Louisiana
Discussion
Louisiana: Workplace Violence Protections for Customer-Facing Employees
Effective August 1, 2026, the new Louisiana Behind the Counter Protection Act (HB 1238) expands workplace violence protections for employees who interact with customers at points of transaction, such as checkout counters, service desks, and drive-through windows. The law defines workplace violence broadly to include assault, battery, robbery, intimidation, verbal abuse, threats with a weapon, and any conduct that places an employee in reasonable fear of physical harm while performing their duties. The law increases criminal penalties for simple battery and simple assault committed against covered employees, with convictions now carrying potential fines of up to $2,000 and imprisonment of up to two years for battery, and fines of up to $1,000 and imprisonment of up to six months for assault. Businesses may also display signage, available through Louisiana Works, cautioning customers that workplace violence is a crime under state law. Covered employers should review workplace violence prevention policies and employee training materials for consistency with the new law’s definitions and consider whether to post the available signage.
Louisiana: Noncompete Agreements for Interns and Apprentices
Effective August 1, 2026, HB 315 prohibits Louisiana employers from entering into noncompete agreements with interns or apprentices, whether paid or unpaid. The prohibition covers agreements that would restrict an intern or apprentice from engaging in a business or employment similar to that of the employer, or from pursuing employment, educational, or professional opportunities after completing the internship or apprenticeship. Confidentiality, intellectual property, and data protection agreements remain permissible.
Louisiana: Child Labor Employment Certificates
As of May 11, 2026, HB 232 amends Louisiana’s child labor employment certificate process by transferring issuance authority from school officials to Louisiana Works, the state workforce development agency. The updated certificate form, available on the Louisiana Works website or at local field offices, requires the minor’s signature and consent date, parental or guardian consent and signature, the prospective employer’s name, and selection of applicable proof-of-age documentation. A certificate becomes valid and binding once the employer has approved the minor’s personal application, a signed employer statement outlining the intended work, hours, and wages, and one of several acceptable proof-of-age documents. Employers must retain employment certificates on file for each minor employee, keep them accessible at the worksite at all times, and maintain them for at least 14 days following termination of the minor’s employment.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2026 ManagEase