Indiana Labor Laws – Wage and Hour
Indiana’s current minimum wage is $7.25.
For more information on Indiana’s minimum wage laws, visit our Indiana Minimum Wage Laws page, which includes topics such as minimum wage, tip minimum wage, tip sharing and pooling, and subminimum wages.
Related topic covered on other pages include:
Indiana labor laws require employers to pay employees overtime at a rate of 1½ time their regular rate when they work more than 40 hours in a workweek, unless otherwise exempt. IN Minimum Wage Notice; Ind. Code 22-2-2-4(k).. See FLSA: Overtime for more information regarding overtime requirements.
Meals and Breaks
Indiana labor laws require employers to provide either one or two rest periods totaling thirty (30) minutes to employees under the age of eighteen (18) if scheduled to work six (6) or more consecutive hours. Ind. Code 20-33-3-30.
Indiana does not have any laws requiring an employer to provide a meal period or breaks to employees eighteen (18) years of age or older, thus the federal rule applies. The federal rule does not require an employer to provide either a meal (lunch) period or breaks. However, if an employer chooses to do so, breaks, usually of the type lasting less than twenty (20) minutes, must be paid. Meal or lunch periods (usually thirty (30) minutes or more) do not need to be paid, so long as the employee is free to do as they wish during the meal or lunch period. DOL: Breaks and Meal Periods.
Information about Indiana vacation leave laws may now be found on our Indiana Leave Laws page.
Information about Indiana sick leave laws may now be found on our Indiana Leave Laws page.
Information about Indiana holiday leave laws may now be found on our Indiana Leave Laws page.
Jury Duty Leave
Information about Indiana jury duty leave laws may now be found on our Indiana Leave Laws page.
Information about Indiana voting leave laws may now be found on our Indiana Leave Laws page.
Indiana labor laws do not require employers to provide employees with severance pay. If an employer chooses to provide severance benefits, it must comply with the terms of its established policy or employment contract.