EmployeeScreenIQ serves an impressive roster of clients ranging from Fortune 100 organizations to mid-size corporations representing a diversity of industries. So whether you employ people in Indiana, throughout the United States or in over 200 countries abroad, we are your one stop shop for employment background checks.

Listed below are some things that those who conduct employee background checks in the state of Indiana should know.


State Capital



Indiana has 92 counties.

State Court Structure

  • Trial Courts: The majority of Indiana trial courts are superior courts which have general jurisdiction on all civil and criminal matters.
  • Appellate Courts: The Indiana Court of Appeals reviews appeals to determine if errors occurred in the trial courts. If the Court finds that an error occurred, it decides if the error was serious enough to require a new trial.
  • Supreme Court of Indiana: The Indiana Supreme Court has discretionary jurisdiction on cases that have been first appealed to the Indiana Court of Appeals. The court has mandatory jurisdiction on all appeals where a person was sentenced to death or life in prison.

Federal Court Structure

Trial Courts:

  • U.S. District Court – Northern District of Indiana
  • U.S. District Court – Southern District of Indiana

Appellate Court:

  • Federal cases in Indiana are appealed to the United States Court of Appeals for the Seventh Circuit

Ban the Box

  • Indiana does not have a statewide ban the box law.
  • City and County Ban the Box: Indianapolis

Credit Reports

Indiana does not have a law that restricts the use of credit reports in the hiring process.

Other Limitations on Screening for Employers

It is unlawful to refuse to hire an applicant for a record that has been expunged. Employers must expressly exclude expunged records when asking about criminal history in an interview or application.

Medical Marijuana

Indiana does not have a medical marijuana law.

Social Media

The state of Indiana does not restrict or limit private employers from accessing and requesting employee/candidate log in information for personal social media accounts.

The information on this page is provided as general educational information and is not legal advice, either express or implied. Consultation with qualified legal counsel is recommended for all matters of employment law.