{"id":138032,"date":"2024-07-18T19:29:43","date_gmt":"2024-07-18T17:29:43","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=138032"},"modified":"2025-01-07T21:02:11","modified_gmt":"2025-01-07T19:02:11","slug":"indiana-minimum-wage","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/indiana-minimum-wage\/","title":{"rendered":"What Is the Indiana Minimum Wage?"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Indiana follows <\/span><b>at-will employment and right-to-work laws<\/b><span style=\"font-weight: 400;\"> and sets regulations for <\/span><b>minimum wages, overtime pay, and tipped employees<\/b><span style=\"font-weight: 400;\">. As an employer, it\u2019s important to understand these regulations to ensure compliance with state and federal laws. This includes complying with the <\/span><b>Indiana minimum wage<\/b><span style=\"font-weight: 400;\"> and ensuring that employees receive proper compensation for all hours worked, including overtime.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, what does this involve, exactly? What is the <\/span><b>Indiana minimum wage<\/b><span style=\"font-weight: 400;\">? And what are the rules for <\/span><b>overtime <\/b><span style=\"font-weight: 400;\">and <\/span><b>tips <\/b><span style=\"font-weight: 400;\">in Indiana?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s find out.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In today\u2019s post, we will explore <\/span><b>everything you need to know about the Indiana minimum wage<\/b><span style=\"font-weight: 400;\"> to help you <\/span><b>maintain compliance<\/b><span style=\"font-weight: 400;\"> and support <\/span><b>fair labor practices <\/b><span style=\"font-weight: 400;\">within your organization.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#History\">History of the U.S. Minimum Wage<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Rates\">Indiana Minimum Wage: Current Rates<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Exemptions\">Are There Any Exemptions to the Indiana Minimum Wage?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Who\">Who Enforces the Indiana Minimum Wage?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Laws\">What Other Indiana Labor Laws Are There?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Best\">Best Practices for Employer Wage Law Compliance<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Factorial\">How Factorial Can Help Your Business<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/payroll\"><span style=\"font-weight: 400;\">Centralize payroll management and get ahead<\/span><\/a>\ud83d\ude80<\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.co.uk\/request-demo\"><img decoding=\"async\" class=\"aligncenter wp-image-130408 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"865\" height=\"297\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 865px) 100vw, 865px\" \/><\/a><\/p>\n<h2><b><a name=\"History\"><\/a>History of the U.S. Minimum Wage<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">According to a 2019 study by the <\/span><a href=\"https:\/\/www.epi.org\/publication\/top-charts-2019\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Economic Policy Institute<\/span><\/a><span style=\"font-weight: 400;\">, the <\/span><b>value of the federal minimum wage<\/b><span style=\"font-weight: 400;\"> has <\/span><b>dropped 17%<\/b><span style=\"font-weight: 400;\"> in the past ten years, and <\/span><b>31%<\/b><span style=\"font-weight: 400;\"> since <\/span><b>1968<\/b><span style=\"font-weight: 400;\">. A big factor contributing to this decline is that the national minimum wage has not gone up since<\/span><b> 2009<\/b><span style=\"font-weight: 400;\">, representing the <\/span><b>longest period in U.S. history without an increase<\/b><span style=\"font-weight: 400;\">, despite the rising cost of living.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Before we explore the Indiana minimum wage, let\u2019s take a look at the <\/span><b>history of the U.S. minimum wage<\/b><span style=\"font-weight: 400;\"> to help us understand the broader context and the impact of <\/span><b>prolonged stagnations<\/b><span style=\"font-weight: 400;\"> like this on workers and employers.\u00a0<\/span><\/p>\n<h3><b>Key Milestones in the History of the U.S. Minimum Wage<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1938<\/b><span style=\"font-weight: 400;\">: Fair Labor Standards Act (FLSA) established the first federal minimum wage of $0.25 per hour, providing a baseline income for workers and laying the groundwork for future labor standards.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1950<\/b><span style=\"font-weight: 400;\">: Minimum wage increased to $0.75 per hour, reflecting post-war economic growth and an improvement in living standards.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1968<\/b><span style=\"font-weight: 400;\">: Minimum wage reached its highest value at $1.60 per hour, adjusted for inflation. This increase ensured wages kept up with productivity and the cost of living, reducing poverty significantly.