Louisiana Labor Laws 2026: A Complete Guide to Wages, Breaks, Overtime, and More

Louisiana prevailing wage requirements on federal and federally assisted construction projects come from the Davis-Bacon Act. Workers on covered contracts must receive prevailing wages set by the DOL for the specific county and job classification. Payments must go out at least weekly.

If your contract includes a Davis-Bacon wage determination and a specific classification is missing, you must add it through the conformance process. For current prevailing wage determinations, visit dol.gov/agencies/whd/government-contracts/construction.

Executive Order 14026 was rescinded on March 14, 2025, via Executive Order 14236. There is no longer a flat executive-order minimum wage floor for federal contractors. Louisiana contractors on federal projects must consult their Davis-Bacon wage determination for the applicable county and classification.

Louisiana has no state prevailing wage law. No state prevailing wage legislation is currently active.

For prevailing wage resources, visit Louisiana Works or the DOL Wage and Hour Division.

Health and safety standards in Louisiana

Louisiana has no state OSHA-approved plan. Federal OSHA governs all private-sector employers. State and local government workers fall outside federal OSHA’s scope.

In Louisiana, employers must

• Maintain a reasonably safe work environment under La. Rev. Stat. § 23:13
• Post required federal OSHA health and safety notices where all employees can see them
• Report any work-related fatality to the nearest federal OSHA office within 8 hours
• Report any work-related inpatient hospitalization, amputation, or eye loss within 24 hours

Employers with more than 10 employees in non-exempt industries must maintain injury logs using OSHA Forms 300, 300A, and 301. Construction is not an exempt industry.

In Louisiana, employees should

• Read and understand posted safety protocols at their work site
• Follow all employer-established safety guidelines
• Report unsafe conditions through designated channels without delay

Report health and safety violations in Louisiana to

Employees: Federal OSHA (osha.gov) or call 1-800-321-OSHA

Employers: Louisiana Works (laworks.net) and Federal OSHA

Workers’ compensation in Louisiana

Louisiana requires all employers to carry workers’ compensation insurance. Construction is a covered industry. The Office of Workers’ Compensation Administration (OWCA) within Louisiana Works administers the program.

For the period September 1, 2025, through August 31, 2026, the statutory indemnity limits are:

• Maximum weekly benefit: $877.00
• Minimum weekly benefit: $234.00

Temporary Total Disability (TTD) benefits equal 66 2/3 percent of the worker’s pre-injury average weekly wage, subject to the $877 cap and $234 floor. The average weekly wage uses the four full weeks of gross wages preceding the injury.

If an injured worker returns to light duty but cannot earn at least 90 percent of their pre-injury wage, Supplemental Earnings Benefits (SEB) apply. Louisiana pays two-thirds of the wage difference. For a drywall finisher moved to site administration during recovery, SEB may apply through the return-to-full-capacity date.

Anti-discrimination laws in Louisiana

Louisiana’s Employment Discrimination Law (LEDL) prohibits discrimination in employment. The LEDL is the primary state anti-discrimination framework. Executive Order 2016-11 was struck down by Louisiana courts in 2016 and definitively rejected by the Louisiana Supreme Court in March 2018. It has had no legal force since 2018. Remove any policy language referencing it.

Employers in Louisiana may not discriminate based on

• Race
• Color
• Religion
• Sex
• National origin
• Age (40 and older)
• Disability
• Genetic information
• Military status (added August 1, 2025, under Act No. 100)

Louisiana has no state statute protecting employees based on sexual orientation or gender identity. Federal protection applies through Title VII. The U.S. Supreme Court’s 2020 ruling in Bostock v. Clayton County held that Title VII’s prohibition on sex discrimination covers sexual orientation and gender identity. This ruling applies to Louisiana employers with 15 or more employees.

Employee resignation or termination in Louisiana

Louisiana is an at-will state. Either party can end employment without advance notice unless a contract requires it.

Employers must provide Form LWC-77 to a separating employee within 72 hours of separation. This form is issued by Louisiana Works. It documents the reason for separation and supports the UI eligibility process. Failure to provide LWC-77 on time can restrict your ability to contest UI claims.

