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Indiana Military Family Leave

Indiana Military Family Leave
Photo: Jeffrey Lin

Indiana’s military family leave law generally applies to employers with at least 50 employees. Under the law, employers must grant eligible employees up to 10 days of unpaid leave per calendar year during one or more of the following periods:

  • During the 30 days before active duty orders are in effect
  • During a period in which the person ordered to active duty is on leave while active duty orders are in effect
  • During the 30 days after the active duty orders are terminated

An eligible employee is an employee who:

  • Has been employed by an employer for at least 12 months;
  • Has worked at least 1,500 hours during the 12 month period immediately preceding the day the leave begins; and
  • Is the spouse, parent, grandparent, child, or sibling of a person who is ordered to active duty (full-time service on active duty orders in the U.S. Armed Forces or the National Guard for a period that exceeds 89 consecutive calendar days).

An eligible employee may elect, or an employer may require the employee, to substitute any earned paid vacation leave, personal leave, or other paid leave, except for paid medical or sick leave, available to the employee for any part of the 10 day period of military family leave.

An employee must provide at least 30 days’ notice before the date on which he or she intends to begin the leave, unless the active duty orders are issued less than 30 days before the date the requested leave is to begin. The employer may require verification of eligibility for the leave.

Upon return from leave, an employee generally must be restored to the position held before the leave or an equivalent position with equivalent seniority, pay, benefits, and other terms and conditions of employment.

For more information on Indiana's military family leave law, please click here.

Note: The state laws summaries featured on this site are for general informational purposes only. In addition to state law, certain municipalities may enact legislation that imposes different requirements. State and local laws change frequently and, as such, we cannot guarantee the accuracy or completeness of the information featured in the State Laws section. For more detailed information regarding state or local laws, please contact your state labor department or the appropriate local government agency.

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