Indiana Labor Law Posters: State, Federal, and Placement Rules

Indiana labor law posters are the state and federal workplace notices every employer in the state must display where employees can read them. Most private businesses in Indiana need at least six state posters and five to six federal posters, all available at no cost from government websites. The exact list depends on how many people you employ and what industry you’re in.

Indiana State Posters You Have to Display

Six state-issued notices cover the ground for most Indiana employers.

Indiana Minimum Wage. A single-page notice showing the current state minimum wage (currently $7.25 per hour, matching the federal rate), basic employee rights, and Indiana Department of Labor contact information.¹
IOSHA Safety and Health. The Indiana Occupational Safety and Health Act poster explaining the right to safe conditions and the process for filing hazard complaints with the Department of Labor.²
Workers’ Compensation. A notice telling employees they’re covered, including the name, address, and phone number of your workers’ comp insurance carrier (or the person handling claims if you’re self-insured).³
Unemployment Insurance. Information about unemployment benefits and how to file a claim, from the Indiana Department of Workforce Development.⁴
Equal Opportunity Is the Law. The Indiana-specific anti-discrimination notice, also from the Department of Workforce Development.⁴
Youth Employment Restrictions. Required if you employ anyone under 18. The poster lists the maximum hours minors can work by age, with different rules for 14- and 15-year-olds and for 16- and 17-year-olds, plus nighttime limits.⁵

Federal Posters You Also Have to Display

Federal posting rules layer on top of Indiana’s. Some apply to almost every private employer; others turn on with headcount or contract status.

Posters for Nearly Every Private Employer

Fair Labor Standards Act. Federal minimum wage, overtime, and child labor rules.⁶
OSHA “Job Safety and Health: It’s the Law.” Indiana runs its own state plan through IOSHA, so you post the federal OSHA notice and the state IOSHA notice.⁷
Employee Polygraph Protection Act. Required in a spot visible to current employees and job applicants.⁸
USERRA. A notice of reemployment rights after military service. Physical posting works; the notice can also be delivered by email or mail.⁹

Posters Triggered by Headcount

The EEOC’s “Know Your Rights” poster applies once you have 15 or more employees, and 20 or more for age discrimination coverage. It covers protections based on race, sex, disability, religion, national origin, age, and genetic information, among other categories.¹⁰

The Family and Medical Leave Act poster kicks in at 50 or more employees in 20 or more workweeks during the current or previous calendar year. Once you’re covered, the notice has to go up at every location, even those where no employee currently qualifies for leave.¹¹¹²

Two boundary cases worth flagging: employers of migrant or seasonal agricultural workers have an additional posting requirement under MSPA, and federal contractors face further obligations, including a notice about employee rights under federal labor laws that must be printed at 11 by 17 inches.¹³

Where the Posters Have to Go

State and federal rules use the same standard: a conspicuous place where employees can readily see the notices. Break rooms, spots near time clocks, main employee entrances, and existing announcement boards all work. If an employee has to open a drawer or ask a manager to see a poster, the placement fails.

Legibility counts. OSHA’s federal poster has to be reproduced at 8½ by 14 inches minimum with 10-point type.¹³ Other federal posters don’t set exact dimensions but still have to be readable, so a dim hallway or a spot blocked by a vending machine won’t pass. Secure everything with tape, tacks, or frames so nothing curls, falls, or gets covered up.

The EEO poster carries an additional accessibility requirement under the ADA: it has to be reachable by applicants and employees with mobility disabilities.¹⁰ If your main posting area is up a flight of stairs, put a second set somewhere accessible.

The Blanks You Have to Fill In

The workers’ compensation poster is the one most Indiana employers get wrong. Under IC 22-3-2-22, the notice has to carry the name, address, and phone number of your workers’ comp insurance carrier, or the person handling claims if you’re self-insured.³ A blank workers’ comp poster defeats the purpose, because an injured worker can’t tell where to direct a claim.

Update the posted notice immediately whenever you switch insurance carriers or change claims administrators. It’s easy to overlook this during a routine policy renewal, and it’s the kind of thing a state inspector will catch.

Where to Download Indiana Labor Law Posters for Free

Every required notice is free from an official source.

