Ohio vs Texas: Business Hiring Cost Comparison (2026)
A $60K employee costs $65,337 in Ohio and $65,337 in Texas. Texas saves $0/year per hire.
Texas is $0 per year cheaper than Ohio for a $60,000 employee in 2026, with total employer costs of $65,337 vs $65,337 including all mandatory payroll taxes.
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At a $60,000 salary
Texas saves $0/employee/year
$65,337 in Ohio vs $65,337 in Texas
Ohio
$65,337
1.09x salary
Texas
$65,337
1.09x salary
Cost Breakdown Comparison
Based on $60,000 annual salary
| Cost Component | OH | TX | Diff |
|---|---|---|---|
| Base Salary | $60,000 | $60,000 | — |
| Social Security (6.2%) | $3,720 | $3,720 | — |
| Medicare (1.45%) | $870 | $870 | — |
| FUTA (0.6%) | $42 | $42 | — |
| SUTA (State Unemployment) | $117 | $135 | -$18 |
| Workers' Compensation | $588 | $570 | +$18 |
| Total Employer Cost | $65,337 | $65,337 | $0 |
Tax Rate Comparison
| Rate | Ohio | Texas |
|---|---|---|
| SUTA Rate Range | 0.1% – 6.5% | 0.32% – 6.31% |
| SUTA Typical Rate | 1.3% | 1.5% |
| SUTA Wage Base | $9,000 | $9,000 |
| Workers' Comp Rate | 0.98% | 0.95% |
| State Income Tax | Yes | No |
What This Means for Employers
For a business hiring at a $60,000 salary, choosing Texas over Ohio saves $0 per employee per year in employer-side payroll costs alone. For a team of 10, that's $0 annually — enough to fund an additional hire or significantly offset operating costs.
The biggest difference comes from workers' compensation rates — Ohio charges 0.98% of payroll vs Texas's 0.95%. Workers' comp rates vary by industry within each state, so high-risk industries (construction, manufacturing) will see larger absolute dollar differences. Federal taxes — Social Security (6.2%), Medicare (1.45%), and FUTA (0.6%) — are identical in both states and account for the majority of employer tax burden.
These numbers reflect employer-side costs only and don't include benefits, overhead, or the employee's own tax burden. Use the interactive Employee Cost Calculator to model different salary levels and benefits packages.
Choosing Between Ohio and Texas?
Cost alone favors Texas: At a $60K salary, you save $0 per employee — a real number that compounds across a growing team. At 20 employees, that's $0/year before factoring in any raises.
When Ohio might still make sense: If your business depends on talent concentrated in Ohio — tech workers, finance professionals, specialized trades — the labor market access may outweigh the payroll cost premium. Remote-friendly roles, however, make the $0/employee savings a strong argument for Texas-based registration.
What this comparison doesn't capture: State income tax (employee side) affects your offer competitiveness — employees in high-tax states need higher gross pay to net the same take-home. Ohio has state income tax; Texas has no state income tax. This affects what salary you need to offer to attract equivalent candidates.
State Employment Profiles
Ohio
Ohio's $9,000 SUTA wage base is among the lowest in the Midwest, and it operates a state-managed workers' compensation bureau (BWC) that provides stable — though sometimes higher — rates.
healthcare, automotive manufacturing, financial services
Ohio's Bureau of Workers' Compensation charges industry-rated premiums; employers can earn group rating discounts through industry associations, sometimes reducing rates significantly.
Texas
Texas has no state income tax, a minimal $9,000 SUTA wage base, and no paid family leave or disability insurance mandates — a primary reason it consistently ranks among the lowest employer-cost states.
energy & petrochemicals, technology (Austin/Dallas), financial services
Texas has absorbed massive corporate relocations from California (Tesla, Oracle, HP Enterprise); in Austin especially, California-level compensation expectations have followed these moves.
Employer Environment in Each State
Key factors that shape employer costs beyond the numbers above
- State income tax applies — factor into total compensation packages
- SUTA rate 1.3% (wage base $9,000) — in line with national average
- Workers' comp rate 0.98% — near national average, varies by industry classification
- No state income tax — employees keep more of their paycheck, a recruiting advantage
- SUTA rate 1.5% (wage base $9,000) — in line with national average
- Workers' comp rate 0.95% — near national average, varies by industry classification
Hiring Strategy Takeaway
The $0 per-employee cost gap at $60K salary is primarily driven by SUTA rates (OH: 1.3% vs TX: 1.5%). Texas's lack of state income tax gives it a recruiting edge — employees take home more pay for equivalent salaries. For a growing business, this difference compounds quickly — a 10-person team in Texas costs $0 less annually than the same team in Ohio, before accounting for benefits, overhead, or salary-level differences.
Explore Each State
Cost Comparison at Different Salary Levels
How the gap changes from $30K to $150K
| Salary | OH Total | TX Total | Difference |
|---|---|---|---|
| $30,000 | $32,748 | $32,757 | -$9 |
| $40,000 | $43,611 | $43,617 | -$6 |
| $50,000 | $54,474 | $54,477 | -$3 |
| $60,000 | $65,337 | $65,337 | — |
| $75,000 | $81,632 | $81,627 | +$5 |
| $100,000 | $108,789 | $108,777 | +$12 |
| $125,000 | $135,947 | $135,927 | +$20 |
| $150,000 | $163,104 | $163,077 | +$27 |
Click any amount to see the full cost breakdown for that salary and state. Amounts shown from the perspective of OH.
What About Startup Costs?
Hiring is one piece. See what it costs to actually open in these states.
Simplify Payroll in Ohio and Texas
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