Ohio offer letter for employers
An offer letter confirms the job, pay, start date and employment terms in writing. Here is what changes when the employee works in Ohio.
Ohio rules that affect this form
| Minimum wage | $11.00 per hour Verify |
|---|---|
| Overtime | No daily overtime; time and a half after 40 hours a week, same as federal. |
| Paid sick leave | No statewide mandate for private employers. |
| Other rules to know | Several cities, including Cleveland and Columbus, have local pay transparency and salary history ordinances for employers in those cities. Verify |
What to include
- Job title, manager, start date and work location (or remote status)
- Pay rate and pay frequency, and whether the role is exempt or non-exempt from overtime
- At-will employment statement (where at-will applies) so the letter is not read as a contract
- Contingencies such as a background check or Form I-9 verification
- Benefits summary and when eligibility starts, including any paid sick leave the state requires
- A clear accept-by date and signature line
Need a custom version?
Generate a offer letter tailored to your company and Ohio with the AI document generator.
Frequently asked questions
Is there an official Ohio offer letter form?
Ohio does not publish one required offer letter for private employers. Use a clear template and make sure it reflects the Ohio rules on this page.
What is the minimum wage in Ohio in 2026?
$11.00 per hour, effective January 1, 2026. $11.00/hour for employers with annual gross receipts of $405,000 or more; smaller employers (and 14-15 year olds) pay the federal $7.25. Indexed yearly: the Ohio Department of Commerce announced (Sept 30, 2026) a rise to $11.40 on Jan 1, 2027, with the small-employer threshold rising to $420,000. No local minimum wages.
Is paid sick leave required in Ohio?
No statewide mandate for private employers.
Other Ohio forms
Offer Letter by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.