Final Paychecks in Ohio

Updated January 24, 2024
5 min read
Title "Final Paycheck Laws in Ohio", bank notes, calculator, keyboard, screen, paper bundle

When are employers in Ohio required to pay final paychecks to their terminated employees? Answering this question requires an understanding of the Ohio final pay laws and state laws governing payment of wages. As you will see while reading this guide, applying the Ohio state law on the issue of disbursing final paychecks to terminated employees is not as straightforward as it sounds. This guide seeks to lead employers and employees within Ohio final paycheck laws on the issue of last wages to terminated employees.

What Are the Rules on Final Paychecks Under Ohio Labor Laws?

There is no federal law which requires an employer to immediately pay terminated employees. The timing of providing paychecks is a matter of state law, and in some states, immediate payment of paychecks to terminated employees is a statutory requirement. However, this is not the case of Ohio final pay laws. In fact, there is no explicit provision under Ohio state law that governs the payment of an employee’s final paycheck. Therefore, we must examine the existing rules on disbursing payments and interpret it accordingly.

What Ohio Final Paycheck Law Provides

Ohio Rev. Code Ann 4113.15 is the all-encompassing state law that governs final payments for terminated employees in Ohio. This law lays out a two-pronged rule: the first prong provides general rules on when paychecks are required to be given to employees, and the second prong imposes a penalty on employers who do not comply with the rules.

The first prong

Subsection A of Ohio Rev. Code §4113.15 provides that:

“Every individual, firm, partnership, association, or corporation doing business in this state shall, on or before the first day of each month, pay all its employees the wages earned by them during the first half of the preceding month ending with the fifteenth day thereof, and shall, on or before the fifteenth day of each month, pay such employees the wages earned by them during the last half of the preceding calendar month.”

The foregoing rule on Ohio termination pay laws provides two pay periods as to when paychecks are required to be paid, broken down in the following manner:

  1. For wages that were earned during the first half of the current month, the paycheck shall be paid on or before the first day of the subsequent month.

  2. For wages that were earned during the second half of the current month, the paycheck shall be paid on or before the fifteenth day of the subsequent month.


These Ohio termination pay rules do not prevent employers from setting a specific regularly scheduled payday, so long as the scheduled payday does not go beyond the required deadline for payment.

The second prong

The Ohio last paycheck laws, specifically Subsection B of Ohio Rev. Code §4113.15, provide that an employer shall also be required to pay employees liquidated damages on top of the employee’s regular pay for unlawful withholding of an employee’s paycheck after they are terminated or when an employer failed to pay wages.


In terms of the amount of liquidated damages, the Ohio payday laws set it at the lower amount of: (1) six percent (6%) of the amount of unpaid wages; or (2) a fixed amount of two hundred dollars ($200).

Applying the General Rules to Final Paychecks

Considering all these rules, how do we apply Ohio Rev. Code §4113.15 in cases of final payment to terminated employees?

The best interpretation is to apply Subsection A of Ohio Rev. Code §4113.15 by analogy and to use the terminated employee’s last official day of work as a reckoning point. Under this view, the terminated employee’s final paycheck is due on the first regularly scheduled payday following the last day of employment. However, if there is no regularly scheduled payday, the terminated employee’s final paycheck will need to be paid depending on the specific wages the final paycheck pertains to. 

Moreover, applying Subsection B of Ohio Rev. Code §4113.15 by analogy, but still using the terminated employee’s last official day of work as reckoning point, the terminated employee shall be entitled to liquidated damages if his or her final paycheck is not paid within the prescribed periods discussed above.


While there is no true Ohio last paycheck law, and no explicit rules under Ohio employment law governing final paychecks, what is clear is that employers are obligated to immediately pay a terminated employee within the prescribed period of time. The only question that the Ohio last paycheck law leaves unanswered is the timing of the payment of final paychecks. Notwithstanding the law’s silence on the matter, it is reasonable to presume that the Ohio wage payment law did not intend to leave terminated employees in limbo while freeing employers from liability for failing to pay terminated employees within a reasonable amount of time. Otherwise, an injustice will be committed against terminated employees who deserve to be paid for their honest work. If you find yourself in the unfortunate situation where an employer is withholding your wages, it’s a good idea to contact a lawyer to ensure you get the compensation you deserve.

Legal Disclaimer

Please note that Lawrina does not provide any legal services. The information on Lawrina’s Site and its downloadable content, including legal articles and templates, shall not be considered legal advice and is not guaranteed to be correct, complete, and up-to-date. If you require legal advice on your issue, we recommend you contact a qualified attorney licensed in your state. You personally assume full responsibility for any consequences, damages, and costs associated with your use of any content of Lawrina Services available on Lawrina’s Site. 

By using Lawrina’s Site you agree with mentioned above and give your irrevocable consent to comply with and to be bound by the provisions of Lawrina Service terms. 

Also Read

Missouri Wage Garnishment Laws
The government has tools in place for ensuring people pay their debts. Rather than send people to antiquated debtors’ prisons, federal and state level governments have wage garnishment laws which are designed to forcibly take percentages of your income to repay debt if you failed to do it on your own. In this guide, we shall take a closer look at Missouri garnishment laws, key legislation regulating garnishment, and how one can stop the garnishment of wages. Missouri Garnishment Statutes Wage ga
Oregon Family Leave Act (OFLA)
According to data from the U.S. Bureau of Labor Statistics, 89% of all civilian workers in the United States had access to unpaid family leave. Employees working for employers in Oregon are part of that key statistic, due to the enactment of the Oregon Family Leave Act (OFLA or Oregon FMLA), an important piece of state legislation in the field of employment law that seeks to provide job protection to employees. In this guide, we will cover the details about the OFLA, Oregon Family Medical Leave
Oregon Overtime Laws
Overtime in Oregon is determined by both state and federal laws, and rules may vary depending on the employee’s pay rate, occupation, and the industry they work in. As a general rule under federal law and Oregon labor laws, overtime refers to hours worked beyond 40 hours in a workweek and must be paid at 1.5 times the regular hourly rate. This comprehensive guide dwells on Oregon overtime laws, special rules for different industries, who qualifies for overtime pay, and how it is calculated. This
Pennsylvania Overtime Laws
Overtime laws in Pennsylvania (PA) dictate how much money employers have to pay when their employees work beyond the federally mandated maximum of 40 hours per week. Federal and state labor laws provide rules for how much workers must be compensated for their hourly work and, by extension, their overtime work. This guide will lead you through relevant overtime laws in PA, common state wage payments, and overtime exemptions in Pennsylvania. Overtime Rules in Pennsylvania and Minimum Wage The amou
What Is Medical Discrimination?
It is against medical discrimination laws for any employer to discriminate against someone due to the existence of a medical condition. Both state law and federal law prohibit discrimination because of a disability or medical condition. This prohibition extends not just to workplace medical discrimination but to harassment as well. Understanding exceptions to medical discrimination and examples of medical discrimination can help you determine whether you need to take legal action. Definition of
All Guides
      Banking Law
      Bankruptcy Law
      Contract Law
      Entertainment Law
      Independent Contractor Law
      Intellectual Property Law
      Internet Law
      Labor Law
        Final Paychecks in Ohio
        Missouri Wage Garnishment Laws
        Oregon Family Leave Act (OFLA)
        Oregon Overtime Laws
        Pennsylvania Overtime Laws
        What Is Medical Discrimination?
      Sports Law
    Real Estate
We use cookies to improve our website's work and deliver better services.