When planning for time off in Louisiana, understanding Louisiana Leave Laws, holidays for 2025, and how to manage your time off efficiently is essential. Whether you’re an employee looking to maximize your paid time off or an employer ensuring compliance with state and federal regulations, this guide covers everything you need to know. Utilizing tools like the Day Off app can make tracking your leave easier than ever. From paid time off policies and sick leave regulations to federally recognized holidays, Louisiana Leave Laws provide a unique landscape of leave benefits that affect both public and private sector employees. Stay informed about your rights and responsibilities when it comes to taking time off in 2025.
Paid Time Off (PTO) in Louisiana
Leave Quota
The Leave Quota refers to the total amount of PTO employees are eligible to take within a year. In Louisiana, this quota is typically determined by the employer and can vary significantly between companies. Common practices include offering PTO based on employee classification, such as full-time versus part-time status, or based on the employee’s length of service (tenure). For example, new hires might start with 10 days of PTO per year, while employees with 5 or more years of service might earn up to 20 or 25 days annually.
Employers often include both vacation and sick leave under the PTO umbrella, allowing employees to use the time off for any personal reasons. However, some employers may separate vacation from other types of leave, such as sick leave or personal days.
Accrual
In most Louisiana companies, PTO is accrued over time, meaning employees earn their vacation incrementally throughout the year. This is done to prevent employees from taking all of their time off at once, especially at the start of the year. A typical accrual method might allow employees to earn a certain amount of leave for every pay period worked.
For example, an employee working for a company that offers 12 days of PTO per year might accrue 1 day of PTO for every month worked. Alternatively, some companies may offer a more frequent accrual rate, such as earning PTO hours for every 40 hours worked. In contrast, some businesses choose a front-loaded approach, where employees receive their full PTO quota at the beginning of the year and can use it immediately.
It’s important to note that some employers set a waiting period before new employees can start accruing or using PTO, often ranging from 30 to 90 days.
Rollover
Rollover refers to the ability to carry over unused PTO from one year to the next. In Louisiana, rollover policies are set by the employer. While some companies have a “use it or lose it” policy, where unused PTO is forfeited at the end of the year, others allow employees to roll over a portion—or, in some cases, all—of their unused PTO into the next year.
For businesses that permit PTO rollover, there is often a cap on how much time can be carried over. For example, an employer might allow employees to roll over up to 5 unused PTO days but require anything beyond that to be forfeited. Alternatively, some companies set a maximum PTO balance an employee can accrue, such as 30 or 40 days, at which point employees must use some of their time off before earning more.
Employers with more generous rollover policies may even allow PTO to accumulate over several years, though this is less common.
Payment of Accrued, Unused Vacation on Termination
Louisiana leave laws does not specifically require employers to pay out unused vacation time upon termination of employment. However, if a company has a written or verbal policy stating that unused vacation will be paid out, the employer must honor this policy. Therefore, the payment of unused PTO upon termination depends largely on the company’s internal policies and any contractual agreements made with employees.
When an employee resigns or is terminated, they should check their employment contract or the company’s employee handbook to determine if they are eligible for a payout of unused vacation time. If the employer’s policy promises a payout, the company is legally obligated to compensate the employee for their accrued, unused PTO. In some cases, companies may include clauses that differentiate between voluntary and involuntary termination when deciding whether to pay out unused vacation.
It is also essential for employees to be aware that some companies place restrictions on PTO payout. For example, employees may need to provide a certain amount of notice before quitting or adhere to specific resignation procedures to qualify for a payout of unused vacation time.
Sick Leave in Louisiana
Federal Laws
At the federal level, there is no overarching law that mandates private employers to offer paid sick leave to their employees. However, certain federal laws provide provisions for unpaid leave and protections during illnesses:
Family and Medical Leave Act (FMLA)
The Family and Medical Leave Act (FMLA) is the primary federal law that impacts sick leave in Louisiana. Under FMLA, eligible employees are entitled to up to 12 weeks of unpaid leave per year for specific medical and family reasons, including:
- Personal health conditions that prevent them from performing their job
- Caring for an immediate family member (such as a spouse, child, or parent) with a serious health condition
- Childbirth, adoption, or foster care placement
To qualify for FMLA, employees must meet certain conditions:
- They must have worked for the employer for at least 12 months
- They must have worked at least 1,250 hours during the previous 12 months
- The employer must have 50 or more employees within a 75-mile radius
FMLA ensures that employees can take job-protected leave without the fear of losing their position. However, FMLA does not require employers to provide paid sick leave, meaning that employees may have to take this time off without pay unless their employer offers paid leave as part of their company policies.
Healthy Families Act (Proposed)
While the Healthy Families Act has been proposed at the federal level to mandate paid sick leave for workers across the U.S., it has not yet become law. If passed, this act would require employers to provide up to seven days of paid sick leave annually to employees, accrued at a rate of one hour of paid leave for every 30 hours worked. As of 2025, this law is not yet in effect.
State Laws
Louisiana leave laws, like many other states, does not have its own statewide law that requires private employers to provide paid sick leave to employees. In the absence of a state-mandated sick leave law, sick leave policies are generally determined by individual employers. However, Louisiana employers are required to follow any relevant federal laws, such as FMLA, and may choose to offer paid or unpaid sick leave as part of their benefits package.
