Ohio has its own overtime law — the Ohio Minimum Fair Wage Standards Act — that closely tracks the federal FLSA. Overtime starts at 40 hours per workweek for most non-exempt workers, with a state minimum wage above the federal floor that adjusts annually for inflation.
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📋 Ohio overtime at a glance
Overtime threshold
40 hrs/week
No daily OT rule
OT rate
1.5× regular rate
Time and a half
State minimum wage
$11.00/hr
CPI-indexed annually
Governing law
FLSA + ORC §4111
The rules explained
Ohio overtime is governed by both the federal Fair Labor Standards Act (FLSA) and Ohio Revised Code § 4111.03. In practice, most Ohio workers are covered by both, and the rules align closely. When they differ, the law more favorable to the employee controls.
No daily overtime. Ohio does not require overtime for long shifts. Only your total hours in the workweek matter. A 12-hour shift does not trigger overtime unless your cumulative weekly total exceeds 40 hours.
Inflation-indexed minimum wage. Ohio’s minimum wage adjusts every January 1 based on the Consumer Price Index for urban wage earners. The 2026 rate is $11.00/hour for employees at larger employers. This is meaningfully higher than the $7.25 federal floor, and it sets Ohio’s minimum overtime rate at $16.50/hour.
Small employer carve-out. Ohio’s state overtime statute does not cover employers with annual gross receipts below $150,000. However, most businesses that ship goods across state lines or process interstate payments are still covered by the federal FLSA regardless of their revenue. This carve-out is narrower in practice than it appears on paper.
No local minimum wage variation. Unlike Illinois, Ohio law prohibits local governments from setting their own minimum wage rates. The statewide floor applies uniformly — there is no higher rate for Columbus, Cleveland, or Cincinnati.
How this calculator works
This tool applies the standard federal overtime formula: regular pay for the first 40 hours, then 1.5× your regular rate for each hour over 40. Ohio does not add daily overtime thresholds, so for this calculator’s core overtime estimate, weekly hours over 40 are the main driver. The calculator does not account for the small employer revenue carve-out, industry-specific exemptions, or tip credits. Results are gross pay estimates before taxes and deductions. See our full methodology and sources.
Yes. Ohio has its own overtime statute under Ohio Revised Code § 4111.03, part of the Ohio Minimum Fair Wage Standards Act. The law requires overtime at 1.5 times an employee's regular rate for all hours worked over 40 in a workweek. Ohio's overtime law tracks the federal FLSA closely and incorporates its exemptions by reference. When Ohio and federal law differ, the standard more protective of the employee applies. One notable carve-out: Ohio's state overtime statute does not apply to employers with annual gross receipts under $150,000 — though those employers may still be covered by the federal FLSA if they engage in interstate commerce.
Overtime in Ohio begins after 40 hours worked in a single workweek. Ohio does not have a daily overtime threshold — shifts of 8, 10, or 12 hours do not trigger overtime on their own. Only the weekly total counts. Workweeks are fixed, recurring 168-hour periods; employers cannot average hours across two or more weeks to avoid paying overtime.
Ohio's minimum wage is $11.00 per hour as of 2026 for non-tipped employees at employers with annual gross receipts over $405,000. Ohio's minimum wage increases each January 1 based on the Consumer Price Index (CPI), making it one of the few states with an automatic inflation adjustment. The minimum overtime rate at $11.00/hr is $16.50/hour. Employers with gross receipts of $405,000 or less are required to pay only the federal minimum wage of $7.25/hour.
Receiving a salary does not automatically exempt an employee from overtime. Salaried workers who earn less than $684 per week ($35,568 per year) are generally entitled to overtime pay regardless of their job duties. Ohio uses the federal salary threshold and duties tests to determine exemption status — the same executive, administrative, and professional criteria that apply under the FLSA.
Ohio's state overtime statute (ORC § 4111.03) does not apply to employers with annual gross receipts under $150,000. However, this does not automatically mean those employers owe no overtime — most businesses engage in some form of interstate commerce, which brings them under the federal FLSA regardless of size or revenue. If you work for a small employer and have questions about your overtime eligibility, the U.S. Department of Labor's Wage and Hour Division can help.
For claims under Ohio's state overtime law, employees generally have two years from the date wages were due to file — the same as the federal FLSA limit for non-willful violations. Willful FLSA violations extend to three years. You can file a complaint with the Ohio Department of Commerce's Division of Industrial Compliance or with the U.S. Department of Labor's Wage and Hour Division, or pursue a private civil lawsuit.
Estimates and information only. This content is for general educational purposes and is not legal, tax, or payroll advice. Rules and rates change frequently, so verify details with your state’s labor agency, the U.S. Department of Labor, and a qualified professional before making decisions. See our methodology and sources.