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1981<\/b><span style=\"font-weight: 400;\">: Minimum wage set at $3.35 per hour, remaining unchanged for almost a decade, amidst economic challenges. This wage stagnation led to a decrease in purchasing power and an increase in income inequality.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>1997<\/b><span style=\"font-weight: 400;\">: Increase to $5.15 per hour, part of a series of raises during the Clinton administration. This increase represented a boost in income for low-wage workers but still lagged behind inflation and cost of living increases.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>2009<\/b><span style=\"font-weight: 400;\">: Final increase to $7.25 per hour, where it has remained until now, despite rising living costs. This is the longest period in U.S. history without an increase, significantly eroding the real value of the minimum wage. There are currently no plans to increase the federal minimum wage.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Rates\"><\/a>Indiana Minimum Wage: Current Rates<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Most Indiana employers and employees are covered by the <\/span><b>minimum wage and overtime provisions<\/b><span style=\"font-weight: 400;\"> of the federal <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">. However, those not covered under federal law may still be covered by the <\/span><a href=\"https:\/\/www.in.gov\/dol\/files\/Minimum-Wage-Law.pdf\"><b>Indiana Minimum Wage Law<\/b><\/a><span style=\"font-weight: 400;\">. Additional protections in Indiana include <\/span><b>payment frequency<\/b><span style=\"font-weight: 400;\"> requirements and mandates for <\/span><b>final wages<\/b><span style=\"font-weight: 400;\">, as we will see later in this post.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to the Indiana Minimum Wage Law,<\/span><b> the state minimum wage is aligned with the federal minimum wage<\/b><span style=\"font-weight: 400;\">, currently set at <\/span><b>$7.25 per hour<\/b><span style=\"font-weight: 400;\">. This applies to employers with two or more employees. Essentially, this means that employers must pay employees <\/span><b>at least the minimum wage for all hours worked<\/b><span style=\"font-weight: 400;\">. Employers must also pay employees <\/span><b>1.5 times their regular rate of pay<\/b><span style=\"font-weight: 400;\"> when employees work <\/span><b>more than forty (40) hours during a work week<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Certain categories of workers are <\/span><b>exempt from this limit<\/b><span style=\"font-weight: 400;\">, including <\/span><b>tipped employees, students, and young workers<\/b><span style=\"font-weight: 400;\">. More on this below.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, the <\/span><b>last increase<\/b><span style=\"font-weight: 400;\"> to the Indiana minimum wage was in <\/span><b>2009<\/b><span style=\"font-weight: 400;\">, when it increased from $5.15 per hour. The Indiana minimum wage has <\/span><b>not increased since then<\/b><span style=\"font-weight: 400;\">, and there are <\/span><b>no plans to increase it beyond the federal standard<\/b><span style=\"font-weight: 400;\"> any time soon, despite various <\/span><b>proposals and discussions<\/b><span style=\"font-weight: 400;\"> within the state legislature.<\/span><\/p>\n<h3><b>Municipal Minimum Wage Ordinances<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A growing number of cities and counties have also implemented their own <\/span><b>local minimum wage limits<\/b><span style=\"font-weight: 400;\">, often higher than both state and federal minimum wage rates. These <\/span><b>municipal-level minimum wages <\/b><span style=\"font-weight: 400;\">reflect the unique economic circumstances of specific localities. Examples include <\/span><b>Seattle <\/b>($20.76 per hour)<span style=\"font-weight: 400;\">, <\/span><b>San Fransisco\u2019s municipal minimum wage rate<\/b><span style=\"font-weight: 400;\"> which is currently set at <\/span><b>$18.67 per hour<\/b><span style=\"font-weight: 400;\">, and <\/span><b>New York City<\/b> ($16.50 per hour).<\/p>\n<p><span style=\"font-weight: 400;\">Unfortunately, <\/span><b>Indiana state does not currently have any municipal minimum wage ordinances<\/b><span style=\"font-weight: 400;\">. This means that cities, towns, and counties within Indiana cannot set minimum wages that differ from the state or federal minimum wage. As a result, the minimum wage <\/span><b>throughout the entire state <\/b><span style=\"font-weight: 400;\">is aligned with the federal minimum wage of <\/span><b>$7.25 per hour<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Exemptions\"><\/a>Are There Any Exemptions to the Indiana Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">While the Indiana minimum wage applies to <\/span><b>most workers over the age of 18<\/b><span style=\"font-weight: 400;\"> who are employed by a <\/span><b>business with two or more employees<\/b><span style=\"font-weight: 400;\">, there are certain <\/span><b>exemptions <\/b><span style=\"font-weight: 400;\">that you need to be aware of.