to race or national origin. Employers with grooming or dress code policies must confirm that requirements are based on legitimate business or safety needs. HR teams should update policies and educate managers on handling related employee concerns.
- Columbus Pay Transparency Law
Columbus adopted its own pay transparency ordinance. The law was passed in 2025 but will begin being enforced in 2027. The new law prohibits covered employers from:
- Inquiring about the salary history of an applicant for employment;
- Screening job applicants based on their current or prior wages, benefits, other compensation, or salary histories, or requiring that an applicant’s prior wages, benefits, other compensation, or salary history satisfy minimum or maximum criteria;
- Relying solely on the salary history of an applicant in deciding whether to offer employment to an applicant, or in determining the salary, benefits, or other compensation for such applicant during the hiring process, including the negotiation of an employment contract; or
- Refusing to hire or otherwise disfavor, injure, or retaliate against an applicant for not disclosing salary history to an employer.
- Pay Stub Regulation Updates
In 2026, employers need to comply with the Pay Stub Protection Act which was effective April 9, 2025. The Act requires employers to provide detailed statements (paper or electronic) listing the employer’s name, employee’s name/address, gross/net wages, itemized deductions/additions, pay period, pay date, and (for hourly) total hours/rate/overtime. Failure to provide these can lead to an employee request, with the employer having 10 days to comply before the employee reports the issue to the Ohio Department of Commerce.
What Agencies Should Do Now
To remain compliant and mitigate risk:
- Audit job postings for transparency requirements, especially in Cleveland now and Columbus in 2027.
- Update employee handbooks to reflect new minimum wage, antidiscrimination protections, and mass layoff rules.
- Train managers and recruiters on salary transparency, grooming policy requirements, and updated interview guidelines.
- Review payroll systems to ensure accuracy with new paystub and wage obligations.
Contact OIA
If you have any questions, feel free to reach out to Brian Lawrence (brian@ohioinsuranceagents.com), OIA’s HR Solutions Leader.
About the Author
Brian Lawrence is the Sr. Director of Agency Talent Development for Ohio Insurance Agents. He is responsible for providing HR support and resources for the membership. His HR career spans 25 years across Insurance, Financial Services, Healthcare, and Association Management.
Much of his experience includes 20 years at Nationwide, where he spent seven years as an HR Director/HR Business Partner providing strategic support to executive leadership teams across P&C, Commercial and Non-Standard Customer Service Operations, Life Insurance and Annuity Operations, & Nationwide Pet Insurance.
