2026 UPDATED VERSION
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Indiana employee handbook

  • Includes federal, state and city-specific policies
  • Download a Indiana handbook (Word doc)
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Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.

Last updated October, 2026

Indiana Employee Handbook Overview

When developing an Indiana employee handbook, it is important to consider both state-specific and federal policies. Whether all your employees work in Indiana or just a few do, your handbook should explain the policies and rights that apply to them.

You can explore key Indiana policies, applicable federal policies, and other useful policies below.

What should be included in an Indiana employee handbook?

Every handbook should cover the federal, state, and, where applicable, local policies that fit your business. Below are Indiana-specific topics to consider for your handbook.

  • Indiana Civil Air Patrol Leave Policy: Private employers generally may not discipline employees for certain Civil Air Patrol emergency-service absences if the employees have given written notice of their membership. Protection covers an operation that began before a shift or leaving during a shift with a supervisor’s approval, subject to the law’s essential-employee exception.
  • Indiana Lactation Accommodations Policy: Indiana employers with 25 or more employees must, to the extent reasonably possible, provide a private place other than a toilet stall for expressing breast milk and either provide cold storage or allow an employee’s portable storage device. Separate federal law gives most nursing employees reasonable break time to pump. Indiana law
  • Indiana Volunteer Firefighter and Emergency Medical Services Leave: Private employers generally may not discipline qualifying volunteer firefighters or emergency medical services members for responding to an emergency call received before work, leaving work with a supervisor’s approval, or certain injury-related absences. Employees must give written notice of their volunteer status; an essential-employee exception and limits on injury-related protection apply.
  • Indiana Jury Duty Policy: Employers may not take adverse action against employees who give reasonable notice of a jury summons before appearing for service. They also may not require or request that employees use annual, vacation, or sick leave for jury service. Indiana does not generally require employers to pay wages during that time.
  • Indiana Young Worker Employment Policy: Employers hiring minors must follow the applicable age-based work-hour and hazardous-duty rules. Indiana no longer requires a meal or rest break for minors based on the length of a shift, and its state youth-employment registration portal ended July 1, 2026.
  • Indiana Military Leave Policy: Employees who perform qualifying military service have leave and reemployment rights under federal USERRA. Indiana’s separate allowance of up to 15 paid days for qualifying National Guard or reserve training applies to eligible state and local government employees.
  • Indiana Military Family Leave: At covered employers with at least 50 employees, an employee who has worked for at least 12 months and 1,500 hours in the preceding year may take up to 10 unpaid working days per calendar year for a qualifying spouse, parent, grandparent, child, or sibling called to active duty. Leave may be taken during the 30 days before orders begin, while the service member is on leave during active duty, or during the 30 days after orders end.

Federal Policies

Federal policies are another part of a useful handbook. Which requirements apply depends on your workforce and business, but these are core policies and common best practices.

Core federal policies

  • Equal Employment Opportunity and Anti-Discrimination Policy, including applicable Indiana civil rights protections
  • Anti-Harassment and Complaint Procedure
  • Family and Medical Leave Act (FMLA) Policy, if covered
  • Americans with Disabilities Act (ADA) and Reasonable Accommodation Policy
  • Military Service Leave (USERRA)
  • Wage and Hour Compliance Policy (FLSA and applicable state law)
  • At-Will Employment Notice, where appropriate
  • Additional policies for covered federal contractors, where applicable
  • Workplace Violence Prevention Policy
  • Code of Conduct Policy
  • Nursing Parents Policy
  • Conflict of Interest and Business Ethics
  • Disciplinary Procedures
  • Use of Company Property
  • Employee Classification and Pay Practices
  • Health and Safety Policy
  • Confidential Company Information
  • Open Door Policy
  • Acknowledgment of Anti-Harassment Policy
  • Use of Communication and Computer Systems
  • Workplace Searches and Inspections

Additional policies to include

  • Industry-specific policies
  • Sick Leave, Vacation Leave, and PTO Policy
  • Company Vehicles Policy
  • Punctuality and Attendance
  • Benefits
  • Working Schedule
  • Employment Records
  • Smoking
  • Overtime
  • Performance Reviews
  • Social Media Policy
  • Remote Work Policy
  • Introductory Period Policy
  • References
  • Hiring Relatives and Significant Others
  • Business Expense Reimbursement

Explore these policies in the handbook builder.

Poster Requirements

Understanding labor law poster requirements can be a bit like trying to decode a complex puzzle. You need to identify the state and federal notices that apply to your business.

Why Should I Care About Displaying Posters?

State and federal laws require employers to display applicable workplace notices where employees can see them. Missing or outdated notices can lead to enforcement problems and leave employees without important information about their rights.

What Are the Requirements for Displaying Labor Law Posters?

Display applicable posters conspicuously at each workplace where the relevant employees work. Electronic notice may also be required or permitted for remote employees, depending on the particular law. Check each notice’s instructions; some notices must also be available to job applicants.

What Labor Law Posters Do I Need to Display?

The answer depends on factors such as your workforce, industry, and benefits. Many required posters are available free from government agencies.

How to create an Indiana Employee Handbook?

An employee handbook isn’t just a formality; it’s part of a well-run company. Getting it right means more than putting words on paper. Your handbook should reflect the federal, Indiana, and local rules that apply to your employees, and it should be reviewed as those rules change.

When it comes to building a state-specific handbook, many companies hire an attorney to draft one or start with a general template and revise it themselves. Handbooks.io gives you another way to get started: answer a short survey about your company, then generate and edit a handbook that fits your needs. You can begin with a free basic handbook and choose a paid plan for Indiana-specific policies. Let’s build this thing!

Get started on building your handbook

Creating a new handbook only takes a few minutes. Get started by answering a few interactive questions about your company, such as:

  • How many employees do you have?
  • Do you have employees in multiple states?
  • Do you have an introductory period for new employees?
  • Do you offer paid holidays?
  • What is your payroll schedule?
Create your Indiana employee handbook now!