Louisiana Wage & Hour Claim Calculator

Wage and hour claims in Louisiana are governed by the federal Fair Labor Standards Act (FLSA) and by Louisiana's own wage laws, whichever is more protective. The most common violations are unpaid overtime (time-and-a-half over 40 hours a week), misclassifying employees as exempt or as independent contractors, off-the-clock work, and minimum-wage shortfalls.

A powerful feature of wage law is that it often doubles the recovery: under the FLSA, unpaid wages can be awarded together with an equal amount in liquidated damages, and many states add their own penalties for willful violations. Prevailing employees are also typically entitled to attorney fees, so a Louisiana wage claim can be worth substantially more than the raw unpaid wages alone.

The FLSA generally allows 2 years to recover back wages, extended to 3 years for willful violations. Louisiana's own wage statute of limitations is about 3 years, in line with the national average of 3.6 years, and the longer applicable period usually controls — so the sooner you act, the more back pay you can recover.

You can pursue unpaid wages in Louisiana even while still employed — retaliation for asserting wage rights is illegal under both federal and state law. Claims can go through your state labor agency, the U.S. Department of Labor's Wage and Hour Division, or a private attorney, and many wage cases proceed as collective or class actions when one policy affected multiple workers.

Breaks at work in Louisiana, as recorded on a review of official state sources completed 2026-09-15. Meal break: no state requirement for adult workers, and federal law does not require one either. Rest break: no state requirement for adult workers. Under federal law, short breaks an employer does give, of about 5 to 20 minutes, count as paid work time.

Final paychecks in Louisiana. If you are fired: on or before the next regular payday or within 15 days of discharge, whichever comes first. If you quit: on or before the next regular payday for the pay cycle in which the employee was working at separation, or within 15 days of resignation, whichever comes first. Unused vacation: earned, unused vacation must be paid out when employment ends. If the final paycheck is late: penalty wages: the lesser of 90 days' wages or full wages from the employee's demand until paid, plus reasonable attorney fees; a good-faith dispute limits liability to the disputed wages plus judicial interest. A break that was never given or a final paycheck that arrives late can be part of a wage claim, and the break and final paycheck guide in the related reading below compares every state.