{"id":6734,"date":"2012-05-16T22:30:00","date_gmt":"2012-05-16T22:30:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6734"},"modified":"2025-09-26T12:38:34","modified_gmt":"2025-09-26T17:38:34","slug":"indiana-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/indiana-employment-law\/","title":{"rendered":"Indiana employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\"><strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/a><\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">Indiana has some laws that provide greater protections to employees than federal law, including broader antidiscrimination coverage and emergency responder leave, but generally follows federal law with respect to topics such as the minimum wage, overtime pay and occupational safety.<\/p>\n\n\n\n<p class=\"\">Select Indiana employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must <a href=\"https:\/\/www.brightmine.com\/us\/solutions\/reduce-compliance-risk\/\">comply<\/a> with both federal and state law.<\/p>\n\n\n\n<p class=\"\">An employer must also comply with applicable municipal law obligations affecting the employment relationship, in addition to complying with state and federal requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/h2>\n\n\n\n<p class=\"\">Key Indiana requirements impacting EEO, diversity and employee relations are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices-in\">Fair employment practices<\/h3>\n\n\n\n<p class=\"\">The Indiana Civil Rights Law (ICRL), which applies to private employers that have six or more employees within the state, prohibits employers from discriminating against employees on the basis of protected characteristics such as:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race<\/li>\n\n\n\n<li class=\"\">Religion<\/li>\n\n\n\n<li class=\"\">Color<\/li>\n\n\n\n<li class=\"\">Sex<\/li>\n\n\n\n<li class=\"\">Disability<\/li>\n\n\n\n<li class=\"\">National origin<\/li>\n\n\n\n<li class=\"\">Ancestry<\/li>\n\n\n\n<li class=\"\">Veteran status<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The Indiana Employment Discrimination Against Disabled Persons Act (IEDADPA) applies to employers with 15 or more employees. The IEDADPA prohibits discrimination against qualified individuals with disabilities and requires a covered employer to provide reasonable accommodations for such individuals.<\/p>\n\n\n\n<p class=\"\">The Indiana Age Discrimination Act (IADA) applies to employers with one or more employees, but does not apply to employers that are subject to the federal Age Discrimination in Employment Act (ADEA), which covers employers with 20 or more employees. The IADA applies to individuals ages 40 to 74.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay-in\">Equal pay<\/h3>\n\n\n\n<p class=\"\">Indiana&#8217;s Minimum Wage Law prohibits pay discrimination on the basis of sex for equal work on jobs that require equal skill, effort and responsibility and that are performed under similar working conditions. An employer is permitted to base differences in pay on other legitimate, nondiscriminatory factors (e.g., seniority or merit). The law applies to employers with two or more employees and that are not covered by the federal Fair Labor Standards Act.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation-in\">Pregnancy accommodation<\/h3>\n\n\n\n<p class=\"\">An employee may request an accommodation relating to their pregnancy, childbirth or related medical conditions. An employer with 15 or more employees must respond to the employee&#8217;s request within a reasonable time. The employer is not required, however, to provide the accommodation unless existing federal or state law requires that accommodation be made.<\/p>\n\n\n\n<p class=\"\">A covered employer may not discipline, terminate or retaliate against an employee for requesting or using a pregnancy accommodation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring<\/h2>\n\n\n\n<p class=\"\">An employer may conduct criminal history checks on job applicants, but should be aware that Indiana law permits certain individuals (e.g., nonviolent offenders) to request a court to order the state police to restrict a prospective employer&#8217;s access to certain criminal records (e.g., misdemeanors, Class D felonies not resulting in injury to a person). The individual must have completed his or her sentence at least eight years earlier.<\/p>\n\n\n\n<p class=\"\">A job applicant who has successfully had access to his or her criminal records restricted may lawfully state on a job application that he or she has not been arrested or convicted with respect to the offenses contained in the restricted records.<\/p>\n\n\n\n<p class=\"\">However, Indiana law does not prohibit an employer from asking job applicants whether they have had their criminal record restricted. An employer may refuse to hire a job applicant based on the information contained in the restricted record, if it somehow comes to the employer&#8217;s attention (e.g., the police fail to withhold the information).