United States Leave Laws and Holidays

Ohio does not have laws requiring employers to provide PTO. Employers may set their own PTO policies.

Employers typically determine the notice period for PTO in their policies.

Employers generally require approval for PTO requests as per their policies.

Some employers allow additional PTO through unpaid leave or extended leave policies.

Employers may offer accrual-based PTO, with hours accumulating per work period

Employers may allow unused PTO to roll over or implement a 'use it or lose it' policy.

Employers decide whether unused PTO is paid upon termination.

Employers may offer payouts for unused PTO, but it is not mandated by Ohio law.

Employers must clearly state PTO policies in employment contracts or handbooks.

Ohio does not require employers to provide paid sick leave, but employers may offer it voluntarily.

Employers typically require notice as soon as possible, especially for prolonged absences.

Employers may require documentation, such as a doctor's note, for sick leave approval.

Employers may offer additional sick leave beyond their standard policies.

Sick leave may accrue based on hours worked, per employer policies.

Employers may choose to allow sick leave to roll over or expire annually.

Employers are not obligated to pay for unused sick leave upon termination.

Most employers do not offer payouts for unused sick leave at year-end.

Employers with 50 or more employees must comply with federal Family and Medical Leave Act (FMLA) regulations.

Ohio law does not require employers to offer paid or unpaid vacation leave.

Employers typically set a notice period for planned vacations.

Employers generally require prior approval for vacation requests.

Some employers may allow unpaid leave beyond standard vacation allowances.

Employers may provide accrued vacation leave based on tenure or hours worked.

Employers decide whether unused vacation can carry over into the next year.

If the employer has a policy for payout, they must follow it. Otherwise, it is not required.

Employers may choose to pay out unused vacation time at year-end.

Vacation policies must be clearly communicated to employees.

Eligible employees can take up to 12 weeks of unpaid, job-protected leave under the Family and Medical Leave Act (FMLA) for childbirth and bonding.

Employees must provide at least 30 days’ notice if the leave is foreseeable; otherwise, as soon as possible.

Employers must grant FMLA maternity leave to eligible employees.

Employers may offer additional paid or unpaid maternity leave beyond the 12 weeks required under FMLA.

Maternity leave under FMLA is available as a statutory entitlement and does not accrue over time.

Maternity leave does not carry over from year to year and resets annually.

Maternity leave under FMLA is unpaid, and no payout is required upon termination.

There is no requirement for payout of unused maternity leave.

Employers may offer paid maternity leave or allow employees to use PTO or sick leave during their maternity leave.

Fathers may take up to 12 weeks of unpaid, job-protected leave under FMLA for bonding with a newborn or adopted child.

Employees must provide at least 30 days’ notice if the leave is foreseeable.

Employers must grant FMLA leave to eligible employees for paternity purposes.

Employers may offer additional paid or unpaid paternity leave.

Paternity leave under FMLA is not an accrued benefit but a statutory entitlement.

FMLA paternity leave does not carry over and must be used within the specified period.

Paternity leave under FMLA is unpaid, and no payout is required upon termination.

There is no requirement for payout of unused paternity leave.

Employers may allow employees to use PTO or sick leave during paternity leave.

Parental leave covers both parents under FMLA, allowing for up to 12 weeks of unpaid leave for bonding with a newborn or adopted child.

Employees must provide 30 days’ notice if the leave is foreseeable.

Employers must grant FMLA parental leave to eligible employees.

Employers may provide additional parental leave beyond FMLA requirements.

Parental leave under FMLA is a statutory entitlement and does not accrue over time.

Parental leave does not carry over and must be used within the specified timeframe.

Parental leave under FMLA is unpaid, and no payout is required upon termination.

There is no requirement for payout of unused parental leave.

Employers may allow employees to use PTO or sick leave during parental leave.

Ohio law does not require employers to offer bereavement leave, but many employers provide 1-5 days.

Employees should inform employers as soon as possible after the loss of a loved one.

Employers may require approval and verification for bereavement leave.

Some employers may allow additional bereavement leave for close relatives.

Bereavement leave is typically granted as needed rather than accrued.

Bereavement leave does not carry over since it is granted based on necessity.

Bereavement leave is typically unpaid and not paid out upon termination.

Employers do not pay out unused bereavement leave at year-end.

Employers set the terms for bereavement leave, including duration and eligibility.

Ohio law requires employers to allow employees time off for jury duty, but it does not mandate paid leave.

Employees must inform their employer as soon as they receive a jury summons.

Employers cannot deny jury duty leave but may require documentation.

Jury duty leave is granted based on the court’s schedule, and no additional quota applies.

Jury duty leave is granted as needed and does not accrue over time.

Jury duty leave cannot be carried over as it is based on the court's schedule.

Jury duty leave is unpaid unless the employer provides compensation voluntarily.

Unused jury duty leave is not paid out at year-end.

Ohio law prohibits employers from retaliating against employees who serve on a jury.

Ohio law and the Uniformed Services Employment and Reemployment Rights Act (USERRA) provide up to 31 days of unpaid leave for active duty.

Employees must notify their employer as soon as they receive military deployment orders.

Employers cannot deny military leave but must be informed in advance.

USERRA provides additional protections for extended military service beyond state laws.

Military leave is granted as needed based on active duty orders.

Military leave does not carry over and is based on orders received.

Employers are not required to pay out unused military leave upon termination.

Military leave is unpaid and does not have a year-end payout.

Employees returning from military leave must be reinstated to their previous position or an equivalent role

Ohio law requires employers to allow employees time off to vote, but the time is unpaid unless employer policy states otherwise.

Employees must inform their employer in advance if they need time off to vote.

Employers must allow time off for voting but can determine the scheduling.

Employers may allow additional time if necessary, but only the legally required minimum must be provided.

Voting leave is granted only as needed and does not accumulate over time.

Voting leave does not carry over as it is tied to election dates.

Employers are not required to pay for unused voting leave.

Voting leave is not subject to payout at year-end.

Employers may not deduct pay, fire, or discipline employees for taking time off to vote.

Ohio does not mandate paid holiday leave, but many employers offer it voluntarily.

Employers may require advance notice for holiday leave requests.

Employers can set approval requirements for holiday leave.

Some employers provide additional floating holidays or personal leave.

Some employers offer holiday leave based on tenure or employment type.

Unused holiday leave may expire at year-end, depending on employer policy.

Employers decide whether to pay out unused holiday leave upon termination.

Employers are not obligated to pay for unused holiday leave at year-end.

Specific rules for holiday leave may include additional time off for public holidays depending on state and employer.

Ohio does not require employers to provide paid disability leave, but employees may qualify for short-term or long-term disability insurance.

Employees should notify employers as soon as possible when requesting disability leave.

Employers typically require medical documentation for disability leave.

Employers may offer extended unpaid disability leave beyond FMLA.

Disability leave is granted based on medical need and insurance eligibility.

Disability leave does not carry over between years.

Some employers may offer disability benefits beyond employment.

Unused disability leave is not paid at year-end.

Employees with disabilities may be entitled to reasonable accommodations under the Americans with Disabilities Act (ADA).