Louisiana Labor Laws

In the US, the Fair Labor Standards Act (FLSA)  sets hourly wage rates and overtime pay, and requires employers to keep an accurate record of their employees’ working hours. 

Since state-specific policies are absent, Louisiana’s time management laws adhere to the regulations of the FLSA. Overtime is pegged at 1.5 times the regular hourly rate for workers who exceed 40 hours a week. 

Additionally, the Family and Medical Leave Act (FMLA) governs leave time management, entitling eligible employees to up to 12 weeks of unpaid leave for specific family and medical reasons.

Employers who contravene federal time management laws face severe legal ramifications, including fines, back pay, and damages. If workers feel that their employer has violated federal time management laws, they can file complaints with the Department of Labor’s Wage and Hour Division for investigation and legal action.

Louisiana has specific laws and practices that make certain hiring practices unlawful when seeking new employees. The hiring laws in Louisiana can be divided into two main categories: discrimination laws and general employer obligations.

Discrimination hiring laws in Louisiana cover a wide range of areas and include provisions that prohibit:

• Age-based refusal of employment (for individuals older than 40 years, in accordance with The Age Discrimination in Employment Act of 1967)
• Refusal to hire based on race, religion, sex, sexual orientation, physical or mental disability, pregnancy, genetic information, and other protected characteristics
• Keeping or disclosing employee disability information
• Discrimination against individuals with disabilities or those perceived to have disabilities
• Refusing to hire based on political beliefs or affiliation

In terms of employer obligations, there are specific policies that employers must adhere to during the hiring process and general employment, which are distinct from discrimination policies.

These obligations include the requirement to:

• Display labor law notices, as designated by the Louisiana Workforce Commission, in a prominent location within the workplace
• Provide employee group health coverage if the organization has fewer than 20 employees, as outlined by the Louisiana Group Health Insurance Continuation Act
• Offer health coverage for surviving spouses (of the employees) who are 50 years old or older
• Bear the costs of medical examinations, fingerprinting, or other medical tests that are necessary for employment purposes

Louisiana practices employment at-will, meaning an employer can terminate an employee’s contract at any time, as long as it does not breach labor laws due to discrimination or other unlawful practices. Two exceptions to this rule are if the employee has a specified time in their contract or is a union member with a collective-bargaining agreement.

Louisiana law also states that the employer must pay the final paycheck within the next scheduled payday or within 14 days of termination, except for deductions made for equipment kept by the employee.  

Some additional labor laws that are significant in Louisiana include: 

• Workplace Safety Laws: In Louisiana, the Occupational Safety and Health Act (OSHA) requires private employers to ensure all workers operate and work in a safe environment free from hazards. Additionally, OSHA aims to prevent any work-related injuries that may arise from poor health standards. 
• Health Insurance Continuation Laws: Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), employees and their dependents can continue to receive group health insurance benefits after losing employment due to a qualifying reason. However, this law only applies to businesses with at least 20 employees. Employees working for employers with fewer than 20 workers can avail the same benefit under the Louisiana mini-COBRA. 
• Whistleblower Protection Laws: Louisiana’s whistleblower law safeguards public and private sector employees from employer retaliation for reporting their employer’s illegal activities, testifying in court against them, or refusing to participate in illegal activity at the direction of an employer. If an employee is wrongly fired or suspended, they are entitled to be reinstated and to receive back pay. 
• Social Media Laws: Employers are prohibited from asking employees for personal information related to their social media accounts, including usernames, passwords, and authentication details. It is also against the law for employers to punish employees who decline to provide this information.
• Recordkeeping Laws: Employers in Louisiana are required to keep to maintain an employee’s information, including their name, address, wages paid in each pay period, the employee’s occupation, and their daily/weekly work hours. These records must be maintained for at least one year.

The minimum wage in Louisiana is $7.25 per hour. The state follows the federal minimum wage as it does not have its own minimum wage law.

Only employers covered by the FLSA are required to pay their employees at least $7.25 per hour.  

Tipped employees in Louisiana earning more than $30 in tips per month are entitled to the federal tipped minimum wage of $2.13 per hour. Employers are allowed to retain a tip credit of $5.12.

However, if a tipped employee’s total hourly wage, including tips, does not reach $7.25, the employer is required to pay the difference. 

Certain employees are exempt from receiving minimum wage in Louisiana, as per federal law. This includes: 

• Executive, professional and administrative workers earning at least $684 per week
• Full-time students
• Student learners
• Tipped employees
• Apprentices
• Employees with disabilities

In Louisiana, employers in the oil and gas, public service corporations, mining, and manufacturing industries are required to pay their employees at least twice a month. Payment dates default to the 1st and 16th of each month if no specific dates are chosen. For other industries, there are no specific laws dictating payment type or frequency, but employees throughout the US typically receive their pay on a weekly, biweekly, or semi-monthly basis.

