Ohio Pay Stub Law: Every Worker’s New Right to See Itemized Earnings
For decades, Ohio was one of only seven states that did not require employers to provide workers with itemized pay statements. That changed when House Bill 106, the Pay Stub Protection Act, took effect on April 9, 2025. Now, every Ohio employer must provide workers with a detailed breakdown of their earnings each pay period. If you are receiving a paycheck in Canton, Stark County, or anywhere in Ohio, you have the right to see exactly what you earned, what was deducted, and what you were paid.
At Klie Law Offices, we help workers in Canton, Ohio and throughout West Virginia enforce their wage and hour rights. This guide explains what the new law requires and what you can do if your employer is not complying.
What Employers Must Include on Pay Stubs
Under HB 106, Ohio employers must provide an earnings statement with each wage payment that includes the employee’s name, the employer’s name and address, the employee’s gross pay for the pay period, the total hours worked (for non-exempt hourly employees), the rate or rates of pay, the pay period dates, an itemized list of all additions to and deductions from gross pay (including taxes, insurance, garnishments, and other withholdings), and the employee’s net pay.
The earnings statement can be provided in paper or electronic format. If provided electronically, the employee must have the ability to access and print the statement. Employers cannot charge employees for providing pay stubs or require employees to use specific software or applications to view their earnings information.
Why This Law Matters
Pay transparency is the foundation of wage enforcement. Without an itemized pay stub, workers cannot verify that they are being paid correctly for all hours worked at the correct rate, that overtime is being calculated properly, that deductions are authorized and accurate, that tax withholdings match what the employee authorized, and that benefits deductions reflect what was agreed upon.
Before HB 106, Ohio workers who suspected they were being shortchanged had to rely on their own records or request information from their employer. Many employers provided minimal or no pay documentation, making it nearly impossible for workers to identify discrepancies. The new law shifts the burden to employers to demonstrate compliance with wage laws through transparent documentation.
How This Helps Identify Wage Violations
Overtime Miscalculation
With itemized pay stubs, you can verify that overtime hours are being recorded and paid at the correct rate (1.5 times your regular rate for hours over 40 in a workweek). Common overtime violations include failing to count all compensable time, averaging hours over multiple weeks, and applying the wrong regular rate when calculating overtime.
Unauthorized Deductions
Detailed deduction information allows you to verify that every deduction from your pay was authorized and is lawful. Employers cannot deduct for breakage, cash register shortages, or uniform costs without proper authorization, and even authorized deductions cannot reduce your pay below minimum wage.
Misclassification
Pay stubs showing no overtime pay despite long hours may indicate that you have been misclassified as exempt from overtime requirements. If your job duties do not actually qualify for an exemption under the Fair Labor Standards Act, you may be entitled to back overtime pay.
Enforcement and Penalties
The Pay Stub Protection Act is enforced by the Ohio Department of Commerce. Employers who fail to provide compliant earnings statements may face administrative penalties. Workers who are not receiving proper pay stubs should first request them in writing from their employer. If the employer fails to comply, the worker can file a complaint with the Ohio Department of Commerce.
Pay stub violations can also serve as evidence in broader wage claims. If your employer is not providing itemized pay stubs, it may indicate that they are also not tracking hours properly, not calculating overtime correctly, or making improper deductions — all of which can give rise to wage and hour claims under state and federal law.
How This Compares to West Virginia
West Virginia has long required employers to furnish employees with a statement of deductions made from their wages under the West Virginia Wage Payment and Collection Act. However, the WV requirement is less detailed than Ohio’s new law. For workers who cross the Ohio-West Virginia border, understanding which state’s pay stub requirements apply to their employment is important. Generally, the law of the state where you perform your work governs.
What to Do If Your Employer Is Not Complying
If your Ohio employer is not providing you with itemized pay statements as required by HB 106, take the following steps. Request the statements in writing, via email if possible, to create documentation. If the employer does not comply, file a complaint with the Ohio Department of Commerce. Review your past pay carefully for any discrepancies in hours, rates, or deductions. And consult with an employment law attorney if you discover that you have been underpaid.
Frequently Asked Questions
Does this law apply to small businesses?
Yes. The Pay Stub Protection Act applies to all Ohio employers regardless of size.
Can my employer provide electronic-only pay stubs?
Yes, as long as you have the ability to access and print the statements. If you do not have convenient electronic access, you can request paper statements.
What if my pay stub has errors?
Report errors to your employer immediately in writing. If the employer refuses to correct the errors, consult with an attorney about potential wage claims.
Does this law help with past wage violations?
The law requires pay stubs going forward from its effective date. However, if you discover past violations by reviewing your new itemized statements, you may be able to recover back wages for a period of two to three years under the FLSA or up to six years under Ohio law, depending on the type of claim.
Contact Klie Law Offices
If your Ohio employer is not providing proper pay documentation or if you have discovered wage discrepancies, the employment law attorneys at Klie Law Offices can help. We serve workers in Canton and Stark County from our Canton office, and throughout West Virginia.
