What employee notices are businesses required to post?

Required Employee Notices for Businesses in Indiana

In Indiana, businesses must display specific employee notices to ensure compliance with state and federal regulations. Proper posting helps maintain workplace transparency and informs employees of their rights and employer obligations.

Key Employee Notices to Post

• Federal Minimum Wage and Overtime Notice: Display the U.S. Department of Labor’s Fair Labor Standards Act (FLSA) poster outlining minimum wage, overtime pay, and child labor laws.
• Indiana Minimum Wage Poster: Post the Indiana Department of Labor’s notice specifying the state minimum wage and any relevant wage payment rules.
• Equal Employment Opportunity (EEO) Poster: Show the federal Equal Employment Opportunity Commission (EEOC) poster to inform employees about workplace discrimination protections.
• Family and Medical Leave Act (FMLA) Poster: Required if the business has 50 or more employees, this poster explains employee rights under FMLA.
• Occupational Safety and Health Administration (OSHA) Poster: Display the OSHA “Job Safety and Health: It’s the Law” poster to communicate workplace safety rights and responsibilities.
• Unemployment Insurance Notice: Indiana employers must post information related to unemployment insurance benefits and claims procedures.
• Workers’ Compensation Notice: Post the Indiana Workers’ Compensation Board notice detailing employee rights and employer responsibilities regarding workplace injuries.
• Payday Notice: Indiana law requires employers to post information about paydays and wage payment schedules.

Operational Tips for Compliance

• Centralized Posting Location: Place all required posters in a conspicuous, accessible area where employees commonly gather, such as break rooms or near time clocks.
• Regular Updates: As of 2026, review and replace posters whenever there are updates in laws or regulations to avoid compliance gaps.
• Recordkeeping: Maintain documentation of posted notices and dates of updates as part of your compliance records.
• Digital Accessibility: Consider providing digital access to notices for remote or hybrid employees to meet operational needs.