Indiana reasonable‑accommodation requirements

Coverage & definitions

The Indiana Civil Rights Law (IC 22-9-1) applies to employers with six or more employees, below the federal ADA threshold of 15. Indiana has also enacted a separate disability discrimination provision enforced by the same commission. Charges are filed with the Indiana Civil Rights Commission within 180 days.

Reasonable‑accommodation duties

Employers must provide reasonable accommodations to qualified applicants and employees with disabilities, unless doing so would cause undue hardship. Typical workplace adjustments include modified work schedules, physical accessibility improvements, job restructuring, or adaptive equipment. Accommodations are evaluated individually, based on the unique needs of the employee and job requirements.

Notice, documentation & the interactive process

Employers must engage in an individualized, good-faith discussion (the interactive process) after receiving an accommodation request. Although Indiana law does not establish separate timelines, employers should respond promptly—ideally within a few business days—to open the process, request any necessary documentation, and assess possible solutions. Employers may ask for medical documentation if the disability or need for accommodation is not obvious, but should avoid unnecessary or intrusive questions.

Pregnancy: the federal overlay. Indiana has no state statute requiring accommodation of pregnancy, childbirth or related conditions (a 2021 law requires employers with 15 or more employees to respond to a pregnancy accommodation request within a reasonable time, but does not require granting it), so the federal Pregnant Workers Fairness Act (in effect since June 27, 2023) governs for employers with 15 or more employees.

It requires reasonable accommodation of known limitations related to pregnancy, childbirth or related medical conditions unless undue hardship, and a condition need not rise to the level of a disability. The EEOC’s rule treats four accommodations as almost never an undue hardship and bars any documentation demand for them:

• Carrying water and drinking as needed.
• Additional restroom breaks.
• Sitting or standing as needed.
• Breaks to eat and drink.

Documentation may be sought only when reasonable under the circumstances, may not be required in a specific form or from a specific provider, and may not be used to delay the accommodation. An employer may not require leave where another accommodation is available. The PUMP Act separately requires break time and a private non-bathroom space for expressing milk at virtually every employer. See the federal guide for full detail.

Enforcement & penalties

Employees may file complaints alleging disability discrimination (including failure to accommodate) with the Indiana Civil Rights Commission (ICRC) or directly with the U.S. Equal Employment Opportunity Commission (EEOC). If the ICRC finds probable cause, it may order remedies such as reinstatement, back pay, or other damages. Employers found in violation may be subject to additional court-ordered penalties and mandated policy changes.

How Disclo simplifies Indiana accommodation compliance

Managing accommodation requests under the Indiana Civil Rights Law (IC 22-9-1) can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.

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• Automated reminders guard against missed response windows.
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Practical tips for employers

• Apply the six-employee state threshold rather than the ADA's 15.
• Designate a clear contact point (such as HR) for accommodation requests.
• Respond quickly—even an acknowledgment within a few days helps maintain trust.
• Document every step: requests, communications, meetings, and the rationale for each decision.
• Train supervisors on disability etiquette, privacy, and their role in the interactive process.

This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.