Ohio SB 33 Passes: Digital Labor Law Posters & Workplace Compliance Updates
Ohio’s latest labor law update just became official. On April 21, 2025, Governor DeWine signed Senate Bill 33 (SB 33) into law — a new measure that modernizes how employers can meet certain labor law posting requirements 1.. In simple terms, SB 33 gives Ohio businesses the green light to post mandatory workplace notices online (through an intranet or internal website), instead of relying solely on physical bulletin boards.
This update reflects the realities of today’s workforce — where remote work, digital tools, and hybrid teams are the norm — and aims to make Ohio workplace compliance more flexible and accessible. For HR professionals and small to mid-sized business owners, it’s a meaningful shift.
Below, we break down what SB 33 includes, what it means for your compliance responsibilities, and what steps to take next to stay fully compliant.
SB 33 Overview: Updating Ohio’s Labor Law Requirements
SB 33 is a legislative update that amends several sections of Ohio’s labor laws to permit electronic posting of certain required notices 2. Under the previous law, employers had to display these notices “conspicuously” at the workplace (e.g. breakroom bulletin boards). SB 33 doesn’t abolish physical postings, but it adds an option: employers may now fulfill Ohio’s posting requirements by making the notices available on the internet in a manner accessible to employees 3. In other words, if your company has an internal HR portal, employee website, or other digital platform that all staff can access, you can use it to host the required Ohio labor law posters.
The bill moved quickly through the Ohio legislature with strong bipartisan support, passing the Senate 29–3 — a clear sign that lawmakers saw it as a commonsense modernization. As of April 21, 2025, SB 33 is officially signed into law by Governor Mike DeWine.
SB 33 gives Ohio employers a new option for how they meet state posting requirements. The digital posting method is optional, not mandatory — meaning businesses can stick with physical wall posters, switch to digital, or use both depending on what works best for their team and workplace setup.
Digital Posting: What SB 33 Changes for Ohio Labor Law Posters
So, what specific labor law postings are affected by SB 33? The bill is limited to state notices. It covers six key Ohio workplace notices that employers are typically required to display. Under SB 33, the following Ohio labor law posters can be posted digitally for employees instead of physically on the premises 4:
Ohio Minor Labor Law – Summary of child labor rules (note: the separate list of minor employees must still be posted on-site, as SB 33 excludes the minors list from the online option).
Ohio Minimum Fair Wage Standards (Minimum Wage) Law – Information on state minimum wage and overtime requirements.
Ohio Civil Rights Law – Employee rights notice regarding anti-discrimination and equal employment opportunities.
Ohio Prevailing Wage Law – Notice of wage rules on public works projects (must be accessible to affected workers or the public as required).
Ohio Workers’ Compensation Law – Information for employees about workers’ comp coverage and claims.
Ohio Public Employment Risk Reduction Program (PERRP) Law – Workplace safety and health notice for public-sector employees (Ohio’s equivalent of OSHA requirements for public workplaces).
For these six categories, SB 33 gives employers the flexibility to use either traditional wall postings or digital formats that employees can easily access. If you go digital, it’s important to ensure every employee knows exactly where to find the required notices. This could mean adding them to your intranet or website, making them visible on a centralized HR platform, or setting up an automated delivery system for new or updated notices.
What matters most is that the postings are available and accessible to your entire team. Clear communication is key, so consider integrating this into onboarding workflows or scheduling automated reminders that guide employees to the correct location.
What SB 33 hasn’t changed.
What hasn’t changed? Federal posting requirements 5 are unaffected by Ohio’s SB 33. U.S. law still generally requires that federal notices (like the OSHA “Job Safety and Health: It’s the Law” poster, the federal Minimum Wage (FLSA) poster, the EEOC anti-discrimination poster, etc.) be physically displayed in workplaces. While the U.S. Department of Labor has experimented with allowing electronic postings in certain circumstances, it has not eliminated the need for physical posters if employees routinely work at an employer’s site.
