Indiana Employment Law Guide — Workplace Rights & Protections
At-will employment, discrimination, wages, harassment, and retaliation protections under Indiana law.
An employment law claim — whether it involves discrimination, wage theft, wrongful termination, or retaliation — typically follows a complaint-and-investigation process before it ever reaches a courtroom. Most claims must first be filed with the EEOC or a state agency, which investigates and attempts to resolve the matter. If that does not work, the next step is litigation. The strength of your case depends heavily on documentation — what you can prove, and when you reported it.
Key Protections
Indiana's primary employment protections come from the Indiana Civil Rights Law §22-9-1-2, which prohibits workplace discrimination based on race, color, religion, sex, disability, national origin, ancestry, and status as a veteran — applies to employers with 6+ employees; adds ancestry and veteran status beyond federal categories; does not include sexual orientation or gender identity as a protected class at the state level.
At-Will Exceptions
Recognizes the public policy exception but generally does not recognize implied contract or implied covenant of good faith and fair dealing exceptions; the public policy exception is narrowly construed §22-2-1-1.
Wages and Compensation
| Indiana Law | |
|---|---|
| Minimum Wage | $7.25/hr (matches federal minimum wage; no separate state rate above federal) §22-2-2-4 |
| Overtime | No separate state overtime law; federal FLSA overtime rules apply (1.5x regular rate for hours over 40 in a workweek) §22-2-2-4 |
| Wage Payment | Employers must pay wages at least semimonthly (biweekly or semimonthly paydays); each payment must include all wages earned through a date not more than 10 business days prior to the payment date §22-2-5-1 |
| Final Paycheck | Wages are due on the next regular payday after separation, regardless of whether the employee was discharged or quit voluntarily; there is no requirement for immediate payment upon termination §22-2-5-1 |
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Frequently Asked Questions
General answers to common questions. Specific outcomes depend on your facts and timing.
If you have a deadline, court notice, or upcoming hearing, mention it when requesting assistance so timing can be evaluated promptly.
- 180 days from the alleged discriminatory act (300 days when cross-filed with EEOC)
- $7.25/hr (matches federal minimum wage; no separate state rate above federal)