Enhanced wage reporting adds employee-level data fields and selection options to Indiana’s existing quarterly wage report. Employers will continue reporting the wage information they report today and will also report:

• Job Title
• Hours Paid
• Reporting Unit Number (RUN)
• Internship and apprenticeship status under “employment type

Standard Occupational Classification (SOC) Codes that are submitted will need to be aligned to the current (2018) federal system. 2010 (old system) codes will not be accepted.

EWR requirements will begin with 4Q2026 wage reports, covering wages paid from October 1 – December 31, 2026. The first submission that includes these EWR requirements is due January 31, 2027

We are providing template examples, for both CSV and ICESA formats, along with this FAQ for the new enhanced specifications. Please note that because the system will not be aligned to these new specifications until after 2026 ends, 4Q2026 submissions should not be uploaded until on or after January 1, 2027.If you attempt to upload under the new specifications before January 1, your file will be rejected.

If you have already submitted your information for 4Q2026 under the current (old) standard, you will not be required to resubmit it in January.

Earlier information referenced 1Q2027 implementation. The implementation timeline has been updated, and EWR reporting will begin with 4Q2026 wage reports.

Three (3) new fields are being added to Indiana's existing quarterly wage report: Job Title, Hours Paid, RUN. In addition, internship, registered apprenticeship and “other” work-based learning selections will be added to the existing “Employment Type” field. Finally, the “seasonal” field is being moved from the “Employment Type” field to its own “Seasonal Worker” field, where you will enter the seasonal code.

EWR asks employers to provide a few additional details with their regular wage reports, including job title, hours paid, reporting unit number, and apprenticeship/internship employment. Those details give Indiana a much clearer picture of the jobs employers are filling, where workers are needed, and how people are advancing in their careers.

Better information helps our state understand which skills are in demand, identify workforce needs earlier and measure whether education and training programs are leading to strong employment outcomes. It also helps Indiana direct workforce funding toward programs that deliver results and better align training with the needs of businesses. This means a workforce system built around better information and better decisions, with the goal of creating stronger talent pipelines, more relevant training and a workforce that can keep pace with changing business needs.

By providing a few additional pieces of information, employers can help Indiana make smarter workforce investments that benefit businesses, workers, and community partners.

No. These changes will not impact how UI tax rates are calculated. The additional information is intended to provide a better understanding of Indiana’s workforce needs.

The purpose of EWR is not simply to collect more data. Adding context to information employers already provide makes wage records more useful for understanding Indiana’s workforce.

Specifications are here.

Employers will report the job title associated with the employee’s work as of the end of reported quarter.The job title should be as plainly descriptive of the role as possible. For example, an employee may have a formal, creative title of “Sales Ninja.” But a more descriptive job title for the role at your company might be “Automotive Salesperson.”

In the event that, for a given worker, their job title changes during a given reporting period, the job title associated with that worker at the end of the quarter for which data is being reported is what should be reported.

Specifications are here. Hours must be reported as whole numbers and rounded to the nearest hour (0.5 hours or more are rounded to 1. If less than 0.5, round down). Value must be greater than or equal to 0.

Employers will report on the employee’s total hours paid during the reporting period, encompassing both actual hours worked and paid time off.

Hours paid is the sum of:

• Hours worked, including overtime.
• Hours paid for stand-by or reporting time.
• Hours not worked, but for which pay was received directly from the employer. Included are holidays, vacations, sick leave or other paid leave.

Lump-sum payments that should be included in “Total Gross Wages” but that do not correspond to hours (such as commission, spot bonus, severance, back-pay) are not to be included in hours paid. Hours paid for these types of payments should be “0".

For salaried employees who do not track hours:

Report the number of hours the employee is considered paid during the reporting period. Use their standard full-time schedule and include any paid leave. If the employer does not have a standard, 40 hours per week should be the assumed standard. For example, if the employer’s full-time salaried employees are expected to work 37.5 hours per week, then 37.5 hours per week is the standard to be used. If there is no such standard expectation, use 40 hours as the standard.

Even if no hours are tracked, salaried employees must have Hours Paid > 0 when they receive salary. As noted above, do not convert lump-sum payments (bonuses, commissions, severance, back pay) into hours.

Specifications are here.

For employers with a single location:

RUN is not applicable. Leave this field blank. It is possible the U.S. Bureau of Labor Statistics (BLS) has assigned a dummy value such as 00000 for a single employer establishment. For DWD reporting purposes, you should still leave RUN blank if you operate a singular location.