This means even after SB 33, an Ohio employer should not take down their federal labor law posters at the office. Additionally, any Ohio-required notices not listed in SB 33 must still be posted as before. For example, if Ohio mandates an unemployment insurance rights poster or other notices (not explicitly covered by SB 33), those should remain posted in the workplace until state law says otherwise. In short, SB 33 opens the door to online posting for those six state notices, but everything else stays status quo.
Practical Guidance for Businesses to Stay Compliant
With these updated labor law requirements, what should Ohio employers and HR managers do next? Here are some practical steps to stay compliant with SB 33 and general workplace posting laws:
Review the New Rules and Eligible Notices: Familiarize yourself (and your HR team) with exactly what SB 33 covers. It applies to the six Ohio-specific notices listed above. Determine which of those are relevant to your business (e.g. if you don’t do public construction, the prevailing wage notice may not apply to you, but most businesses will need the minimum wage and civil rights notices).
Evaluate Your Posting Strategy (Physical vs. Digital): Decide if you want to take advantage of the new digital option. Consider your workforce – if you have many remote or deskless workers, online posting could significantly improve reach. Ensure you have an internal platform (such as an intranet site, employee portal, or HR software) where you can upload the notices in a way that all employees can access easily. If you already use an online HR system, check if it has a notice or documents section.
Ensure 100% Accessibility: If you opt for electronic postings, double-check that every employee knows how to find them. Publish clear instructions (for example, “Log into the HR portal and click on ‘Labor Law Notices’ in the sidebar”). You might send out a company-wide email or include the info in new-hire orientation. For any workers who aren’t regularly online, you may need to maintain a physical posting or provide a tablet/kiosk in a common area. The goal is no employee should be unable to view the required information.
Keep Federal and Other Posters Up-To-Date: Remember that federal posters must still be posted physically on-site, and SB 33 doesn’t change any non-covered Ohio postings. Do not remove your OSHA, EEOC, FLSA, or other federal notices from the walls. For minor employees, continue posting the mandated list of employed minors at the workplace, even if the general Minor Labor Law summary is posted online.
Document and Retain Proof of Compliance: If you go digital, keep records. Save copies or screenshots of your posted notices and note the dates they were posted/updated. This creates an audit trail to prove you’ve met posting obligations. It can be as simple as a folder on your network with PDFs labeled “Ohio_MinWage_Poster_2025.pdf” and so on, or an export from your HR portal showing the notices were published. Being able to quickly demonstrate compliance is valuable if an issue ever arises.
Rethink how you manage labor law
Ohio SB 33 is a step forward in bringing workplace compliance into the modern age. It recognizes that, in 2025, a bulletin board in the breakroom isn’t the only — or necessarily the best — way to ensure employees are informed of their rights. By officially allowing digital labor law postings, the law gives employers more flexibility to stay compliant in ways that align with how people actually work today.
The big takeaway? You now have options. Physical posters still work, but now you can also deliver state-required notices digitally — or choose a hybrid approach that does both. The legal impact of SB 33 is simple: it adds a new method of compliance without adding new burdens. There are no extra fines, no new requirements — just the freedom to meet your posting obligations more efficiently.
This is a moment to rethink how you manage labor law notices. Whether your team is fully remote, hybrid, or on-site, the ability to update and distribute required postings instantly helps eliminate gaps in compliance and ensures all employees have equal access to the information that protects their rights.
That’s exactly where a digital solution like ePoster comes in. We’ve built tools designed for this shift — offering a seamless way to host, display, and maintain your labor law posters across all locations, devices, and employee types. So instead of chasing down print updates or worrying about visibility, you can focus on what matters: running your business.
To stay ahead of the curve, take a moment to review your current process and consider whether it’s time to go digital. You can explore the official Ohio Legislature site for full SB 33 details, or start looking at tools built specifically for the new compliance landscape.
SB 33 is about making compliance simpler and smarter — and we’re here to help you do just that.