Louisiana Termination (with Discharge) laws & HR compliance analysis

Louisiana Termination (with Discharge): What you need to know

Louisiana is an “employment-at-will” state (LA Civ. Code Art. 2747, 2024).
This means that, in general, either the employer or employee may terminate an employment relationship at any time and for any reason unless a law or contract exists to the contrary. A number of Louisiana statutes and several court decisions have established important exceptions to employment at will.
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As a general rule, if a federal, state, or local law grants employees the right to engage in an activity or to enjoy a benefit, employees should never be disciplined, discharged, or otherwise retaliated against for requesting or attempting to do so.
To list a few key examples, state law prohibits employers from discharging employees for engaging in the following activities:
Child abuse reporting. Louisiana employers are prohibited from discharging, demoting, suspending, threatening, harassing, or otherwise discriminating against employees who lawfully report the sexual abuse of a minor child by a fellow employee (e.g., a coworker, supervisor, or subordinate) to law enforcement.
Additionally, employees who suffer from discrimination or retaliation for reporting such abuse can bring a suit against their employers for damages and may be entitled to triple damages, court costs, and attorneys’ fees if they win (LA Rev. Stat. Sec. 23:968).
Jury duty. It is illegal to terminate an employee for being called to serve or presently serving on a jury (LA Rev. Stat. Sec. 23:965).
Military service. It is illegal to discriminate against employees for being members of the uniformed services, defined as the U.S. armed forces, reserves, National Guard, commissioned corps of the Public Health Service, ...

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