The first quarter of 2026 is already coming to a close, and before we know it, we will be celebrating the Fourth of July and dusting off our Halloween decorations. Each year brings new regulations that reshape how organizations manage their workforce and address compliance obligations. Below are three regulations enacted late last year that should already be in place for applicable employers; overlooking these laws could result in violations that carry significant penalties and legal risk.

First is the statewide Ohio Mini-WARN Act, which requires Ohio businesses to provide detailed notices to all employees whose employment is being eliminated as part of a company-wide mass layoff. It mirrors the federal Worker Adjustment and Retraining Notification (WARN) Act and is designed to protect workers from sudden large-scale employment losses. More specifically, the Ohio Mini-WARN Act requires 60 days’ written notice for employers with 100 or more employees and applies when the business is closing an entire work site or laying off more than 50 employees at a single work site within a 30-day period. The Act also includes specific requirements for the written notice and other particulars which employers should consult legal counsel about.

The next two laws apply more locally for employers in the Cleveland/Cuyahoga County area. The Cuyahoga County’s Creating a Respectful and Open World for Natural Hair (CROWN) Act protects private employees from discrimination based on hairstyles associated with race or national origin. The Cuyahoga County Human Rights Commission will handle the investigation, adjudication, and imposition of civil penalties against employers who allegedly discriminate against an employee for their natural hairstyle. Employers should review their dress code and grooming policies to ensure compliance.

Employers in the area should also be familiar with Cleveland’s Pay Transparency Act and, if they have not already, train their hiring managers and Human Resources personnel on the Act’s requirements. The Pay Transparency Act requires employers with 15 or more employees to list an accurate salary range for each job posting. Employers are prohibited from inquiring about an applicant’s salary history or failing to hire an applicant because they refuse to disclose their salary history. Cleveland employers should therefore remove any questions related to salary history in current job postings to ensure compliance with the Pay Transparency Act.

For more information about the Ohio Mini-WARN Act, the Cuyahoga County’s CROWN Act, and/or the city of Cleveland’s Pay Transparency Act, please contact Masallay Komrabai-Kanu or any other Workplace Solutions attorney.

This publication is intended for general information purposes only and does not and is not intended to constitute legal advice. The reader should consult with legal counsel to determine how laws or decisions discussed herein apply to the reader's specific circumstances.