Indiana employment rules for employers

Indiana's minimum wage is $7.25 per hour for employers of 2 or more employees. (State Minimum Wage Laws (U.S. DOL Wage and Hour Division table, updated July 1, 2026))

“Indiana Applicable to employers of 2 or more employees Basic Minimum Rate (per hour): $7.25”

“Both the federal and Indiana state minimum wage increased from $6.55 per hour to $7.25 per hour, effective July 24, 2009.”

dol.gov · in.gov

No state meal break requirement for adult employees in private employment in Indiana; Indiana's break rules apply to minors only. (Minimum Length of Meal Period Required under State Law for Adult Employees in Private Sector (U.S. DOL WHD table, January 1, 2023))

“1/ The following 35 jurisdictions also have separate provisions requiring meal periods specifically for minors (when minors are covered by two provisions, employer must observe the higher standard): Alabama, Alaska, California, Colorado, Delaware, Florida, Hawaii, Illinois, Indiana, Iowa, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Nebraska, Nevada, New Hampshire, New Jersey, New York, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, Utah, Virginia, Washington, West Virginia, Wisconsin, Guam, and Puerto Rico.”

“In general, Indiana law does not require employers to provide adult employees lunch breaks or other breaks.”

dol.gov · faqs.in.gov

No state rest break requirement for adult employees in private employment in Indiana. (Minimum Paid Rest Period Requirements Under State Law for Adult Employees in Private Sector (U.S. DOL WHD table, January 1, 2023))

“1 States not listed do not require paid rest periods.”

“In general, Indiana law does not require employers to provide adult employees lunch breaks or other breaks.”

dol.gov · faqs.in.gov

Indiana recognizes only a narrow public policy exception: an employee fired for exercising a clear statutory right (Frampton, workers' compensation) or for refusing to commit an illegal act for which the employee would be personally liable (McClanahan) has a wrongful discharge claim. (Farr v. St. Francis Hospital & Health Centers, No. 1:06-cv-00779-SEB-JMS (S.D. Ind. Sept. 26, 2007), citing Montgomery v. Bd. of Trustees of Purdue Univ., 849 N.E.2d 1120, 1128 (Ind. 2006))

“The public policy exception to the at-will doctrine can be “generalized to the proposition that an employee who has been fired for exercising a statutory right or refusing to violate the law has a claim for wrongful discharge.””

““On rare occasions,” Indiana Courts have recognized “narrow exceptions” to the at-will doctrine.”

govinfo.gov · govinfo.gov

Indiana does not recognize a duty of good faith and fair dealing owed by an employer to an at-will employee. (Farr v. St. Francis Hospital & Health Centers, No. 1:06-cv-00779-SEB-JMS (S.D. Ind. Sept. 26, 2007), quoting Hamblen v. Danners, Inc., 478 N.E.2d 926, 929 (Ind. Ct. App. 1985))

“(“Indiana does not recognize that a duty of good faith and fair dealing is owed by an employer to an employee at will.”)”

“In addition, Farr’s state law claims were properly dismissed. He claims the employee handbook gave him the right to be treated fairly, but that he wasn’t—in breach of the covenant of fair dealing. Indiana, however, adheres to the employment-at-will doctrine, and Farr was an at-will employee.”

govinfo.gov · govinfo.gov