Many Indiana workers wonder whether time spent in required training sessions counts as paid work time. Employers sometimes label training as voluntary or schedule it outside regular shifts without pay. The Fair Labor Standards Act (FLSA) sets standards for when employers must pay for training and Indiana employees covered by the FLSA are subject to these rules.
What training time must your employer pay for?
Under the FLSA, employers generally must count training as hours worked for covered nonexempt employees unless the employer satisfies all four regulatory conditions for excluding that time. The four conditions require employers to hold training outside regular hours and make attendance truly voluntary, ensure the training must not be closely connected to the employee’s current duties and ensure the employee performs no productive work during the session. Employers must satisfy all four conditions to exclude the training time.
When can required training become paid work time?
Mandatory onboarding, required safety training and job-related certification programs may constitute compensable work time when attendance is required or the training is directly related to the employee’s current job.
Training scheduled before or after a shift may still count as hours worked if it is job-related or required. Even sessions labeled voluntary can raise pay issues if covered nonexempt employees face consequences for not attending or if supervisors create an expectation of attendance.
What should you keep if your training is unpaid?
Keep records that show when the training occurred, what it involved and whether your employer required you to attend. Useful records include:
- Training schedules showing dates and times
- Emails or messages requiring attendance
- Training instructions or company policies
- Login or completion records for online sessions
- Time records showing when training occurred
These records can help show whether the training was voluntary, related to your current job and how much time you spent completing it.
What should you do if your employer does not pay?
Track the unpaid training time carefully and keep all relevant communications. Review whether the sessions met all four conditions for unpaid status. If unpaid training caused your pay to fall below minimum wage or resulted in unpaid overtime, the issue may warrant further legal review.
How can you protect your right to fair pay?
As a general FLSA rule, training counts as work time unless all four conditions for excluding it are met, although special rules can apply in certain circumstances. If you suspect unpaid training violations, document the conditions and consider consulting with an Indiana employment attorney to help you understand your options.
