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Ohio Board of Nursing Proposes Rule Changes for Nurses

Client Alert
January 14, 2026

On Monday, January 12, 2026, the Ohio Board of Nursing released a package of proposed changes to the Ohio Administrative Code.  While most of the rules had no proposed changes or merely proofreading changes, there was one rule change that will be of significant interest to our LPN, RN, and APRN clients.

Ohio Board of Nursing Proposed Rule Changes - a medical professional's arm holding a stethescope.

OAC 4723-14-01 sets forth definitions related to continuing education (CE) requirements.  There are two proposed changes that Ohio nurses should be watching. 

First, under Section (E), the definition for “Category A” credits would be adjusted to allow for CE credits that may be offered by an approved organization that is not headquartered in Ohio.  This may expand a nurse’s CE opportunities. 

Second, under Section (U), the “Reporting Period” definition would be adjusted.  LPNs, RNs, and APRNs would now have a reporting period of July 1 – June 30 in odd numbered years.  (The current reporting period is November through October.)  If this change is adopted, nurses will want to be aware, so that they don’t miss any deadlines. 

As a reminder, proposed changes to the Ohio Administrative Code trigger a public hearing.  As such, If you or your organization wish to submit comments or give testimony on any of the proposed rules discussed herein, please note that there is a hearing scheduled for February 13, 2026.

If you would like assistance with laws governing Ohio’s nurses or in preparing comments on potential regulatory changes, please contact BMD Health Law Group member, Jeana Singleton at jmsingleton@bmdllc.com or 330-253-2001. 

 

Ohio Board of NursingHealthcareHealth Law
Client Alert

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Supreme Court Eliminates Higher Burden for Majority-Group Plaintiffs in Title VII Claims

June 11, 2025In Ames v. Ohio Department of Youth Services, the U.S. Supreme Court unanimously ruled that all Title VII plaintiffs, whether from majority or minority groups, must meet the same evidentiary standard. The decision eliminates the “background circumstances rule” and reinforces equal treatment in workplace discrimination claims.
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