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Louisiana Minimum Wage: Everything You Need to Know

9 min read
Louisiana minimum wage

Welcome to our comprehensive guide to the Louisiana minimum wage, where we delve into all the crucial details you need to know about the state’s minimum wage laws. In this article, we will navigate through the intricate landscape of Louisiana’s minimum wage regulations, covering their historical development, current rates, and noteworthy exemptions that are currently in place. Not only that, but we’ll go beyond the basics and shed light on additional wage-related laws that employers in the Pelican State must be aware of. Ultimately, this guide aims to equip you with the knowledge and best practices necessary to ensure wage law compliance in Louisiana.

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US Minimum Wage: How It Works

The minimum wage is the lowest amount of money that employers are legally allowed to pay their employees per hour. However, there is no single minimum wage in the United States. Instead, there are three tiers of minimum wage laws: federal, state, and municipal.

Federal Minimum Wage

The federal minimum wage in the United States is established by the Fair Labor Standards Act (FLSA) and it is the baseline hourly wage for employees across the country. The current rate, enforced by the U.S. Department of Labor, is $7.25 per hour. This federal minimum, effective since 2009, serves as the lowest legal hourly rate that employers can pay their workforce, ensuring a basic wage standard nationwide. However, it’s important to note that the federal minimum wage has not kept pace with inflation, and there have been discussions and proposals to increase it.

State Minimum Wage

Many states have their own minimum wage laws that are higher than the federal minimum wage. In these states, employees are entitled to the higher of the two minimum wages. As of 2024, 29 states and the District of Columbia have minimum wages that are higher than the federal minimum wage. Many states also have their own departments or agencies responsible for the enforcement of these laws.

Municipal Minimum Wage

Some cities also have their own minimum wage laws that are higher than both the federal and state minimum wages. These municipal minimum wages are typically set by the city council or by ballot initiative. There are currently over 60 U.S. cities with minimum wages that are higher than the federal minimum wage.

Ultimately, while the federal minimum wage provides a nationwide standard, the tiered structure at the state and local levels acknowledges the diverse economic landscapes across the country and allows for more localized adjustments to account for varying economic conditions.

Louisiana Minimum Wage: Timeline

The history of the Louisiana minimum wage is a unique case in the United States, as Louisiana is one of the few states that does not have a state-set minimum wage. This means that the minimum wage in Louisiana is directly tied to the federal minimum wage. Let’s explore this history and the implications it has had on the workers in Louisiana.

Federal Alignment

Louisiana’s minimum wage journey began in line with the federal government’s implementation of the national minimum wage with the Fair Labor Standards Act of 1938. Since Louisiana does not have a state-specific minimum wage, whenever the federal minimum wage increases, the Louisiana minimum wage (LA minimum wage) follows suit. This adherence means that the minimum wage in Louisiana has mirrored the changes at the federal level over the years.

Point of Debate

The absence of a Louisiana state minimum wage has been a point of debate among policymakers and labor advocates. While some argue that a state-set minimum wage could better address the local cost of living, others believe that maintaining parity with the federal rate ensures consistency for businesses operating in multiple states. The impact of not having a Louisiana-specific minimum wage increase is also seen in the context of local economic conditions and the cost of living, which can vary significantly from the national average.

The Louisiana hourly wage, therefore, reflects the federal rate, which is set at $7.25 per hour. This rate has been constant since July 2009, highlighting a significant period without an increase. The impact of this stagnation in the minimum wage is felt by workers, especially in urban areas where the cost of living can be higher.

Growing Advocacy for a Louisiana Minimum Wage Increase

In recent years, there has been growing advocacy for a Louisiana minimum wage increase. Proponents argue that increasing the minimum wage is essential to meet the rising cost of living and provide workers with a living wage. However, any change in the Louisiana minimum wage depends on federal adjustments or the introduction of state legislation to establish a separate state minimum wage.

Louisiana Minimum Wage Rates

As of 2024, the situation regarding the minimum wage in Louisiana remains distinctive due to its alignment with the federal minimum wage. Unlike many states that have implemented their own minimum wage rates, Louisiana continues to adhere to the federal standard, which is set at $7.25 per hour. This figure has been a point of contention, given the increasing cost of living and economic changes.

The debate around the Louisiana minimum wage, often referred to as the LA minimum wage, is more relevant than ever in 2024. Advocates for an increase argue that the current rate is insufficient for meeting the basic needs of workers, especially in urban areas where living expenses are higher. The unchanged Louisiana hourly wage, in contrast with states that have proactively raised their minimum wages, places additional financial strain on the state’s low-income workers.