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, there are <\/span><b>three notable exemptions to the Indiana minimum wage<\/b><span style=\"font-weight: 400;\">: tipped workers, students, and workers under 20.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s an <\/span><b>overview <\/b><span style=\"font-weight: 400;\">of these exemptions:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tipped employees<\/b><span style=\"font-weight: 400;\">. You can pay tipped employees a reduced rate of $2.13 per hour if their tips bring their total earnings to at least $7.25 per hour. If they don\u2019t, then you must cover the tip deficit.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Student workers<\/b><span style=\"font-weight: 400;\">. You can pay full-time college or high school students 85% of the Indiana minimum wage provided those students are enrolled in a work-study program or work 20 hours (or less) per week. In this instance, the minimum wage would currently equal $6.16.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Young workers<\/b><span style=\"font-weight: 400;\">. In line with federal minimum wage requirements, you can pay employees under 20 a reduced rate of $4.25 per hour during the first 90 days of employment. After 90 days, you must pay them the full Indiana minimum wage.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Who\"><\/a>Who Enforces the Indiana Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The Indiana minimum wage and all other wage laws in the state are enforced by the <\/span><a href=\"https:\/\/www.in.gov\/dol\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Indiana Department of Labor (IDOL)<\/span><\/a><span style=\"font-weight: 400;\">, specifically the <\/span><b>Wage and Hour Division<\/b><span style=\"font-weight: 400;\">. IDOL is tasked with ensuring compliance with <\/span><b>minimum wage laws, overtime pay, child labor laws, and the timely payment of wages<\/b><span style=\"font-weight: 400;\">. The department is also responsible for investigating all employee <\/span><b>wage complaints and disputes<\/b><span style=\"font-weight: 400;\"> and conducting all <\/span><b>audits of employer records<\/b><span style=\"font-weight: 400;\">. Finally, IDOL also provides employers and employees with <\/span><b>resources, guidance and support<\/b><span style=\"font-weight: 400;\"> regarding their <\/span><b>rights and responsibilities under Indiana wage laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Laws\"><\/a>What Other Indiana Labor Laws Are There?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">On top of the Indiana minimum wage, the state has a number of <\/span><b>additional labor laws<\/b><span style=\"font-weight: 400;\"> that employers need to understand as these can have an<\/span><b> impact<\/b><span style=\"font-weight: 400;\"> on an <\/span><b>employee\u2019s wages<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s explore these <\/span><b>additional Indiana wage laws<\/b><span style=\"font-weight: 400;\"> in a bit more detail so you can make sure your <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-handbook\/\"><span style=\"font-weight: 400;\">employee handbook<\/span><\/a><span style=\"font-weight: 400;\"> meets all requirements.<\/span><\/p>\n<h3><b>Right-to-Work Law<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Indiana is one of the few states in the country that <\/span><b>prohibits the negotiation of collective bargaining agreements between public employers and employee unions<\/b><span style=\"font-weight: 400;\">. However, public employees still have the right to organize and join employee associations. This is known as Indiana\u2019s \u201c<\/span><b>Right-to-Work<\/b><span style=\"font-weight: 400;\">\u201d law, which <\/span><b>prohibits the use of union membership<\/b><span style=\"font-weight: 400;\"> (or non-membership) as a <\/span><b>condition for getting hired<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Time Tracking and Record-Keeping<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Indiana follows <\/span><b>federal guidelines for time tracking and recordkeeping<\/b><span style=\"font-weight: 400;\">, in line with the <\/span><b>FLSA<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, under the FLSA, employers must maintain <\/span><b>accurate records <\/b><span style=\"font-weight: 400;\">of all <\/span><b>hours worked <\/b><span style=\"font-weight: 400;\">and <\/span><b>wages paid<\/b><span style=\"font-weight: 400;\"> to employees.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These records <\/span><b>must include<\/b><span style=\"font-weight: 400;\"> the following information.<\/span><\/p>\n<p><b>Employee information:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Full name and Social Security number.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Address, including zip code.