The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
- In addition to federal laws, Ohio employers must comply with various state and local antidiscrimination laws, including Ohio's Fair Employment Practice Law. See Disability Discrimination in Ohio.
- The Ohio Fair Employment Practices Act (OFEP) applies to state and local government agencies, to private employers that employ four or more employees within Ohio, to employment agencies, personnel placement services and labor organizations and to any person acting directly or indirectly in the interest of an employer. See The Ohio Fair Employment Practices Act.
- Ohio law prohibits discrimination against individuals with a disability in all aspects of employment. In addition, Ohio law prohibits employers from eliciting information regarding an applicant's disability unless certain exceptions apply. See Prohibited Actions.
- Several Ohio counties and cities have enacted ordinances prohibiting discrimination in employment that are broader than Ohio's Fair Employment Practice Law, Title VII, and the ADA. See Local Ordinances.
- Ohio's Public Works Discrimination Law, prohibits state government contractors from discriminating against employees based on disability and other protected categories. See Public Works Discrimination Law.
- Female employees affected by pregnancy, childbirth, or related medical conditions must be treated the same for all employment-related purposes, including receipt of benefits under fringe benefit programs, as other persons similar in their ability or inability to work. See Pregnancy Disability Leave.
- On October 17, 2012, Senate Bill 383 was introduced to the Ohio Senate. This employer friendly bill hopes to bring Ohio civil rights laws, that relate to employment, more in line with federal and other states' antidiscrimination laws. See Future Developments.