The call for a Louisiana minimum wage increase gains momentum from various sectors, including labor unions, social justice groups, and political groups. However, any potential change hinges on legislative action either at the federal level, which would automatically raise the minimum wage in Louisiana, or through the introduction of state legislation to set a Louisiana state minimum wage independently of the federal rate.

Exemptions and Special Cases

In Louisiana, as in other states, there are several exemptions and special cases regarding the minimum wage. These Louisiana minimum wage exemptions are primarily defined by the FLSA and include several key categories:

  • Tipped Employees. Louisiana follows the federal standard for tipped employees, provided that tips bring the employee’s earnings up to at least the federal minimum wage. As of 2024, the federal minimum cash wage for tipped employees is $2.13 per hour.
  • Youth Minimum Wage. Employers in Louisiana are allowed to pay a youth minimum wage to workers under 20 years old. For the first 90 consecutive calendar days of employment, the youth minimum wage can be as low as $4.25 per hour, as per federal guidelines.
  • Student Workers. Full-time students may be paid 85% of the Louisiana minimum wage (federal minimum wage) for up to 20 hours of work per week if they are hired by certain employers. Examples include work-study programs at universities.
  • Seasonal and Recreational Establishments. Certain seasonal and recreational businesses may be exempt from paying the federal minimum wage under specific conditions.
  • Small Businesses. Small businesses with gross annual sales of less than $500,000 may be exempt from the federal minimum wage requirements. To be eligible, they must not engage in interstate commerce.
  • Farm Workers. In certain circumstances, agricultural workers may be exempt from minimum wage requirements. Eligibility depends on the nature and volume of their employer’s business.

Additional Louisiana Wage Laws

Aside from the Louisiana minimum wage, the Pelican State’s wage laws encompass various additional aspects, covering areas such as overtime, equal pay, recordkeeping, timekeeping, wage garnishment, and other relevant employment matters. Each of these laws plays a crucial role in ensuring fair and legal compensation practices in the state.

Let’s explore all the additional Louisiana wage laws that employers in the Pelican State need to be aware of.


Louisiana adheres to the federal Fair Labor Standards Act (FLSA) regarding overtime. Under these regulations, employees are entitled to overtime pay at a rate of one and a half times their regular pay rate for hours worked beyond 40 in a workweek (time and a half). This law applies to most workers. However, there are some exemptions. These exemptions include certain salaried employees, and administrative, professional, and executive personnel, as per FLSA guidelines.

Equal Pay

While Louisiana does not have a specific state law concerning equal pay, the federal Equal Pay Act applies. This means that employers must offer equal pay for equal work (pay parity). The jobs need not be identical but substantially equal. This covers all forms of pay, including salary, overtime pay, bonuses, stock options, profit sharing, and bonus plans.


Employers in Louisiana are required to keep accurate employment records. This requirement falls under the FLSA. Under this Act, employers must maintain records of personal employee information, hours worked, total wages paid, and wage deductions.


Louisiana does not have a specific state law for timekeeping. Therefore, federal guidelines apply. Employers must keep precise records of the hours worked by employees. The method of timekeeping (manual, mechanical, or electronic) is not specified under federal law but must be accurate and complete.

Wage Garnishment

Wage garnishment in Louisiana is governed by both state and federal laws. Under these laws, an employer can withhold a portion of an employee’s earnings for the payment of a debt as the result of a court order or other equitable procedure.

In addition, Louisiana sets limits on garnishment amounts that are consistent with federal guidelines. Generally, the maximum amount that an employer can garnish is the lesser of 25% of the employee’s disposable earnings or the amount by which an employee’s disposable earnings are greater than 30 times the federal minimum wage.

Breaks and Meal Periods

Louisiana does not require employers to provide breaks or meal periods to employees aged 18 or older. However, if an employer chooses to provide a break of less than 20 minutes, they must pay their employees for it. They do not have to pay for meal breaks (typically 30 minutes or more) if they completely relieve the employee of duties during this time.

Final Paycheck

Louisiana law requires employers to pay discharged employees all due wages by the next regular payday or within 15 days, whichever occurs first. If an employee quits, their final paycheck is due on the next regular payday or within 15 days, whichever occurs first.


Under Louisiana law, employers can only make deductions from an employee’s wages in certain circumstances. This includes employee benefits, union dues, or wage garnishments required by law. Any other deductions must have written authorization from the employee.

