Louisiana · Updated 2026

Louisiana Employee Handbook: The Complete 2026 Guide

Louisiana's 90-day daily wage penalty for late final pay, statutory parish-specific non-compete requirements, 15-day final pay deadline, and narrow discrimination law (20+ employees) make a compliant handbook non-negotiable.

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Why Louisiana Employee Handbooks Are Different

90-day daily wage penalty for late final pay

Under La. R.S. § 23:631 and La. R.S. § 23:632, employers who fail to pay final wages by the deadline (the next regular payday or within 15 days of discharge, whichever occurs first) owe a penalty equal to the employee's daily wages for up to 90 days, plus reasonable attorney fees. For a $20/hour 8-hour employee, a 90-day delay creates $14,400 in penalties on top of unpaid wages.

Parish-specific non-compete requirements

La. R.S. § 23:921 is uniquely technical — non-competes must specify the exact parishes (counties) or municipalities where the restriction applies. An agreement that says "statewide" or omits the geographic designation is void on its face. Duration is limited to no more than two years. Courts strictly interpret this statute and will not rewrite agreements to conform.

15-day final pay deadline

Under La. R.S. § 23:631, final wages for discharged employees must be paid on or before the next regular payday or within 15 days following discharge, whichever occurs first. For employees who resign, final pay is due on the next regular payday or within 15 days, whichever occurs first. Employers must have payroll processes that can meet this deadline.

No state minimum wage; federal preemption

Louisiana has no state minimum wage statute — the federal FLSA minimum of $7.25 per hour applies. La. R.S. § 23:642 preempts local governments from enacting minimum wage ordinances higher than the federal rate. A failed 2024 ballot initiative sought a $15 minimum wage.

Narrow discrimination law (20+ employees)

La. R.S. § 23:302 prohibits discrimination based on race, color, religion, sex, national origin, disability, sickle cell trait, and genetic information for employers with 20 or more employees. Notably, Louisiana does NOT include age or pregnancy as protected characteristics under the state act — federal ADEA and Pregnancy Discrimination Act fill those gaps. The LCHR filing deadline is 180 days.

Strict at-will with statutory exceptions only

Louisiana follows a strict interpretation of at-will employment under La. Civ. Code art. 2747 and does not recognize a broad common law public policy exception. The primary exceptions are statutory: workers' comp claims (La. R.S. § 23:1361), jury duty, and the Louisiana Environmental Whistleblower Act.

What Must Be in a Louisiana Employee Handbook

A compliant Louisiana employee handbook requires more than federal boilerplate. The following policies reflect Louisiana-specific statutory requirements and enforcement patterns.

1. At-Will Employment Statement

2. Equal Employment Opportunity and Anti-Discrimination Policy

3. Anti-Harassment Policy

4. Wage Payment and Payroll Deduction Policy

5. Hours of Work, Overtime, and Time-Keeping

6. Leave of Absence Policies

7. Safety, Health, and Workers' Compensation Notice

8. Disciplinary Procedures and Performance Standards

9. Confidentiality and Trade Secret Protection

10. Separation from Employment and Final Pay Policy

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Louisiana-Specific Policies Most Employers Miss

The following policies are frequently absent from Louisiana handbooks built from generic templates. Each omission carries real penalty exposure under Louisiana law.

Risk

1. Final Pay Within 15 Days or Next Regular Payday (La. R.S. § 23:631)

Penalty: Daily wages for up to 90 days as penalty plus attorney fees

Risk

2. Parish-Specific Non-Compete Drafting (La. R.S. § 23:921)

Penalty: Void and unenforceable without specific parish designations

Risk

3. Workers' Compensation Anti-Retaliation (La. R.S. § 23:1361)

Penalty: Reinstatement, back pay, attorney fees; 1-year filing deadline

How Much Does a Louisiana Employee Handbook Cost?

Louisiana-specific requirements drive handbook cost above generic national templates. Here is what to expect across the main creation methods.

Method	Cost	Best For
Attorney-drafted	$1,500 - $8,000	highly customized
HR consultant	$500 - $2,500	guided
DocBird	$49 - $99	state-specific, compliant, instant

Louisiana Employee Handbook: Template vs. Custom

Template / AI-Generated (DocBird)

Pros

✓ Pre-wired with Louisiana-specific La. R.S. citations including § 23:631 (wages) and § 23:921 (non-compete)
✓ Captures Louisiana-unique features: 90-day wage penalty and parish-specific non-compete drafting
✓ Far lower cost than New Orleans or Baton Rouge counsel — $49-$99 versus $1,500-$8,000

Attorney-Drafted Custom

Pros

✓ Tailored for energy and maritime employers managing multi-parish operations
✓ Direct attorney review of non-compete enforceability under strict La. R.S. § 23:921
✓ Bespoke emergency final-pay workflow for the 15-day deadline

Frequently Asked Questions: Louisiana Employee Handbooks

Does Louisiana have a state minimum wage? ▾

No. Louisiana has no state minimum wage statute — the federal FLSA minimum of $7.25 per hour applies statewide. Louisiana law preempts local governments from enacting minimum wage ordinances higher than the federal rate under La. R.S. § 23:642. A failed 2024 ballot initiative sought a $15 minimum wage. Employers must comply with all federal FLSA posting and recordkeeping requirements.

What is the penalty for paying final wages late in Louisiana? ▾

Under La. R.S. § 23:631 and La. R.S. § 23:632, employers must pay all earned wages by the next regular payday or within 15 days of discharge, whichever occurs first. If the employee is not paid on time and makes a written demand, the employer owes a penalty equal to the employee's daily wages for up to 90 days, plus reasonable attorney fees. The Louisiana Workforce Commission may also investigate and collect unpaid wages administratively. This is one of the most aggressive wage payment penalties in the nation.

Are non-compete agreements enforceable in Louisiana? ▾

Louisiana uniquely restricts non-competes by statute (La. R.S. § 23:921). Such agreements are void as against public policy unless they are ancillary to an otherwise enforceable agreement, specify one or more parishes or municipalities where restrictions apply, and limit duration to no more than two years. Without specific geographic designations by parish, the agreement is unenforceable. Courts strictly interpret this statute and will not rewrite agreements to conform.

What protected classes does Louisiana employment discrimination law cover? ▾

La. R.S. § 23:302 prohibits discrimination based on race, color, religion, sex, national origin, disability, sickle cell trait, and genetic information for employers with 20 or more employees. Notably, Louisiana does not include age or pregnancy as protected characteristics under the state act — federal ADEA and Pregnancy Discrimination Act fill those gaps. The Louisiana Commission on Human Rights has a 180-day filing deadline.

When must final wages be paid after termination in Louisiana? ▾

Under La. R.S. § 23:631, final wages must be paid on or before the next regular payday or within 15 days following discharge, whichever occurs first — for both voluntary and involuntary terminations. Employers operating payroll processes that take longer than 15 days must create an expedited pay process for separated employees.