Indiana Will Require Enhanced Wage Reports

State employers must provide new employee data beginning in the fourth quarter of 2026.

Updated on Oct. 6, 2026 in Employment

Isometric editorial illustration of a brass time clock mechanism on a metal surface, representing state workforce data tracking. — Indiana employers must begin reporting expanded employee data, including job titles and total hours paid, in their quarterly wage filings starting in late 2026. AI Illustration. Upload story photo >

Live Poll

Do you support additional state-mandated reporting requirements for business owners?

Starting in the fourth quarter of 2026, Indiana employers will be required to submit additional information in their quarterly wage reports. This update includes new data elements for every employee as part of a state effort to better track workforce needs.

Why it matters

The expanded reporting requirements will allow the state to measure the effectiveness of various programs and more accurately identify regional workforce needs. By gathering detailed data, officials aim to create a clearer picture of the local employment landscape.

All Indiana employers must use 2018 Standard Occupational Classification codes for their fourth-quarter 2026 filings. The first report reflecting these enhanced requirements is officially due on January 31, 2027.

The players

Indiana

The state government is mandating new reporting standards to better analyze labor trends and program efficacy across its workforce.

The details

Employers are required to update their internal HR and payroll systems to capture job titles, total hours paid, reporting unit numbers, and individual apprenticeship status. This data will be attached to each employee record in the quarterly state filing to ensure comprehensive workforce oversight.

Enhanced wage reporting requirements begin in the 4th quarter of 2026.
The first enhanced wage report is due on January 31, 2027.

Macro View

The adoption of the 2018 Standard Occupational Classification system aligns Indiana with national labor reporting standards established to standardize job categorization across states. This transition moves the state toward a more granular data-collection model similar to historical shifts in labor market analysis.

Local business owners and HR departments must prepare to update their payroll software to capture the new mandatory employee fields before the end of 2026. This administrative change will require additional time for compliance to ensure all future quarterly filings are accurate.

The takeaway

Employers should prioritize reviewing their existing data architecture now to avoid complications when the new reporting window opens. Ensuring that internal records align with the 2018 occupational codes will streamline the transition process for the first deadline in early 2027.