Indiana offer letter for employers
An offer letter confirms the job, pay, start date and employment terms in writing. Here is what changes when the employee works in Indiana.
Indiana rules that affect this form
| Minimum wage | $7.25 per hour (federal minimum applies) |
|---|---|
| Overtime | No daily overtime. Time and a half after 40 hours in a workweek (state law mirrors the FLSA). |
| Paid sick leave | No statewide mandate, and state law bars local governments from requiring paid leave beyond state or federal law. |
| Other rules to know | Local preemption: cities and counties cannot require benefits, leave or working conditions beyond state or federal law (Ind. Code 22-2-16-3). Unpaid wage claims can bring liquidated damages of up to twice the unpaid wages, plus attorney's fees, if the employer did not act in good faith. Verify |
What to include
- Job title, manager, start date and work location (or remote status)
- Pay rate and pay frequency, and whether the role is exempt or non-exempt from overtime
- At-will employment statement (where at-will applies) so the letter is not read as a contract
- Contingencies such as a background check or Form I-9 verification
- Benefits summary and when eligibility starts, including any paid sick leave the state requires
- A clear accept-by date and signature line
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Frequently asked questions
Is there an official Indiana offer letter form?
Indiana does not publish one required offer letter for private employers. Use a clear template and make sure it reflects the Indiana rules on this page.
What is the minimum wage in Indiana in 2026?
$7.25 per hour (federal minimum applies), effective July 24, 2009. Indiana's minimum wage equals the federal $7.25 and covers employers of 2+ employees. No increase is scheduled. Workers under 20 may be paid $4.25 for their first 90 days.
Is paid sick leave required in Indiana?
No statewide mandate, and state law bars local governments from requiring paid leave beyond state or federal law.
Other Indiana forms
Offer Letter by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.