Is Indiana an at-will employment state?

Yes, Indiana is an at-will employment state, meaning employers can generally terminate employees for any lawful reason. However, Indiana recognizes exceptions for discrimination, retaliation, and public policy violations.

What is the EEOC filing deadline in Indiana?

Indiana is an EEOC deferral state, so the filing deadline for most federal discrimination charges is extended to 300 days from the date of the alleged violation.

What is the minimum wage in Indiana?

The minimum wage in Indiana is $7.25 (federal).

What is the main employment discrimination law in Indiana?

IN Civil Rights Law (Ind. Code §§ 22-9-1-1 to 22-9-1-18) is Indiana's primary employment protection law. It covers employers with 6+ employees and protects against discrimination based on race, religion, color, sex, disability, and more.

Indiana Employment Law

Indiana Civil Rights Law covers employers with 6+ employees. Does not include sexual orientation or gender identity. Age protection caps at 75.

At-Will

Yes

Right-to-Work

Yes

EEOC Deferral

300 days

Min. Wage

$7.25

Indiana State Laws (6)

IN Civil Rights Law

Ind. Code §§ 22-9-1-1 to 22-9-1-18

180 days

6+ employees

The Indiana Civil Rights Law prohibits employment discrimination based on race, religion, color, sex, disability, national origin, ancestry, age (40 to 75), and veteran status. The Act applies to employers with six or more employees and requires complaints to be filed within 180 days of the discriminatory act. Notably, Indiana does NOT include sexual orientation or gender identity as protected classes, and its age discrimination protection is capped at 75, unlike the federal ADEA which has no upper age limit.

Protected Classes

racereligioncolorsexdisabilitynational originancestryage (40-75)veteran status

Key Provisions

✓Prohibits discrimination based on race, religion, color, sex, disability, national origin, ancestry, age (40-75), and veteran status
✓Does NOT protect sexual orientation or gender identity
✓Age discrimination protection applies only between ages 40 and 75
✓Administered by the Indiana Civil Rights Commission which investigates complaints
✓Covers hiring, firing, promotions, compensation, and all terms and conditions of employment

Remedies

Back payReinstatementCompensatory damagesCease-and-desist ordersAttorney fees and costsInjunctive relief

File with: Indiana Civil Rights Commission (ICRC)180 days from the discriminatory act

IN Blacklisting Service Letter

Ind. Code § 22-5-3-1, § 22-5-3-2

730 days

1+ employees

Prohibits employers from preventing or attempting to prevent a discharged employee from obtaining other employment. Requires employers to provide written reason for discharge upon request (the "service letter").

Key Provisions

✓Prohibits employers from preventing or attempting to prevent a discharged employee from obtaining other employment. Requires employers to provide written reason for discharge upon request (the "service letter").

Remedies

Civil damagestreble damagesattorney fees

File with: Civil court2 years

IN Workers Compensation Retaliation

Frampton v. Central Indiana Gas Co., 297 N.E.2d 425 (Ind. 1973)

730 days

1+ employees

Common-law public-policy tort recognizing wrongful discharge for filing workers' compensation claim. Indiana's narrow public-policy exception to at-will employment.

Protected Classes

workplace_safety

Key Provisions

✓Common-law public-policy tort recognizing wrongful discharge for filing workers' compensation claim. Indiana's narrow public-policy exception to at-will employment.

Remedies

Compensatory damagespunitive damageslost wages

File with: State court2 years (tort)

IN Minimum Wage of

Ind. Code § 22-2-2-1 et seq.

730 days

2+ employees

Sets state minimum wage at $7.25/hour (matches federal). Applies to employers with 2+ employees. Includes overtime requirement at 1.5x for hours over 40/week. Excludes employers covered by FLSA.

Protected Classes

minimum_wageovertime

Key Provisions

✓Sets state minimum wage at $7.25/hour (matches federal). Applies to employers with 2+ employees. Includes overtime requirement at 1.5x for hours over 40/week. Excludes employers covered by FLSA.

Remedies

Unpaid wagesliquidated damagesattorney fees

File with: Indiana Department of Labor2 years (3 for willful)

IN Wage Claims

Ind. Code § 22-2-9-1 et seq.

730 days

1+ employees

Companion to Wage Payment Statute; covers involuntarily separated employees (terminated/laid off). Requires wage claims to be filed with the Indiana Department of Labor before private suit. Same treble damages structure.

Protected Classes

minimum_wage

Key Provisions

✓Companion to Wage Payment Statute; covers involuntarily separated employees (terminated/laid off). Requires wage claims to be filed with the Indiana Department of Labor before private suit. Same treble damages structure.

Remedies

Unpaid wagesliquidated damages up to 2xattorney fees

File with: Indiana Department of Labor2 years

IN Wage Payment

Ind. Code § 22-2-5-1 et seq.

730 days

1+ employees

Requires payment of wages at least semi-monthly within 10 business days of pay period end. Voluntarily separated employees must be paid by next regular payday. Treble damages plus attorney fees for unpaid wages.

Protected Classes

minimum_wage

Key Provisions

✓Requires payment of wages at least semi-monthly within 10 business days of pay period end. Voluntarily separated employees must be paid by next regular payday. Treble damages plus attorney fees for unpaid wages.

Remedies

Unpaid wagesliquidated damages up to 2x (treble damages total)reasonable attorney feescosts

File with: Indiana Department of Labor / private suit2 years (most claims); 10 years for written contract

Federal Laws That Apply in Indiana

These federal statutes protect workers nationwide, including in Indiana. As a deferral state, the EEOC filing deadline is extended to 300 days for most claims.

Title VII15+ employees

Section 19811+ employees

WARN Act100+ employees

— days

Rehabilitation Act1+ employees

300 days

SOX Section 8061+ employees

180 days

INA Section 1324b4+ employees

180 days

Check which laws apply to your situation in Indiana

Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.

Check My Rights

This information is provided for educational purposes only and does not constitute legal advice.Indiana laws are subject to legislative changes. Consult a qualified employment attorney in Indiana for advice about your specific situation. Last reviewed: March 2026.