What happened?
On May 6, 2025, Indiana House Bill 1416 (IN HB1416) was signed into law, mandating the display of human trafficking awareness information posters in specific public locations.

Overview:
While the law mandates safety rest areas, welcome centers, and gas stations to display these posters, private employers in sectors like hospitality and wellness may consider voluntarily displaying awareness information to support the initiative and enhance community safety.

Safety Rest Areas and Welcome Centers

• Mandate: Display human trafficking awareness posters in at least two public locations.

• Poster Content:
  
  • Description of human trafficking.Indicators of human trafficking (e.g., restricted freedom of movement, signs of physical abuse).
  • Contact information for the National Human Trafficking Hotline and local law enforcement.

Massage Establishments

• Permitted (Voluntary): Owners/operators may display human trafficking awareness posters in at least two public locations.

• Poster Content:
  • Description of human trafficking.
  • Indicators of human trafficking.
  • Contact information for the National Human Trafficking Hotline and local law enforcement.

Gas Stations

• Mandate: Display human trafficking awareness information and the National Human Trafficking Hotline contact in public restroom facilities or visible locations.

• Poster Content:
  • Description of human trafficking.
  • Indicators of human trafficking.
  • Contact numbers for law enforcement and a human trafficking hotline.

Source References

• IN House Bill 1416 – Awareness of human trafficking

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.