Paid Time Off and Sick Leave

Finally, Louisiana does not require employers to provide paid time off or sick leave. However, if an employer chooses to provide these benefits, they must adhere to their established policy or employment contract.

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Practical Strategies for Louisiana Wage Law Compliance

As we have seen, Louisiana follows federal guidelines in many aspects of wage laws. Understanding these requirements is essential to ensure compliance with the law and protection of workers’ rights.

Here are a few tips and best practices to help you build a productive and compliant environment in your organization:

  • Understand Federal and State Regulations. Familiarize yourself with the Fair Labor Standards Act (FLSA) as Louisiana follows federal wage laws. In addition, regularly check for updates in wage laws to ensure ongoing compliance.
  • Implement Accurate Timekeeping Systems. Make sure you use reliable timekeeping methods to accurately track hours worked.
  • Maintain Proper Recordkeeping. Keep detailed records of wages, hours, employee details, and other pertinent information as required by the FLSA. Store these records for at least three years, as mandated by federal law.
  • Ensure Compliance with Overtime Regulations. This means paying non-exempt employees 1.5 times their regular rate for hours worked over 40 per week. In addition, clearly define your overtime policies and communicate them to employees. The best way to do this is by including them in an easily accessible employee handbook.
  • Adhere to Equal Pay Standards. Conduct regular audits to ensure pay equity among employees performing substantially similar work. Also, make sure you address any disparities in wages that cannot be justified by factors other than gender.
  • Handle Wage Garnishments Lawfully. Understand the limits and procedures for wage garnishments as per Louisiana and federal laws.
  • Establish Clear Policies for Breaks and Meal Periods. While not mandated, if you offer breaks, ensure they comply with federal guidelines.
  • Manage Final Paychecks Correctly. Pay terminated employees by the next payday or within 15 days, whichever is earlier.

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How Factorial Can Help You Comply with Louisiana’s Wage Laws

Factorial, an advanced HRIS, offers an array of features that are particularly beneficial for employers in Louisiana striving to comply with the state’s wage laws. With its comprehensive suite of tools, Factorial simplifies the complexities associated with managing payroll, ensuring adherence to the legal requirements around wages.

Key features and benefits:

  • Robust Payroll Software. Firstly, Factorial streamlines the process of calculating wages, including overtime and holiday pay, aligning with Louisiana’s federal wage standards. The platform’s payroll software also automatically updates to reflect any changes in the Louisiana minimum wage or federal laws, reducing the risk of non-compliance.
  • Electronic Time Clock and Time-Tracking. Secondly, Factorial includes an electronic time clock to accurately record employee work hours, crucial for adhering to time-tracking legal requirements. The software ensures precise tracking of hours worked, including overtime, aiding in correct pay calculations.
  • Efficient Management of Pay Periods. Thirdly, the platform includes customizable pay period settings that align with company-specific payroll cycles, ensuring timely and compliant wage disbursement.
  • Comprehensive Employee Record Management. In addition, the doftware’s employee record management feature centralizes all employee data, including hours worked and pay rates. This helps you maintain accurate records in line with the requirements of the FLSA, crucial for audit purposes and legal compliance.
  • User-Friendly Interface. Finally, the platform’s user-friendly interface simplifies the process of managing payroll, even for those without extensive HR or legal knowledge.

Ultimately, Factorial’s array of features, from its sophisticated payroll software to its electronic time clock and employee record management capabilities, provides a one-stop solution for employers in Louisiana. It not only streamlines the process of managing payroll but also ensures compliance with the complex legal landscape surrounding the Louisiana minimum wage and other wage laws. As a result, businesses can confidently manage their payroll responsibilities, staying compliant and focused on growth.

Cat Symonds is a freelance writer, editor, and translator. Originally from Wales, she studied Spanish and French at the University of Swansea before moving to Barcelona where she lived and worked for 12 years. She has since relocated back to Wales where she continues to build her business, working with clients in Spain and the UK.  Cat is the founder of The Content CAT: Content And Translation, providing content development and translation services to her clients. She specializes in corporate blogs, articles of interest, ghostwriting, and translation (SP/FR/CA into EN), collaborating with a range of companies from a variety of business sectors. She also offers services to a number of NGOs including Oxfam Intermón, UNICEF, and Corporate Excellence - Centre for Reputation Leadership.  For more information or to contact Cat visit her website ( or send her a message through LinkedIn.

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