Workers' comp weekly benefit in Indiana: how much it pays

Temporary total disability (TTD) benefits can pay two-thirds of your gross (before-tax) wages, up to $878 a week (on or after July 1, 2026).

Checked against official sources: October 31, 2026.

Deadlines are strict. If you are near one, call the state agency or free help today.

Weekly benefit in Indiana

What it pays: Two-thirds of your gross (before-tax) wages
Maximum: $878 a week (on or after July 1, 2026)
Minimum: $50 a week (on or after July 1, 2026)
Minimum rule: Your wage is counted as at least $75 a week, so the benefit is at least $50 a week. But the benefit can never be more than your actual average weekly wage, so if you earned less than $50 a week you get your full wage.
Applies to: Injuries on or after July 1, 2026
How your wages are figured: Your average weekly wage is your earnings in the job where you were hurt during the 52 weeks before the injury, divided by 52. If you lost 7 or more calendar days of work in that time, those days are left out. If you worked there less than 52 weeks, your earnings are divided by the weeks you worked.
How long it can last: Temporary total disability can be paid for up to 500 weeks, or until the total maximum for your injury date has been paid. Once started, it can be stopped only in cases the law lists, such as refusing a medical exam or suitable work, reaching 500 weeks or the total maximum, or being unable to work for reasons unrelated to the injury.

Temporary total disability pays two-thirds of your average weekly wage. For injuries on or after July 1, 2026, the highest wage counted is $1,316 a week, and the Board's chart lists the most you can get as $878 a week. The wage counted is never less than $75 a week, so the least is $50 a week (or your full wage, if lower). Total benefits for one injury are capped at $439,000.

Law: Ind. Code §§ 22-3-3-7, 22-3-3-8, 22-3-3-22, 22-3-6-1(d)

Source: in.gov

Changes in 2024–2026

Indiana law set yearly steps each July 1: the maximum average weekly wage is $1,241 for injuries from July 1, 2024, $1,278 from July 1, 2025, and $1,316 for injuries on or after July 1, 2026 (total cap $439,000). No further step is set in the 2026 code.

Law: Ind. Code 22-3-3-22, as amended in 2023

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Sources

The official sources for Indiana are listed on the Indiana page.

National rules that may also matter

Taxes, Social Security, leave and the ADA

Taxes on workers' compensation Workers' compensation benefits for a work injury or illness are fully exempt from federal income tax when they are paid under a workers' compensation law. Pay you get for doing light-duty work is taxable as wages. If your workers' compensation reduces your Social Security benefits, that part may be taxable as Social Security benefits. Federal employees: FECA compensation is not taxable, but continuation of pay (up to 45 days) and sick leave pay while a claim is decided are taxed as wages.

Law: IRS Publication 525 (2025), Workers' Compensation; 26 U.S.C. 104(a)(1)

Social Security disability and workers' compensation If you get Social Security disability benefits and workers' compensation at the same time, Social Security may reduce its benefit. The reduction applies when your Social Security benefits (including benefits paid to your family on your record) plus your workers' compensation are more than 80% of your 'average current earnings', or more than your family's Social Security benefit before the reduction, if that is higher. A lump-sum workers' compensation settlement can also be counted. The reduction stops when you reach full retirement age. It does not apply when the state law paying your workers' compensation reduces that benefit instead for people on Social Security, if that state rule was in place on February 18, 1981.

Law: 42 U.S.C. 424a(a), (b), (d); SSA POMS DI 52101.001, DI 52105.001

Job-protected leave (FMLA) The Family and Medical Leave Act gives eligible employees up to 12 workweeks of unpaid, job-protected leave in a 12-month period for a serious health condition, and keeps your group health coverage. It covers private employers with 50 or more employees in at least 20 workweeks of this year or last year, all public agencies, and public and private elementary and secondary schools. You are eligible if you worked there at least 12 months, worked at least 1,250 hours in the 12 months before the leave, and work at a site with at least 50 employees within 75 miles. Time off for a work injury can count as FMLA leave if your employer designates it. If your doctor clears you only for light duty, you may turn down a light-duty job and stay on unpaid FMLA leave until it runs out, but you may lose workers' compensation payments.

Law: 29 U.S.C. 2601 et seq.; 29 CFR 825.207(e); DOL Wage and Hour Division, Family and Medical Leave Act

Disability rights when you go back to work (ADA) Not every work injury is a 'disability' under the Americans with Disabilities Act. If yours is, an employer with 15 or more employees may have to make a reasonable accommodation, unless it would cause undue hardship, for example by moving minor (marginal) duties you cannot do to other workers or changing your schedule. The employer does not have to remove the essential functions of the job.

Law: 42 U.S.C. 12111(5)(A); EEOC Enforcement Guidance: Workers' Compensation and the ADA (Notice 915.002)

In these states, the state reduces some or all types of workers' compensation for people who also get Social Security disability, so Social Security does not reduce its benefit for those payments.

States that reduce workers' comp when you also get Social Security disability: Alaska, California, Colorado, Florida, Louisiana, Minnesota, Montana, New Jersey, New York, North Dakota, Ohio, Oregon, Washington, Wisconsin.