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Marijuana Considerations & Laws In Indiana

Medical Marijuana Law:

Recreational Marijuana Law:

No Broad Laws Legalizing Marijuana*:

*In these states, marijuana is either totally illegal, or there may be laws decriminalizing possession, or use of marijuana, or, the state may have a CBD law legalizing THC at a level constituting marijuana-derived CBD.


Employers have so many questions! Learn More About Workplace Considerations for Marijuana Use.

What are the impacting issues of marijuana use? Review Our Checklist of Impacting Issues to Research.


Read more employment specific information on:

Employer Concerns

  • Indiana has a low-THC law for hemp-derived CBD oil with specific labeling requirements and no more than .03% THC.
  • This state does not have a general drug testing law. However, some industries (i.e., childcare, contractor on public works contracts) have drug testing requirements that may include marijuana.

Testing

  • For certain industries (i.e., childcare, contractor on public works contracts) this state requires drug testing and may include testing for marijuana.

Hiring/Termination


Discipline


Use/Possession


Other Impacting Laws (e.g. drug testing, workers’ compensation, unemployment)

  • Impaired driving has zero-tolerance for THC and metabolites.
  • This state does not have a general drug testing law. However, some industries (i.e., childcare, contractor on public works contracts) have drug testing requirements that may include marijuana.
  • An employee discharged for just cause, including reporting to work or being under the influence at work or consuming at work, will not be eligible for unemployment benefits.
  • Workers’ compensation benefits are not allowed for an injury that is due to the employee’s intoxication.

Miscellaneous


Sources (e.g. Bill Number, Authority)

  • Indiana HB 1148 – CBD related
  • Indiana SB 52 – CBD related
  • Indiana Code 22-4-15-1 – Unemployment related
  • Indiana Code 22-3-2-8 – Workers’ compensation related

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DISCLAIMER: This resource is designed to provide accurate information regarding the subject matter covered. It is provided with the understanding that those involved in the resource are not engaged in rendering legal counsel. If legal advice is required, the services of a competent professional should be sought.

CAUTION: Where there are quotation marks, the language is directly from published law. This information is only a summary of some issues and it will benefit the reader to review the information in context (go to the law) and in relation to other laws (e.g. workers compensation, unemployment law).

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