The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.

Authors: Stuart R. Buttrick, Susan W. Kline and Ryann E. Ricchio, Faegre Baker Daniels LLP

Summary

  • The Indiana Civil Rights Law prohibits the same types of discrimination as federal law but applies to public employers and private employers with six or more employees. See Indiana Antidiscrimination Laws.
  • Unlawful employment discrimination includes conditioning hiring, upgrading, promotion, tenure, demotion, transfer, layoff, termination, and rehiring decisions on a protected characteristic. See Discriminatory Practices.
  • Employers may discriminate on the basis of sex when sex in a bona fide occupational qualification. See Sex Discrimination.
  • Religious organizations are exempt from Indiana's definition of employer for purposes of the state's antidiscrimination laws. See Religious Discrimination.
  • The Indiana Employment Discrimination Against Disabled Persons Act requires employers to provide reasonable accommodations to qualified individuals with a disability. See Disability Under the Indiana Employment Discrimination Against Disabled Persons Act.
  • Employers must administer employment and medical tests in a manner that does not discriminate against individuals with disabilities. See Disability Under the Indiana Employment Discrimination Against Disabled Persons Act.
  • Indiana's Age Discrimination Act prohibits discrimination against employees between the ages of 40 and 75. See Age Discrimination.
  • Indiana has detailed administrative proceedings for discrimination complaints. See Administrative Proceedings.
  • Some Indiana cities have enacted ordinances that provide greater protection than the state's antidiscrimination laws. For example, some cities protect against discrimination based on gender identity, sexual orientation, military service or veteran status, and familial status. See City Ordinances.
  • Employers cannot discriminate against job applicants or employees for off-duty tobacco use. See Smokers' Rights.
  • Employers cannot discriminate against job applicants or employees based on lawful firearm possession. See Discrimination Based on Lawful Firearm Possession.