<\/p>\n\n\n\n<p class=\"\">In addition, an individual may have prior convictions that do not involve sexual or violent crimes expunged from his or her criminal record. An employer is prohibited from refusing to hire or otherwise discriminating against an applicant with an expunged conviction or arrest record.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to make smarter, more-informed decisions?<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/us\/products\/hr-compliance-center\/\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour<\/h2>\n\n\n\n<p class=\"\">Key Indiana requirements impacting wages and hours are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage-in\">Minimum wage<\/h3>\n\n\n\n<p class=\"\">Indiana&#8217;s minimum wage rate is $7.25 per hour, the same as the federal rate. There are certain exemptions (e.g., tipped employees). Indiana&#8217;s Minimum Wage Law applies to employers that have two or more employees and that are not covered by the federal Fair Labor Standards Act.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime-in\">Overtime<\/h3>\n\n\n\n<p class=\"\">Indiana employers must pay nonexempt employees one and-one-half times the employee&#8217;s regular rate of pay for any hours worked over 40 in a workweek.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks-in\">Breastfeeding breaks<\/h3>\n\n\n\n<p class=\"\">An Indiana employer with 25 or more employees must provide breaks for employees who need to express breast milk. To the extent reasonably possible, the employer must:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Provide a private location (other than a toilet stall) where an employee can express breast milk during any period away from the employee&#8217;s assigned duties.<\/li>\n\n\n\n<li class=\"\">Provide a refrigerator or other cold storage space or allow the employee to provide her own portable cold storage device for keeping milk that has been expressed until the end of the workday.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Child labor<\/h3>\n\n\n\n<p class=\"\">Child labor laws in Indiana restrict the occupations in which minors may be employed and the number of hours and times during which they may work.<\/p>\n\n\n\n<p class=\"\">A child aged under 14 may not be employed in any occupation except as a farm laborer, domestic service worker, golf caddie or newspaper carrier.<\/p>\n\n\n\n<p class=\"\">Indiana prohibits minors between 16 and 18 years of age from working in any occupation that is dangerous to life or limb or injurious to health or morals.<\/p>\n\n\n\n<p class=\"\">Indiana restricts the times a minor under age 18 can work, which vary depending on the employee&#8217;s age. All minors who are scheduled to work six or more consecutive hours are entitled to one or two rest breaks totaling at least 30 minutes.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-benefits\">Pay and benefits<\/h2>\n\n\n\n<p class=\"\">Key Indiana requirements impacting pay and benefits are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"payment-of-wages-in\">Payment of wages<\/h3>\n\n\n\n<p class=\"\">Wages must be paid in cash or by negotiable check, draft or money order. Employees may also be paid by electronic transfer of funds to a financial institution designated by the employee.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-in\">Pay frequency<\/h3>\n\n\n\n<p class=\"\">Indiana law requires that employees be paid at least semimonthly, or biweekly if requested by the employee. Employees must be paid no later than 10 business days after the regular pay period ends.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-deductions-in\">Wage deductions<\/h3>\n\n\n\n<p class=\"\">An employer may make deductions from an employee&#8217;s wages if required by state or federal law or court order, including but not limited to child support withholding, creditor garnishments and tax levies.<\/p>\n\n\n\n<p class=\"\">Indiana allows voluntary wage assignments only in limited circumstances. Any direction given by an employee to an employer to make a wage deduction constitutes an assignment of wages. An assignment of wages is valid only if it is:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Written<\/li>\n\n\n\n<li class=\"\">Signed by the employee<\/li>\n\n\n\n<li class=\"\">Revocable at any time upon the employee&#8217;s written notice to the employer<\/li>\n\n\n\n<li class=\"\">Agreed to in writing by the employer<\/li>\n\n\n\n<li class=\"\">Delivered to the employer within 10 days after its execution<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Only certain categories of deductions are allowed, including, but not limited to:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Insurance premiums<\/li>\n\n\n\n<li class=\"\">Charitable contributions<\/li>\n\n\n\n<li class=\"\">Labor union dues<\/li>\n\n\n\n<li class=\"\">Employee contributions to a hospital service or medical expense plan<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Pay statements<\/h3>\n\n\n\n<p class=\"\">Every employer subject to Indiana&#8217;s