Employees in Louisiana are entitled to additional wages if they work more than 40 hours in a week, as per Louisiana overtime laws. These additional wages are calculated at 1.5 times the employee’s regular hourly rate. 

Workers earning minimum wage in Louisiana can earn $10.88 per hour worked overtime. 

Certain groups and professions do not receive overtime pay even if they work more than 40 hours in a week as they are exempt according to federal law. These include:

• Executive and administrative employees earning a minimum of $684 per week
• Outside sales employees
• Professional employees such as artists, teachers, skilled computer professionals, etc.
• Highly compensated employees earning more than $107,432 per year

In Louisiana, there are no state-specific laws mandating meal or rest breaks for employees. Moreover, federal law does not obligate employers to provide workers with such breaks.

However, if an employer provides a meal or rest break at their own discretion, there are certain guidelines as per federal law that must be followed. 

Short breaks lasting less than 20 minutes must be paid. In contrast, breaks lasting for more than 30 minutes are unpaid, only if the employee is completely relieved of their job duties. 

If an employee has to work during any portion of their break, they must be fairly compensated for the break.

In Louisiana, mothers are allowed to breastfeed in any workplace without it being considered a violation. Employers are required to provide a safe and private space for mothers to express milk, which should not be a bathroom. Additionally, breastfeeding mothers are guaranteed a reasonable amount of time to lactate, which can be taken during designated break times for up to one year after giving birth.

Employees in Louisiana are entitled to the following types of leaves:

• Family and Medical Leave: Louisiana employees may take up to 12 weeks of unpaid leave within a year for various reasons, such as caring for a sick family member, taking maternity/paternity leave, being unable to work due to illness, or managing household duties while a family member is on military duty. To be eligible for FMLA benefits, employees must have worked for their employer for at least a year, logged at least 1,250 work hours, and worked at a location with a minimum of 50 employees within 75 miles.
• Jury Duty Leave: In Louisiana, workers are eligible to receive their full day’s pay for the time spent serving on a jury. In addition, by law, employers must grant their employees a day off specifically for jury duty, separate from any vacation or sick days outlined in their employment agreement.
• Emergency Response Leave: When an employee is called upon to act as a first responder during emergency situations, they must be granted a leave of absence by their employer. These policies are typically regulated by the Office of Homeland Security and Emergency Preparedness and apply to medical personnel and technicians, firefighters, and law enforcement officers.
• Bone Marrow Leave: While most of the state laws in Louisiana are solely governed by the state itself, the law that governs bone marrow donations is a combination of state and federal regulations. If there are at least 20 employees under a certain employer, then an employee can receive a paid leave of absence to donate their bone marrow. The employee is able to determine the number of hours they need for the leave but this cannot exceed 40 work hours unless there is a specific reason, and in such instances, the employee must inform their employer. Additionally, to be eligible for a bone marrow leave, the employee must work at least 20 hours every week.
• Pregnancy and Disability Leave: According to state law, female workers receive significant protection when it comes to their maternity and disability leaves (related to maternity). When employed by a business that hires 25 or more workers, Louisiana laws apply, granting these employees up to 6 weeks of leave for normal pregnancies. If there are complications during childbirth or if any medical conditions arise during the pregnancy, employees are entitled to 4 months of disability leave.
• Military Leave: Both federal and state laws protect members of the military and armed forces in Louisiana, ensuring that they have the right to reinstatement after their military duties and cannot be discriminated against or discharged without proper cause for up to one year after their reinstatement. These laws are in place for all employees who serve in the Louisiana National Guard, militia, or other military branches.

The following is a list of public holidays observed in Louisiana as of 2025:

Louisiana has child labor laws that are in place to keep minors safe from any physical, moral, or emotional hazards. The Louisiana Workforce Commission insists that no minor can be legally employed in Louisiana without an employment certificate, which can only be issued by the city or parish superintendent of schools. Also, it is essential to note that minors under the age of 14 are not eligible for job opportunities in the state of Louisiana.  

Here you can visualize the working hours restrictions for minors in Louisiana:

The Louisiana Workforce Commission has set guidelines that prevent individuals under the age of 18 from working under certain conditions and occupations. These include:

• Maintaining, cleaning, and oiling machinery
• Working in mines and quarries
• Working in manufacturing facilities dealing with explosives
• Operating woodworking equipment such as circular saws and table saws
• Driving motor vehicles on state roads (17 and 18-year-olds may be exempt from the driving restriction if they have special permits)

Employers need to abide by certain criteria when employing minors, such as allowing state officials or Workforce Development members to enter the premises where minors work. Coercing minor employees to flee in the event of an official visit or not following the aforementioned provisions can lead to penalties ranging from $100 to $500. In serious cases of violating minors’ rights, jail time of 30 days to 6 months may also be involved. Further, civil penalties of up to $500 can be imposed for each specific offense.