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Birth date, if younger than 19.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Sex and occupation.<\/span><\/li>\n<\/ul>\n<p><b>Work hours and pay:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Time and day of the week when the employee\u2019s workweek begins.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hours worked each day.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Total hours worked each workweek.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The basis on which you pay an employee&#8217;s wages (e.g., &#8220;$9 per hour&#8221;).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Regular hourly pay rate.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Total daily or weekly straight-time earnings.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Total overtime earnings for the workweek.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">All additions to or deductions from the employee&#8217;s wages.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Total wages paid each pay period.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Date of payment and the pay period covered by the payment.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A record of all employee start and end times, meal breaks, and any other periods of absence.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These records must be kept for <\/span><b>at least three years<\/b><span style=\"font-weight: 400;\">. They must also be accessible for <\/span><b>inspection<\/b><span style=\"font-weight: 400;\"> by the U.S. Department of Labor\u2019s <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Wage and Hour Division<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The best way to keep track of all this information is by using an <\/span><b>electronic or manual time-tracking system<\/b><span style=\"font-weight: 400;\"> to accurately record each employee\u2019s work hours. More on this below.<\/span><\/p>\n<h3><b>Family &amp; Medical Leave<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Indiana does not have its own <\/span><b>state-specific Family and Medical Leave Act (FMLA)<\/b><span style=\"font-weight: 400;\">. Instead, employees in Indiana are covered under the federal <\/span><a href=\"https:\/\/factorialhr.com\/blog\/family-and-medical-leave-act-fmla-missouri\/?variant=original\"><span style=\"font-weight: 400;\">Family and Medical Leave Act (FMLA)<\/span><\/a><span style=\"font-weight: 400;\">. Under this federal Act, eligible employees are entitled to up to <\/span><b>12 weeks of unpaid, job-protected leave per year<\/b><span style=\"font-weight: 400;\"> while maintaining their <\/span><b>health insurance coverage<\/b><span style=\"font-weight: 400;\">. This law covers all government agencies, elementary and secondary schools, and companies with 50 or more employees. FMLA covers a wide range of situations, including <\/span><b>illness, childbirth, adoption, and military or family circumstances<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Payment of Wages<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers in Indiana must <\/span><b>pay employees on regular paydays<\/b><span style=\"font-weight: 400;\">. This must be done on a semi-monthly or <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-biweekly-pay\/\"><span style=\"font-weight: 400;\">biweekly<\/span><\/a><span style=\"font-weight: 400;\"> basis. Paydays must be <\/span><b>specified in advance<\/b><span style=\"font-weight: 400;\">, and employers must provide<\/span><b> written notice of any changes to pay schedules<\/b><span style=\"font-weight: 400;\">. The state also mandates that <\/span><b>final wages<\/b><span style=\"font-weight: 400;\"> must be paid by the <\/span><b>next scheduled payday<\/b><span style=\"font-weight: 400;\"> when an employee is terminated or resigns.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, employers must provide employees with a <\/span><b>statement of hours worked and wages paid<\/b><span style=\"font-weight: 400;\"> (a <\/span><b>pay stub<\/b><span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If an employee believes that their employer has <\/span><b>violated any of these rights<\/b><span style=\"font-weight: 400;\">, they can <\/span><b>file a complaint<\/b><span style=\"font-weight: 400;\"> with the Wage and Hour Division.<\/span><\/p>\n<h3><b>Wage Deductions<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">According to Indiana law, you cannot make <\/span><b>deductions from an employee&#8217;s wages<\/b><span style=\"font-weight: 400;\"> without written consent, unless classified as a <\/span><b>permitted deduction<\/b><span style=\"font-weight: 400;\">. Permitted deductions include those required by law (such as <\/span><b>federal and state taxes<\/b><span style=\"font-weight: 400;\">) or those voluntarily authorized by the employee (such as <\/span><b>union dues, insurance premiums, loan repayments and charitable contributions<\/b><span style=\"font-weight: 400;\">).