Hiring in Louisiana requires careful attention to leave and time‑off requirements.
State requirements can interact with federal standards, and in some areas, local rules may layer on additional obligations for employers.
Louisiana’s employment laws largely follow federal standards, with no state-specific minimum wage or paid sick leave requirements.
The state preempts local governments from enacting separate wage ordinances, creating a uniform standard for employers statewide. To maintain compliance, employers should implement clear policies around PTO, reimbursements, and pay documentation.
Partnering with an Employer of Record (EOR) like HireArt can simplify these requirements and reduce administrative burden.
This blog is based on information available to HireArt as of October, 2025. HireArt does not provide tax, accounting or legal advice. This material has been prepared for informational purposes only, and should not be relied on for, tax, legal or accounting advice. Consult your own tax, legal and accounting advisors before engaging in any related activities or transactions.
Louisiana does not have its own state minimum wage.
Employers must comply with the federal minimum wage of $7.25 per hour, as established under the Fair Labor Standards Act (FLSA). The state prohibits local jurisdictions from setting higher minimum wages, ensuring consistency across all parishes.
Employers must follow the higher applicable rate between state and local law.
Louisiana does not require employers to provide paid sick leave.
Employers may establish their own paid or unpaid leave programs, provided they are applied consistently and documented clearly. While some municipalities may explore additional worker protections, there are currently no local paid leave mandates in effect statewide.
Louisiana law preempts local governments from setting separate wage or leave requirements.
This creates a consistent regulatory framework across the state. Employers should still monitor legislative developments, as local ordinances occasionally arise in connection with public-sector contracts or city-specific employment initiatives.
Louisiana does not mandate meal or rest breaks for adult employees.
Employers should follow internal company policies, collective bargaining agreements (CBAs), or FLSA guidelines for break practices. Although not legally required, providing reasonable rest periods is a recognized best practice that supports productivity and morale.
Payment of unused paid time off (PTO) at termination depends on the employer’s written policy or contract.
Louisiana generally enforces the employer’s policy as written. However, if accrued PTO or vacation is classified as earned wages, it must be paid out upon separation. Maintaining clear, consistent documentation of PTO rules helps avoid post-termination disputes.
Reimbursement requirements in Louisiana are policy-driven.
There is no general state statute mandating reimbursement for work-related expenses. Employers should develop written policies defining which costs are reimbursable—such as mileage, equipment, or travel—and ensure that deductions do not unlawfully reduce wages below the minimum wage.
Employers must provide itemized wage information and ensure final pay is issued promptly.
Clear documentation and timely payments are essential for compliance and employee trust.
Louisiana applies both federal and state economic-realities tests to determine worker classification.
If an employer directs or controls how, when, or where work is performed, the individual should be classified as an employee (W-2). Misclassification can result in back pay liability, tax penalties, and other enforcement actions under state and federal law.
HireArt acts as an Employer of Record (EOR) to help employers maintain compliance with Louisiana’s wage and hour standards. Through HireArt, companies can:
By partnering with HireArt, employers can reduce compliance risk, streamline HR administration, and maintain fair, consistent employment practices across Louisiana.
