Louisiana maintains limited wage transparency requirements that differ significantly from comprehensive pay transparency laws found in other states. While Louisiana does not require salary disclosure in job postings, the state does have specific requirements for wage notification at the time of hire and for ongoing employment relationships.
Here’s what you need to know about Louisiana’s pay transparency laws and how they compare to broader pay transparency trends.
Core Law & Compliance
What Is the Louisiana Pay Transparency Law? (2025 Update)
Louisiana does not have a comprehensive pay transparency law requiring salary disclosure in job postings. Instead, the state maintains basic wage notification requirements found in Louisiana Revised Statutes Section 23:633 and Section 23:1018.2.
These limited requirements focus on ensuring employees receive essential wage information at the time of hire and when changes occur, rather than the proactive salary disclosure mandated by states like Washington, California, and New York.
Louisiana’s approach represents a minimal regulatory framework that provides basic worker protections without the comprehensive transparency measures increasingly adopted by other states.
Louisiana Salary Posting Requirements for Employers
Louisiana has no requirements for private employers to include salary ranges or compensation information in job postings. Unlike states with comprehensive pay transparency laws, Louisiana employers are not required to disclose wages, benefits, or other compensation details in job advertisements.
This means job seekers in Louisiana typically must navigate the application process without upfront salary information, relying on traditional negotiation processes to determine compensation details.
The absence of posting requirements places Louisiana among the majority of states that have not yet adopted proactive salary disclosure mandates for private sector employers.
When Did/Does the Louisiana Pay Transparency Law Take Effect?
Louisiana’s basic wage notification requirements under Section 23:633 have been in effect for years, establishing the foundation for employer-employee wage communication. The earned income tax credit notification requirement under Section 23:1018.2 was added later, specifically targeting lower-wage workers who may benefit from federal tax credits.
These requirements represent Louisiana’s existing framework rather than recent legislative changes, indicating the state has not moved toward comprehensive pay transparency reforms seen in other jurisdictions.
Employer Responsibilities
Which Employers Must Comply With the Louisiana Pay Transparency Law?
All Louisiana employers, regardless of size, must comply with the basic wage notification requirements under Section 23:633. This includes informing employees of their wages, payment method, and payment frequency at the time of hire and when changes occur.
However, the earned income tax credit notification requirement under Section 23:1018.2 only applies to employers with 20 or more employees, and only for employees whose anticipated earnings are $35,000 or less annually.
Louisiana public sector employers face additional restrictions under Section 23:664, which prohibits them from preventing employees from discussing wages or taking adverse action against employees who disclose their wage rates.
Louisiana Pay Transparency Thresholds by Employer Size
Louisiana’s requirements vary based on employer size and sector:
- All Private Employers: Must provide wage notification at hire and when changes occur (La. Rev. Stat. Ann. § 23:633)
- Employers with 20+ Employees: Must also notify eligible employees about earned income tax credit opportunities (La. Rev. Stat. Ann § 23:1018.2)
- Public Sector Employers: Cannot prohibit wage discussions or retaliate against employees who discuss wages (La. Stat. tit. 23 § 664)
The threshold system is significantly simpler than comprehensive pay transparency states, reflecting Louisiana’s limited regulatory approach.
Penalties for Violating the Louisiana Pay Transparency Law
Louisiana’s penalty structure for wage notification violations is not as clearly defined or robust as states with comprehensive pay transparency laws. Enforcement typically occurs through the Louisiana Department of Labor or through individual employee action for wage and hour violations.
The limited scope of Louisiana’s requirements means penalties primarily relate to failure to provide required notifications rather than the significant financial consequences seen in states with comprehensive salary posting mandates.
Employees who believe their rights have been violated may file complaints with appropriate state agencies or pursue legal action, though the remedies available are more limited than in states with stronger transparency frameworks.
Employee Rights & Impact
What Employees Should Know About the Louisiana Pay Transparency Law
Louisiana employees have limited rights compared to workers in comprehensive pay transparency states. Private sector employees do not have protected rights to discuss wages with colleagues, unlike the broad protections found in other jurisdictions.
However, employees do have the right to receive specific wage information at the time of hire, including their wage rate, payment method, and payment frequency. They also have the right to advance notice of any changes to these terms.
Lower-wage employees working for larger employers (20+ employees) who anticipate earning $35,000 or less have the right to receive information about potential earned income tax credit eligibility.
Public sector employees in Louisiana have stronger protections, with explicit rights to discuss their wages without fear of employer retaliation.
Employee Rights Under Louisiana Salary Posting Law
Since Louisiana does not have salary posting requirements for private employers, employees and job seekers do not have rights to salary information in job postings. This places Louisiana workers at a disadvantage compared to their counterparts in transparency states who receive comprehensive compensation information upfront.
Louisiana employees’ rights are primarily limited to receiving wage information after hire and notification of wage changes, rather than the proactive transparency provided in other states.
The limited rights structure means Louisiana employees must rely on traditional negotiation and information-gathering methods when evaluating job opportunities and career moves.
How the Louisiana Pay Transparency Law Helps Reduce Wage Gaps
Louisiana’s limited wage transparency requirements provide minimal impact on reducing wage gaps compared to comprehensive pay transparency laws. Without salary posting requirements or broad wage discussion protections, the state’s current framework does little to address information asymmetries that contribute to pay disparities.