<\/span><\/p>\n<h3><b>Overtime<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Indiana adheres to the <\/span><b>federal overtime regulations<\/b><span style=\"font-weight: 400;\"> set by the <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">. Specifically, <\/span><b>Indiana overtime law<\/b><span style=\"font-weight: 400;\"> requires that non-exempt employees receive overtime pay equal to <\/span><b>1.5 times their regular hourly pay<\/b><span style=\"font-weight: 400;\"> for any hours worked over 40 in a week (overtime). These hours must be <\/span><b>tracked and recorded<\/b><span style=\"font-weight: 400;\"> and they must be <\/span><b>stored <\/b><span style=\"font-weight: 400;\">for a period of <\/span><b>at least three years<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Indiana does not have <\/span><b>additional state-specific overtime laws<\/b><span style=\"font-weight: 400;\"> beyond those stipulated by the FLSA.<\/span><\/p>\n<h3><b>Meal and Rest Breaks<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Indiana\u2019s employment laws include <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-federal-employee-break-laws\/\"><span style=\"font-weight: 400;\">federal guidelines for work breaks<\/span><\/a><span style=\"font-weight: 400;\">, ensuring employees have time to <\/span><b>rest and recharge<\/b><span style=\"font-weight: 400;\"> during their shifts.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s what you need to know:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Meal breaks<\/b><span style=\"font-weight: 400;\">. Indiana does not require employers to provide meal breaks for adult workers. However, employees under the age of 16 must receive a 30-minute break for every 5 consecutive hours of work.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Short breaks<\/b><span style=\"font-weight: 400;\">. Indiana law also does not mandate short rest breaks (typically 5 to 20 minutes). However, federal standards encourage employers to offer these breaks. When provided, employers must compensate these short durations as work time.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Health and safety<\/b><span style=\"font-weight: 400;\">. Finally, for certain industries, such as those involving continuous operations or heavy machinery, breaks may be regulated by specific health and safety requirements (including <\/span><a href=\"https:\/\/factorialhr.com\/blog\/working-hours-limit\/\"><span style=\"font-weight: 400;\">working hours limits<\/span><\/a><span style=\"font-weight: 400;\">) to prevent accidents and ensure worker wellbeing.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employers in Indiana should ideally adopt break policies that <\/span><b>exceed minimum requirements<\/b><span style=\"font-weight: 400;\"> to promote a<\/span><b> positive work environment <\/b><span style=\"font-weight: 400;\">and increase <\/span><b>employee satisfaction<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>Equal Pay<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, Indiana does not have a <\/span><b>state-specific equal pay act<\/b><span style=\"font-weight: 400;\">. Instead, it relies on federal laws to address <\/span><b>pay discrimination<\/b><span style=\"font-weight: 400;\"> issues. The primary federal law governing <\/span><a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-day\/\"><span style=\"font-weight: 400;\">equal pay<\/span><\/a><span style=\"font-weight: 400;\"> is the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-act\/\"><span style=\"font-weight: 400;\">Equal Pay Act<\/span><\/a><span style=\"font-weight: 400;\"> of 1963, which also aims to ensure that all employees receive <\/span><b>equal pay for equal work<\/b><span style=\"font-weight: 400;\"> (also known as <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pay-parity\/\"><span style=\"font-weight: 400;\">pay parity<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, according to the Equal Pay Act, all employees have a right to <\/span><b>pay equity and protection against sex-based compensation discrimination<\/b><span style=\"font-weight: 400;\">. This means that if multiple individuals are performing <\/span><b>substantially equal jobs that require similar levels of skill, effort, and responsibility, and under similar working conditions<\/b><span style=\"font-weight: 400;\">, then you must pay them the <\/span><b>same wage or salary, regardless of gender<\/b><span style=\"font-weight: 400;\">. All forms of pay are covered by this law, including salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and additional <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fringe-benefits-examples\/\"><span style=\"font-weight: 400;\">fringe benefits<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h2><b><a name=\"Best\"><\/a>Best Practices for Employer Wage Law Compliance<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And that\u2019s pretty much <\/span><b>everything you need to know about the Indiana minimum