Wrongful Termination in Indiana
Reviewed by DocDraft Legal Team - Indiana - Last updated November 12, 2026
Wrongful termination in Indiana is narrow, because Indiana courts recognize only limited public-policy exceptions to at-will employment. Discrimination complaints under the Indiana Civil Rights Law go to the Indiana Civil Rights Commission and must be filed within 180 days of the discriminatory act, against employers with 6 or more employees. After a probable-cause finding, a state claim reaches court only if both the complainant and the employer agree in writing to have it decided there. Final wages are due at the regular payday for the pay period in which the separation occurred.
Find out where you stand in Indiana
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What counts as wrongful termination in Indiana?
Indiana employment is at-will, and Indiana courts recognize only limited public-policy exceptions to that rule. A firing is also wrongful when it breaks a statute, such as the Indiana Civil Rights Law, or a contract, so match the facts to a specific law or contract term.
Where do you file a discrimination complaint in Indiana, and by when?
File with the Indiana Civil Rights Commission within 180 days of the discriminatory act, if your employer has 6 or more employees. EEOC charges are due within 300 days from the date of harm (15+ employees), or 180 days for age (20+).
Can an Indiana civil rights claim go to court?
After the Commission finds probable cause, a respondent or complainant may elect to have those claims decided in a civil action, but both must agree in writing to have the claims decided in a court of law (IC 22-9-1-16). Otherwise the Commission decides them. Confirm any deadline that applies before it passes.
When is your final paycheck due after being fired in Indiana?
When employment ends, the unpaid wages become due and payable at the regular pay day for the pay period in which the separation occurred (IC 22-2-9-2(a)). If it is late, put your request in writing, keep a copy with your pay stubs and records of your hours, and note the date you asked.
Indiana wrongful termination rules
Indiana keeps most state discrimination claims at the agency. Complaints to the Indiana Civil Rights Commission must be filed within 180 days of the discriminatory act, against employers with 6 or more employees, and after a probable-cause finding a claim moves to court only if both the respondent and the complainant agree in writing to have it decided in a court of law. The federal deadline also has an Indiana twist: the EEOC's Indianapolis office gives 300 days for most charges against employers with 15 or more employees, but 180 days for age discrimination charges (20 or more employees). Indiana courts recognize only limited public-policy exceptions to at-will employment, and a safety-retaliation complaint to the Commissioner of Labor is due within thirty calendar days after the violation. Final wages are due at the regular pay day for the pay period in which the separation occurred.
Relevant Laws
Indiana Civil Rights Commission: employment complaints
Complaints must be filed within 180 days of the discriminatory act.
IC 22-9-1-16 and 22-9-1-17 (election of court)
Both the respondent and the complainant must agree in writing to have the claims decided in a court of law.
IC 22-2-9-2 (final wages)
Unpaid wages become due at the regular pay day for the pay period in which separation occurred.
EEOC Indianapolis timeliness
300 days for employers with 15 or more employees in Indiana; 180 days for age charges (20 or more employees).
Regional Variances
Indiana wrongful termination rules
At-will status
At-will, with only limited recognized exceptions.
Recognized exceptions
Limited public-policy exceptions, statutory claims, and contract claims.
State agency and law
Indiana Civil Rights Commission; Indiana Civil Rights Law, IC 22-9-1.
Agency filing deadline
Within 180 days of the discriminatory act (Indiana Civil Rights Commission).
EEOC charge deadline
300 days from the date of harm (EEOC Indianapolis office), for employers with 15 or more employees; age charges (20 or more employees): 180 days.
Employer size covered
6 or more employees (IC 22-9-1-3).
Whistleblower and retaliation law
Occupational safety retaliation: complaint to the Commissioner of Labor within thirty calendar days after the violation (IC 22-8-1.1-38.1(b)).
Deadline to sue
After a probable-cause finding, court only if both the complainant and the respondent agree in writing; otherwise the Commission decides (IC 22-9-1-16, 22-9-1-17).
Final paycheck
At the regular pay day for the pay period in which the separation occurred (IC 22-2-9-2(a)).
Suggested Compliance Checklist
Request your final pay in writing
If unpaid by the regular pay day days after startingIndiana makes unpaid wages due at the regular pay day for the pay period in which you were separated. If they are late, send a written request for the exact amount owed.
Save records and write a timeline
Within days of the firing days after startingKeep the termination notice, messages, pay stubs and a dated timeline, with witness names.
File with the Civil Rights Commission
180 days (state); EEOC 300 or 180 (age) days after startingFor employers with 6 or more employees, file within 180 days of the act. An EEOC charge (15 or more employees) is due within 300 days, or 180 days for age (20 or more).
Decide on court or the Commission
After the Commission's findings days after startingAfter a probable-cause finding, a state claim goes to court only if both sides agree in writing; otherwise the Commission decides it.
Send a demand letter or review a settlement
Before signing any release days after startingA demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available.
| Task | Description | Document | Days after starting |
|---|---|---|---|
| Request your final pay in writing | Indiana makes unpaid wages due at the regular pay day for the pay period in which you were separated. If they are late, send a written request for the exact amount owed. | final-paycheck-demand-letter | If unpaid by the regular pay day |
| Save records and write a timeline | Keep the termination notice, messages, pay stubs and a dated timeline, with witness names. | - | Within days of the firing |
| File with the Civil Rights Commission | For employers with 6 or more employees, file within 180 days of the act. An EEOC charge (15 or more employees) is due within 300 days, or 180 days for age (20 or more). | - | 180 days (state); EEOC 300 or 180 (age) |
| Decide on court or the Commission | After a probable-cause finding, a state claim goes to court only if both sides agree in writing; otherwise the Commission decides it. | - | After the Commission's findings |
| Send a demand letter or review a settlement | A demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available. | demand-letter | Before signing any release |
Frequently Asked Questions
Other Indiana guides
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Adverse Possession in Indiana: Control, Intent, Notice, Duration, and the Tax Bill
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Dealing With Debt Collectors in Indiana (2026)
Delinquent Property Taxes in Indiana: A Court Order, a Certificate Sale, and One Year at 110 or 115 Percent
Expunging a Criminal Record in Indiana (2026)
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