Indiana reasonable‑accommodation requirements

Coverage & definitions

In Indiana, reasonable-accommodation obligations for employees with disabilities closely mirror the federal requirements set by the Americans with Disabilities Act (ADA), rather than any enhanced state-specific standard. The Indiana Civil Rights Law (IC 22-9-1) applies to employers with six or more employees. Under this law, “disability” references both physical and mental impairments that substantially limit major life activities, consistent with ADA definitions. Both public and private employers, labor organizations, and employment agencies are covered. For further guidance, refer to Indiana Code 22-9-1.

Reasonable‑accommodation duties

Indiana employers must align with the ADA's baseline obligations—there are no broader requirements under state law. This means employers are expected to 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.

Interactive process & timelines

The ADA—and by extension, Indiana—requires employers to 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. Delays or failure to communicate may increase legal risk.

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 to prevent future discrimination.

How Disclo simplifies Indiana accommodation compliance

Managing accommodation requests under ADA baseline – no broader state-specific requirement can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.

Disclo centralizes every case in one dashboard:

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

• Designate a clear contact point (such as HR) for accommodation requests, so employees know where to turn.
• Respond quickly—even an acknowledgment within a few days can help maintain trust and mitigate potential frustrations.
• Document every step: record requests, communications, meetings, and the rationale for each decision in case of future audits or disputes.
• Train supervisors and managers on disability etiquette, privacy, and their role in the interactive process.
• Avoid common pitfalls like denying requests without exploring alternatives, or making medical inquiries not directly related to the accommodation.
• Regularly review and update your accommodation policies to match current law and workplace needs.