wage<\/b><span style=\"font-weight: 400;\"> and the state&#8217;s <\/span><b>additional wage laws<\/b><span style=\"font-weight: 400;\">. All that\u2019s left now is to make sure that<\/span><b> your business meets the legal requirements of these laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With this in mind, we\u2019ve put together a handy list of <\/span><b>essential tips and best practices<\/b><span style=\"font-weight: 400;\"> to help you protect your business from potential <\/span><b>non-compliance fines and penalties<\/b><span style=\"font-weight: 400;\">. And if legal compliance doesn\u2019t get you jumping out of your seat, keep in mind that these practices will also help you foster a <\/span><b>positive and compliant work environment<\/b><span style=\"font-weight: 400;\"> for your employees. That way, you can <\/span><b>attract and retain top talent<\/b><span style=\"font-weight: 400;\">, <\/span><b>boost employee morale<\/b><span style=\"font-weight: 400;\">, and <\/span><b>enhance overall productivity and workplace harmony<\/b><span style=\"font-weight: 400;\">!<\/span><\/p>\n<h3><b>Understand the Minimum Wage<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">As an employer in Indiana, it\u2019s crucial to stay updated on the current minimum wage rates. These can <\/span><b>vary based on employee status (but not location)<\/b><span style=\"font-weight: 400;\">. Familiarize yourself with the minimum wage requirements for your specific industry to ensure you\u2019re paying your employees the correct amount.<\/span><\/p>\n<h3><b>Implement Accurate Payroll Practices<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Maintain <\/span><b>accurate and up-to-date payroll records<\/b><span style=\"font-weight: 400;\"> so that your payroll calculations are always processed correctly. Regularly <\/span><b>review your payroll records<\/b><span style=\"font-weight: 400;\"> to identify any inconsistencies or errors. Use <\/span><a href=\"https:\/\/factorialhr.com\/blog\/best-payroll-software\/\"><span style=\"font-weight: 400;\">payroll software<\/span><\/a><span style=\"font-weight: 400;\"> to streamline payroll processes and minimize errors. You should also create a <\/span><a href=\"https:\/\/factorialhr.com\/blog\/payroll-checklist\/\"><span style=\"font-weight: 400;\">payroll checklist<\/span><\/a><span style=\"font-weight: 400;\"> to keep you on track during each payroll cycle. That way, you won\u2019t miss any important steps, such as <\/span><b>verifying employee hours, ensuring correct pay rates and calculating <\/b><a href=\"https:\/\/factorialhr.com\/blog\/comprehensive-guide-to-employer-payroll-taxes\/\"><b>payroll tax deductions<\/b><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Classify Employees Correctly<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Properly classify employees as either <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><span style=\"font-weight: 400;\">exempt or non-exempt<\/span><\/a><span style=\"font-weight: 400;\"> under the minimum wage regulations. This classification determines whether you must offer <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> to an employee who works extra hours. Carefully <\/span><b>review the duties and responsibilities of each employee<\/b><span style=\"font-weight: 400;\"> to determine their <\/span><b>exempt or non-exempt status<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Track Overtime Hours<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Accurately <\/span><b>track overtime hours<\/b><span style=\"font-weight: 400;\"> worked by non-exempt employees. Implement a system for employees to report overtime hours, such as using <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-card-calculator\/\"><b>timesheets<\/b><\/a><b> or electronic timekeeping systems<\/b><span style=\"font-weight: 400;\">. Make sure you calculate and pay overtime at the correct rate.<\/span><\/p>\n<h3><b>Provide Meal and Rest Breaks<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers must provide non-exempt employees with <\/span><b>meal and rest breaks<\/b><span style=\"font-weight: 400;\">. Make sure employees have access to <\/span><b>designated break areas<\/b><span style=\"font-weight: 400;\"> and take <\/span><b>mandated breaks<\/b><span style=\"font-weight: 400;\"> throughout their workday.<\/span><\/p>\n<h3><b>Maintain Accurate Records<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, it&#8217;s important to <\/span><b>maintain accurate and up-to-date records of all employee work hours and wages<\/b><span style=\"font-weight: 400;\">. In addition, r<\/span><span style=\"font-weight: 400;\">egular <\/span><b>internal and external audits<\/b><span style=\"font-weight: 400;\"> can help you <\/span><b>identify and fix mistakes<\/b><span style=\"font-weight: 400;\"> so that everything runs smoothly and compliantly.