The earned income tax credit notification requirement for lower-wage workers represents one positive step toward ensuring eligible employees receive available benefits, but this addresses tax policy rather than fundamental pay equity issues.
Louisiana’s approach means wage gaps may persist due to the continued lack of transparency in hiring and compensation practices across most of the private sector.
HR & Legal Best Practices
How HR Teams Can Comply With Louisiana Pay Transparency Law
HR teams in Louisiana should focus on compliance with the basic notification requirements while preparing for potential future transparency legislation.
Essential compliance steps include establishing procedures to provide wage information at the time of hire, including rate, payment method, and frequency. HR should also create systems to notify employees in advance of any changes to these wage terms.
For employers with 20 or more employees, HR teams must identify employees earning $35,000 or less annually and provide them with earned income tax credit information and guidance on the recovery process.
While not required, forward-thinking HR teams may consider voluntarily adopting salary transparency practices to remain competitive in recruiting talent from transparency states.
Updating Job Postings to Meet Louisiana Salary Transparency Rules
Since Louisiana does not require salary information in job postings, employers have no legal obligation to update their job advertisements with compensation details. This gives Louisiana employers discretion in how much salary information to provide voluntarily.
However, employers competing for talent with companies in transparency states may find it advantageous to include salary ranges voluntarily to attract candidates who have become accustomed to upfront compensation information.
Job postings should focus on compliance with other applicable laws and regulations while considering competitive positioning in the broader job market.
Does the Louisiana Pay Transparency Law Apply to Remote or Hybrid Workers?
Louisiana’s limited wage transparency requirements apply to all employees working in Louisiana, regardless of work arrangement. Remote, hybrid, and in-person workers all have the same rights to wage notification at hire and advance notice of wage changes.
For employers with distributed workforces, Louisiana’s minimal requirements mean compliance is straightforward but provides limited protection compared to employees working in comprehensive transparency states.
Employers with remote workers should be aware that employees working in other states may be covered by those states’ more comprehensive pay transparency laws, creating complex compliance situations.
Comparison and Broader Context
How Louisiana Pay Transparency Rules Compare With California and New York
Louisiana’s approach to wage transparency stands in stark contrast to the comprehensive frameworks established in California and New York. While California requires detailed salary range disclosure for all job postings from covered employers, Louisiana has no such requirements for private sector employers.
New York’s salary posting requirements similarly exceed Louisiana’s framework by requiring proactive compensation disclosure, while Louisiana only mandates basic wage notification after hire. Both California and New York provide stronger wage discussion protections than Louisiana, which limits such protections to public sector employees only.
The gap between Louisiana and leading transparency states represents one of the widest disparities in worker protections across different jurisdictions, highlighting the patchwork nature of pay transparency legislation nationwide.
Federal Pay Transparency Requirements vs. Louisiana Law
Louisiana’s minimal state requirements mean that federal protections become more significant for Louisiana workers. Federal contractors working in Louisiana benefit from federal salary disclosure requirements that exceed what Louisiana state law provides.
The National Labor Relations Act provides some wage discussion protections for private sector employees that Louisiana state law does not explicitly offer, making federal law an important source of worker rights in the state.
Louisiana’s limited framework demonstrates how state-level legislation can fall short of comprehensive worker protections, making federal standards and potential federal legislation more crucial for ensuring equitable treatment.
Pay Transparency Laws by State: Where Does Louisiana Stand?
Louisiana ranks among the states with the most limited pay transparency requirements, placing it at the opposite end of the spectrum from leaders like Washington, California, and New York. The state’s minimal approach contrasts sharply with the growing trend toward comprehensive salary disclosure requirements.
While many states have either enacted or are considering robust pay transparency legislation, Louisiana has not moved toward comprehensive reforms, leaving its workers with significantly fewer transparency rights than their counterparts in other states.
Louisiana’s position demonstrates the wide variation in state approaches to pay equity and highlights the potential need for federal legislation to ensure consistent worker protections across all states.
FAQs About the Louisiana Pay Transparency Law
Do small businesses need to comply with Louisiana pay transparency law?
All Louisiana employers, regardless of size, must provide wage information to employees at the time of hire and notify them of changes in advance. However, only employers with 20 or more employees must provide earned income tax credit information to eligible employees earning $35,000 or less. Small businesses have no salary posting requirements.
How should employers update existing job postings?
Louisiana does not require salary information in job postings, so employers have no legal obligation to update their job advertisements. However, employers may choose to include salary ranges voluntarily to remain competitive with employers in transparency states or to attract candidates who expect upfront compensation information.
Are salary ranges required for internal postings as well as external ones?
Louisiana has no requirements for salary ranges in either internal or external job postings for private sector employers. The state’s requirements focus only on wage notification at the time of hire and when changes occur, not on proactive disclosure in job advertisements.
What happens if employers fail to disclose salaries?
Since Louisiana does not require salary disclosure in job postings, there are no penalties for failing to include this information. However, employers who fail to provide required wage information at the time of hire or fail to give advance notice of wage changes may face enforcement action through the Louisiana Department of Labor or employee legal action for wage and hour violations.
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