For state-specific posters, the Indiana Department of Labor publishes downloadable PDFs covering the IOSHA poster, minimum wage notice, and youth employment restrictions.⁵ The Indiana Department of Workforce Development handles the unemployment insurance and equal opportunity posters.⁴

Federal notices are on the U.S. Department of Labor’s poster page,¹⁴ and the “Know Your Rights” poster is on the EEOC’s site.¹⁰

Third-party vendors sell all-in-one kits and subscription services, typically $30 to $70 per year. They’re convenient but not necessary, and they sometimes lag behind regulatory updates or include notices that don’t apply to your business. Downloading directly from government sites guarantees you have the current version.

Remote Employees and Electronic Posting

The U.S. Department of Labor allows electronic posting to replace physical posters only when all three of these conditions are met:

All employees work exclusively remotely, with no one coming into a physical office.
All employees customarily receive company information through electronic means.
All employees have readily available access to the electronic posting at all times.

The third point is stricter than it sounds. If an employee has to request access to a shared drive to view the posters, that doesn’t count as readily available. The notices need to live on an intranet or shared platform every worker can reach at any time without asking permission.¹³

Hybrid workforces get no shortcut. You still need physical posters at the office, and the DOL recommends providing electronic access as well so remote workers are covered. Emailing a PDF once during onboarding does not satisfy ongoing posting requirements.

Multilingual Workforces

If your workforce includes employees who aren’t proficient in English, you have to provide notices in the languages those employees speak.⁷ The Indiana Department of Labor publishes a Spanish version of the IOSHA poster, and the U.S. Department of Labor offers many federal posters in multiple languages.⁵ Translated posters go up alongside the English versions, not as replacements. The obligation isn’t limited to Spanish. The practical test is whether your employees can actually understand what the notice says.

What Noncompliance Costs

Penalties vary sharply depending on which notice is missing.

Failing to display the OSHA “Job Safety and Health” poster can carry a penalty of up to $16,550 per violation, the steepest posting fine most employers face.¹⁵
The EEO “Know Your Rights” poster carries a penalty of up to $698 per violation, adjusted annually for inflation.¹⁰
Willful refusal to post the FMLA notice can trigger a civil penalty of up to $100 per offense from the Wage and Hour Division.⁷
The FLSA minimum wage poster carries no specific federal fine, but missing it weakens your position in a wage dispute.⁷
The Secretary of Labor can assess civil penalties for employers who fail to display the EPPA notice.⁷

Direct fines aren’t the only exposure. If an employee files a wage claim or discrimination complaint, missing the relevant poster undercuts any defense that the worker should have known about internal complaint procedures or filing deadlines.

Keeping Posters Current

Posting requirements shift when laws are amended, minimum wages adjust, or federal agencies update their notices. The EEOC revised its poster in 2023, and OSHA adjusts its penalty figures annually. When a new version comes out, the old one no longer meets the requirement.

Check the Indiana Department of Labor and U.S. Department of Labor poster pages at least once a year, ideally in January when many federal adjustments take effect. If you use a commercial poster service, verify that your subscription includes automatic replacement mailings rather than just email alerts. Bookmark the official download pages and compare what’s on your wall to what’s currently online.

1
Indiana General Assembly. Indiana Code Title 22, Article 2, Chapter 2, Section 22-2-2-8
2
Indiana Department of Labor. Indiana Occupational Safety and Health Act Poster
3
Indiana General Assembly. Indiana Code Title 22, Article 3, Chapter 2, Section 22-3-2-22
4
Indiana Department of Workforce Development. Required Employer Posters
5
Indiana Department of Labor. Indiana Department of Labor Posters and Publications
6
U.S. Department of Labor. Fair Labor Standards Act Minimum Wage Poster
7
U.S. Department of Labor. Workplace Posters
8
U.S. Department of Labor. Employee Polygraph Protection Act Poster
9
U.S. Department of Labor. Your Rights Under USERRA Poster
10
U.S. Equal Employment Opportunity Commission. Know Your Rights Workplace Discrimination Is Illegal Poster
11
U.S. Department of Labor. Fact Sheet 28D – Employer Notification Requirements Under the Family and Medical Leave Act
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U.S. Department of Labor. Family and Medical Leave Act Poster
13
U.S. Department of Labor. Posters – Frequently Asked Questions
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U.S. Department of Labor. Workplace Posters
15
Occupational Safety and Health Administration. OSHA Penalties