For employers with multiple locations:

A Reporting Unit Number identifies the employer’s physical business location to which an employee is assigned. It identifies individual, physical business locations (establishments) operating under a single parent company. RUN, combined with the UI account number, signals the exact worksite. Employers with multiple establishments under the same UI account must include a RUN for each separate location.

If an employee is assigned to multiple RUN locations within a given quarter of reporting, the guidance is to report on the RUN that that employee was assigned to as of the endof the quarter.

The RUN can be found on the Multiple Worksite Report (MWR) BLS form 3020:

• For paper users: In section 3, you’ll see the RUN next to each listed worksite, alongside address, employment, wages, and description.
• For electronic users: Log in to the BLS Internet Data Collection Facility (IDCF) website: https://idcf.bls.gov/

The “User ID” is the unique identifier printed on your current-quarter MWR form, used to log in to the BLS secure web reporting. Locate the starred box: on the form, look for the right-hand middle section marked with a star. This box contains your ID and a temporary password. If you cannot find, or do not have, a user ID and temporary password, please contact the help desk at mwr.helpdesk@bls.gov to receive one.

The RUN is where the employee is assigned (to which reporting unit). The zip code is where the employee physically performs the majority of their work. Sometimes this location is the same, but as is the case with remote workers, this can be different.

Specifications are here.

Information has historically been collected for “employment type.” This same field will be expanded and the choices that may be (singularly) selected from are noted below.

The general rule of thumb is that a worker should be defined by whatever role they ended the quarter being reported as. For example, in the event the worker was an intern or a registered apprentice earlier in the quarter but was subsequently made a full-time or part-time (regular) employee as of the end of the quarter being reported, that worker should be designated as a regular employee for reporting purposes.

Ultimately, it will be up to the employer to decide each worker’s employment type, based on the following guidance:

Standard Occupational Classification (SOC) Codes that are submitted will need to be aligned to the current (2018) federal system. 2010 (old system) codes will not be accepted.Employers should review their existing codes and update them as needed before submitting 4Q2026 wage reports.

SOC codes are vital to the State and its community partners to ensure understanding of current skills gaps is backed by accurate data. The more granular the SOC code, the more reliable and accurate the data will be. For example, reporting an automotive salesperson as code 41-0000 - Sales and Related Occupations would be directionally accurate but too generic to be useful. A more accurate and useful entry for an automotive salesperson would be 41-2031 – Retail Salespersons.

Indiana University Business Research Center (IBRC) and DWD offer a tool called “OccuCoder” where anyone can enter a job title and the system will report back best matches for detailed SOC codes to select from. The OccuCoder tool allows for bulk entry of job titles to speed this process. IBRC is in the process of updating this tool and further guidance will be offered in the future.

In the event that, for a given worker, their SOC changes during a given reporting period, the SOC associated with that worker at the end of the quarter for which data is being reported is what should be reported

Incorrect SOC data will not be rejected for Q42026 data reporting. DWD will work with the submitter through data quality outreach to improve future data accuracy.

No. Enhanced reporting begins with the fourth quarter 2026 wage report, not previous quarters. If you need to submit corrections for earlier quarters, you can continue using the templates and specifications that were in place when those reports were originally filed.

Beginning on or around January 1, 2027, the system will update. If you submit corrections through the webform at that time, you will see the new screens, even if the correction is for an older quarter. However, you are not required to add any new data elements to previously submitted quarters.

A warning will identify the missing information. The wage report will not be rejected solely because an enhanced field is missing. Employers should make every effort to provide complete and accurate information.

Reports will not be rejected if appropriate data is not supplied. You will receive a warning that information is missing. Employers will still be required to provide a valid SSN or ITIN for their workers. Reports that do not provide a valid SSN or ITIN for a worker will be considered inadequate and will be subject to a penalty of $25, if not corrected.

Employers will continue reporting wage information along with these additional details beginning 4Q2026. The tables below identify these new fields being added to the existing file layouts. Internship and apprenticeship information will be reported through the existing Employment Type field. Employers and payroll providers should refer to the updated file specifications for the applicable values.

File specifications will be updated here before the system changes go live: Indiana Unemployment for Employers: File Specifications. The new specifications for each new field are:

Specifications for the existing “employment type” field are:

File specifications will be updated here before the system changes go live: Indiana Unemployment for Employers: File Specifications. The new specifications for each new field are:

Specifications for the existing “employment type” field are:

Begin identifying where the data elements discussed above are maintained in your payroll or HR systems. Contact your payroll provider/TPA and share the enhanced elements with them. Review employee job titles, RUN, hours paid, internship, and apprenticeship indicators.

Contact your payroll provider or TPA to determine how the enhanced fields will be collected and reported. Employers remain responsible for ensuring required wage information is reported accurately.