Indiana
Verified February 2026Indiana Civil Rights Law
Ind. Code §§ 22-9-1-1 to 22-9-1-18
Indiana does not have a state-level family or medical leave law that supplements the federal FMLA. For most employees, the right to unpaid, job-protected leave for serious health conditions or caregiving relies entirely on the federal Family and Medical Leave Act. To qualify, you must work for an employer with 50+ employees and have worked at least 12 months and 1,250 hours.
Indiana provides broader anti-discrimination protection than federal law through the Indiana Civil Rights Law (ICRL). The ICRL covers employers with 6 or more employees, well below the federal ADA threshold of 15. This means more Indiana workers have state-level protections against disability discrimination, including the right to reasonable accommodations. The Indiana Civil Rights Commission (ICRC) enforces the law and investigates complaints.
Indiana does not mandate paid sick leave at the state level, and the legislature has preempted local governments from enacting their own paid leave ordinances. Workers' compensation in Indiana covers mental health injuries that result from physical workplace injuries, but standalone mental-mental claims (psychological injury without physical injury) are generally not compensable.
Even without a state leave law, Indiana workers benefit from a solid anti-discrimination framework with a lower employer threshold than federal law. The combination of the Indiana Civil Rights Law, federal FMLA, and the ADA creates a safety net for workers facing health conditions or disabilities, especially those at smaller employers.
Employer Size
6+ employees
Leave Duration
N/A (no state leave law)
Paid Leave
Unpaid (job-protected)
Leave: Indiana does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.
Anti-Discrimination: The Indiana Civil Rights Law (ICRL) covers employers with 6 or more employees, lower than the federal ADA threshold of 15. It is enforced by the Indiana Civil Rights Commission.
Additional Protections
1. Request FMLA Leave (Federal)
Since Indiana has no state leave law, eligible employees follow federal FMLA procedures:
- Notify your employer at least 30 days in advance for foreseeable leave.
- If leave is unforeseeable, notify as soon as possible (usually same or next business day).
- Follow your employer’s usual notice procedures for requesting leave.
- Provide medical certification if requested (usually within 15 days).
2. File a Disability Discrimination Complaint
- Verify your employer has 6+ employees and the incident is within 180 days.
- File a complaint with the Indiana Civil Rights Commission online, by mail, or in person.
- ICRC will investigate the complaint and attempt conciliation if it finds probable cause.
- If conciliation fails, ICRC may hold a hearing or the complainant may file a civil action in court.
Note: Filing with ICRC automatically cross-files with the federal EEOC through a work-sharing agreement.
Important Deadlines
- 30 days - FMLA advance notice for foreseeable leave
- 180 days - Deadline to file a discrimination complaint with the Indiana Civil Rights Commission
- 300 days - Deadline to file with the federal EEOC (extended because ICRC exists as a local agency)
- 30 days - Workers' comp injury must be reported to employer
- 2 years - Statute of limitations for workers' compensation claims
Official Resources
Frequently Asked Questions
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