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Using <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">employee record management software<\/span><\/a><span style=\"font-weight: 400;\"> can make this easier. These systems help you maintain <\/span><b>accurate and reliable records<\/b><span style=\"font-weight: 400;\"> so that you can focus on other important parts of your business while staying compliant with Indiana wage law.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.com\/payroll\"><img decoding=\"async\" class=\"aligncenter wp-image-125685 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png\" alt=\"payroll software\" width=\"917\" height=\"315\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-768x263.png 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner.png 900w\" sizes=\"(max-width: 917px) 100vw, 917px\" \/><\/a><\/p>\n<h2><b><a name=\"Factorial\"><\/a>How Factorial Can Help Your Business<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Ensuring <\/span><b>compliance with Indiana wage laws<\/b><span style=\"font-weight: 400;\"> is crucial for employers to avoid potential penalties and legal disputes. Factorial can help you navigate the complexities of Indiana\u2019s employment guidelines and <\/span><b>streamline your entire payroll process<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Automated payroll calculations<\/b><span style=\"font-weight: 400;\">. Firstly, Factorial\u2019s automated payroll system eliminates manual calculations, reducing the risk of errors and ensuring accurate compensation for all employees. It automatically factors in Indiana minimum wage requirements, overtime pay, holiday pay, and other relevant regulations to ensure compliance with Indiana wage laws.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Real-time tracking<\/b><span style=\"font-weight: 400;\">. Secondly, Factorial\u2019s time tracking feature enables real-time monitoring of working hours, including overtime. This allows you to maintain and generate <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">accurate records and reports<\/span><\/a><span style=\"font-weight: 400;\"> and identify and address any issues promptly, ensuring compliance with overtime and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\"><span style=\"font-weight: 400;\">time-tracking requirements<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>On-demand pay<\/b><span style=\"font-weight: 400;\">. Thirdly, Factorial\u2019s on-demand pay feature allows employees to access their earned wages between pay periods, providing them with financial flexibility and enhancing employee satisfaction.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Secure payroll processing<\/b><span style=\"font-weight: 400;\">. In addition, Factorial employs robust payroll security measures to safeguard sensitive employee data.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Comprehensive payroll reporting<\/b><span style=\"font-weight: 400;\">. Finally, Factorial generates detailed payroll reports, providing valuable insights into employee compensation, overtime trends, and overall payroll expenses.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">By leveraging <\/span><a href=\"https:\/\/factorialhr.com\/payroll\"><b>Factorial\u2019s comprehensive payroll solution<\/b><\/a><span style=\"font-weight: 400;\">, employers can <\/span><b>effectively manage payroll<\/b><span style=\"font-weight: 400;\">, comply with Indiana wage laws, and ensure that their employees are compensated in line with Indiana minimum wage rates, fostering a <\/span><b>positive and compliant work environment for all<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Indiana follows at-will employment and right-to-work laws and sets regulations for minimum wages, overtime pay, and tipped employees. As an employer, it\u2019s important to understand these regulations to ensure compliance with state and federal laws. This includes complying with the Indiana minimum wage and ensuring that employees receive proper compensation for all hours worked, including<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/indiana-minimum-wage\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":138426,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-138032","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"payroll"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What Is the Indiana Minimum Wage? | Factorial<\/title>\n<meta name=\"description\" content=\"Indiana minimum wage: Guide for employers. 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Originally from Wales, she studied Spanish and French at the University of Swansea before moving to Barcelona where she lived and worked for 12 years. She has since relocated back to Wales where she continues to build her business, working with clients in Spain and the UK.\u00a0 Cat is the founder of\u00a0The Content CAT: Content And Translation, providing content development and translation services to her clients. She specializes in corporate blogs, articles of interest, ghostwriting, and translation (SP\/FR\/CA into EN), collaborating with a range of companies from a variety of business sectors. 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