Minimum Wage Law must furnish each employee with a pay statement each pay period showing the following:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Hours worked<\/li>\n\n\n\n<li class=\"\">Wages paid<\/li>\n\n\n\n<li class=\"\">Itemized deductions<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"time-off-leaves-absence\">Time off and leaves of absence<\/h2>\n\n\n\n<p class=\"\">Indiana has several laws relating to required time off and leaves of absence for employees. These laws include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Military family leave (covering employers with 50 or more employees)<\/li>\n\n\n\n<li class=\"\">Military leave<\/li>\n\n\n\n<li class=\"\">Civil air patrol leave<\/li>\n\n\n\n<li class=\"\">Emergency responder leave<\/li>\n\n\n\n<li class=\"\">Mobile support unit leave<\/li>\n\n\n\n<li class=\"\">Jury duty leave<\/li>\n\n\n\n<li class=\"\">Witness leave<\/li>\n\n\n\n<li class=\"\">School conference leave<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety<\/h2>\n\n\n\n<p class=\"\">Key Indiana requirements impacting health and safety are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smoke-free-workplace-in\">Smoke-free workplace<\/h3>\n\n\n\n<p class=\"\">Indiana law prohibits smoking in enclosed areas of places of employment and within eight feet of any public entrance to a place of employment. Exceptions apply.<\/p>\n\n\n\n<p class=\"\">An employer is required to inform employees of the smoking prohibition and post proper signage.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace-in\">Weapons in the workplace<\/h3>\n\n\n\n<p class=\"\">An Indiana employer may not prohibit employees from keeping a legally possessed firearm or ammunition in any of the following places in their vehicle: <\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The locked trunk<\/li>\n\n\n\n<li class=\"\">The glove compartment or otherwise out of plain sight, if the vehicle is locked<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer may prohibit an employee from carrying a firearm or ammunition elsewhere on its property.<\/p>\n\n\n\n<p class=\"\">An employer generally is prohibited from requiring an employee to disclose whether he or she owns, possesses, uses or transports a firearm or ammunition.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices-in\">Safe driving practices<\/h3>\n\n\n\n<p class=\"\">Indiana prohibits holding or using a telecommunications device while driving. However, the device may be used in conjunction with hands-free or voice operated technology or to call 911 to report a bona fide emergency. <\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit<\/h2>\n\n\n\n<p class=\"\">An Indiana employer generally must pay an employee&#8217;s final wages by the next regular payday, whether the employee voluntarily quit or was involuntarily terminated.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#recruiting-hiring\">Recruiting and hiring<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#wage-hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#pay-benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#time-off-leaves-absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#health-safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#organizational-exit\">Organizational exit<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get the full picture. Access premium content today.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide with a FREE trial of the HR &amp; Compliance Center.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?intcmp=hrcc-resources|premium-resources|button|hrcenterus-freetrial|start-your-free-trial\" style=\"border-radius:25px\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Center and stay up to date, compliant and save valuable time.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcenterus-freetrial|take-a-free-trial\" style=\"border-radius:26px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-052304f72847d668e66922a9ed6eab25 is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\" data-type=\"page\" data-id=\"8003\">The Brightmine Editorial Team<\/a><\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. 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employers<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Learn how multistate employers can navigate U.S. pay transparency laws, avoid penalties, and build compliant job postings across &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n","protected":false},"excerpt":{"rendered":"<p>This Indiana employment law overview reviews requirements employers should know if they have employees working in the state.<\/p>\n","protected":false},"author":24,"featured_media":6836,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-updateable-resources","categories":[13],"tags":[],"topic":[25,77],"class_list":["post-6734","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-hr-compliance","topic-state-compliance"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - 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