Verify the current form and requirements at laworks.net.

Unemployment benefits in Louisiana

Act 151 rewrote Louisiana’s UI program for new claims filed on or after January 4, 2026. Here is what changed:

Work-search requirements

Claimants must now complete 5 qualifying work-search activities per week. Valid activities include job applications, employment interviews, and attendance at approved training programs. This increase applies to all new claims filed on or after January 4, 2026.

New disqualification triggers under Act 151

A claimant can lose benefits without good cause for any of the following:

• Refusing a suitable job offer
• Missing a scheduled interview
• Declining an approved training program
• Failing to return to customary self-employment

Employer reporting mechanism

Act 151 codified the employer online reporting mechanism for work-search violations. Construction employers can now report no-shows for scheduled interviews directly to Louisiana Works. That report creates an immediate disqualification trigger for the claimant.

New UI poster: you are already required to display it

Louisiana Works issued an updated UI workplace poster effective December 31, 2025. Every employer must display it in a location accessible to all employees. See the Liskow compliance alert for details.

2026 SUI taxable wage base

Louisiana’s State Unemployment Insurance (SUI) taxable wage base decreased to $7,000 for the 2026 calendar year, down from $7,700 in 2025. This aligns Louisiana with the absolute federal FUTA floor. Employers pay state UI taxes only on the first $7,000 of each employee’s annual earnings. Experienced employer rates range from 0.09% to 6.20%. New employer rates vary by industry classification.

Second-chance hiring SUTA exemption

Senate Bill 227, effective January 1, 2026, exempts wages paid to workers hired within one year of their release from incarceration from SUI tax calculations for up to five calendar years. This exclusion does not apply if the individual was incarcerated for crimes listed under La. R.S. § 15:541. Construction employers who hire returning workers must document the hire date, the release date, and the nature of the prior conviction before claiming this exemption.

For current UI information, visit laworks.net.

COBRA benefits in Louisiana

Federal COBRA applies to employers with 20 or more employees who sponsored a group health plan. Covered employees and dependents can continue group health coverage after a qualifying event for up to 18 months. Standard qualifying events include termination, reduction of hours, divorce, and death.

Louisiana Mini-COBRA applies to employers with fewer than 20 employees. Under La. Rev. Stat. § 22:1046, small construction contractors must offer continuation coverage after qualifying events. The employee must elect continuation in writing and pay the full premium, including both the employee’s and employer’s previous shares, plus an administrative fee of up to 2%. Louisiana Mini-COBRA coverage continues for up to 12 months.

A roofing crew of 15 or an electrical sub with 10 workers is covered by Mini-COBRA, not federal COBRA. Relying on federal COBRA as your only policy leaves small contractors exposed to state compliance violations.

Final paychecks in Louisiana

Louisiana requires employers to pay a terminated employee’s final wages by the next regular payday or within 15 days of termination, whichever comes first. This applies to voluntary and involuntary separations.

Act No. 113 exception (effective August 1, 2025): Profits-interest distributions from entities taxed as federal partnerships are now excluded from this 15-day requirement under La. R.S. 23:631(F). This carve-out applies to general and limited partnerships under federal tax law. It does not apply to LLCs.

Employees who do not receive their final paycheck on time can recover up to 90 days of penalty wages in addition to the original amount owed. Louisiana courts can also award attorney’s fees to the prevailing employee. Louisiana final paycheck law enforces these timelines strictly.

Minimum Wage Changes for Federal Contractors

Louisiana adheres to the federal minimum wage of $7.25 per hour, with no state-specific increase planned for 2025. However, the minimum wage for federal contractors will rise from $17.20 to $17.75 starting January 1, 2025, as mandated by Executive Order 14026.

Overtime Exemption Salary Increase

The Department of Labor’s new rule will raise the salary threshold for overtime exemptions to $1,128 per week (or $58,656 annually) on January 1, 2025. This increase is part of a phased implementation that began in 2024 and is subject to ongoing legal challenges that could affect its enforcement.