Paid Sick Leave for Public Employees
While there is no mandated sick leave law for private sector employees in Louisiana, some public sector employees may be eligible for paid sick leave depending on their specific position and employer policies. For example, state and local government employees, teachers, and other public workers may have access to paid sick leave through their employment contracts or collective bargaining agreements. The details of these policies, such as the leave quota, accrual, and usage terms, vary by employer.
New Orleans Paid Sick Leave Initiative (Proposed)
In recent years, there has been discussion in New Orleans about implementing a paid sick leave ordinance, which would mandate that businesses within the city provide paid sick leave to employees. If passed, this initiative would make New Orleans the first city in Louisiana to require paid sick leave. However, as of 2025, this proposal has not yet been enacted into law.
Employer-Provided Sick Leave Policies in Louisiana
Given that Louisiana does not require paid sick leave at the state level, many companies establish their own sick leave policies. These policies vary widely, with some employers offering generous paid sick leave benefits and others offering none at all. Common employer-provided sick leave benefits include:
- Accrual-Based Sick Leave: Employees earn sick leave based on the number of hours worked. For example, an employee might earn 1 hour of sick leave for every 30 hours worked.
- Fixed Sick Leave Days: Some employers offer a fixed number of sick leave days per year, often ranging from 5 to 10 days.
- Sick Leave Pooling: Some companies allow employees to donate unused sick leave to a pool that can be used by other employees in need of additional leave due to illness.
Employers in Louisiana have significant discretion in setting sick leave policies, so employees should refer to their company’s employee handbook or consult with human resources to fully understand their sick leave entitlements.
Maternity, Paternity, FMLA in Louisiana
Federal Laws
The primary federal law governing maternity and paternity leave is the Family and Medical Leave Act (FMLA). While FMLA applies nationwide, including Louisiana, it offers only unpaid, job-protected leave, rather than paid leave. Here are the key provisions:
Family and Medical Leave Act (FMLA)
FMLA entitles eligible employees to take up to 12 weeks of unpaid leave within a 12-month period for family and medical reasons, which includes:
- The birth of a child and care for the newborn
- The adoption or foster care placement of a child
- Care for a spouse, child, or parent with a serious health condition
- The employee’s own serious health condition that prevents them from working
For maternity and paternity leave under FMLA, the 12-week period can be used for childbirth, bonding with a newborn, or caring for a newly adopted or foster child.
Eligibility Requirements for FMLA:
- The employee must have worked for the employer for at least 12 months.
- The employee must have worked at least 1,250 hours during those 12 months.
- The employer must have at least 50 employees within a 75-mile radius.
FMLA guarantees that employees can return to their job or an equivalent position after their leave ends, ensuring job security. However, it’s important to note that FMLA does not require employers to pay employees during their leave, though employees may be able to use accrued paid leave (such as vacation or sick time) during their FMLA leave, depending on their employer’s policy.
Additional Federal Laws and Protections
Pregnancy Discrimination Act (PDA)
The Pregnancy Discrimination Act (PDA) is another important federal law that applies to employees in Louisiana. This law prohibits discrimination based on pregnancy, childbirth, or related medical conditions. Under PDA, employers cannot fire, refuse to hire, or demote an employee because of pregnancy or childbirth. Additionally, employers must treat pregnancy-related leave in the same manner as they treat other temporary disabilities in terms of pay, benefits, and accommodations.
Fair Labor Standards Act (FLSA) – Break Time for Nursing Mothers
Under the Fair Labor Standards Act (FLSA), the federal government also requires employers to provide reasonable break time and a private, non-bathroom space for nursing mothers to express breast milk for one year after the child’s birth. While this law does not provide extended leave, it ensures that new mothers have time and space for breastfeeding when they return to work.
Additional State Laws
Louisiana leave laws does not have a specific state law that mandates paid maternity or paternity leave for private sector employees. However, there are a few state provisions that can affect maternity leave, particularly for public employees, and other measures that offer additional protections for pregnant workers.
Louisiana Pregnancy Disability Leave
Louisiana leave laws requires employers to provide reasonable accommodations for pregnant employees under certain circumstances. These accommodations include providing leave for pregnancy-related medical conditions, including childbirth recovery, if the employer provides similar accommodations for employees with temporary disabilities.
- Reasonable Accommodations: Employers must make reasonable accommodations for employees who are pregnant or recovering from childbirth. This might include modified work duties, temporary reassignment to lighter tasks, or adjustments to the work environment.
- Pregnancy-Related Leave: Louisiana employers are required to provide leave for pregnancy-related disabilities, as long as they offer similar leave to employees with other medical conditions. This means that if an employer allows employees to take leave for disabilities or medical conditions, they must also extend this leave to employees who are pregnant or recovering from childbirth. This leave is typically unpaid unless the employer’s policy states otherwise.
Breastfeeding Rights
Louisiana leave laws provides additional protections for new mothers returning to work. State law requires that employers provide reasonable break time and a private space, other than a bathroom, for breastfeeding mothers to express milk for up to one year after the child’s birth. This measure helps new mothers balance their return to work with the demands of breastfeeding.
Maternity and Paternity Leave for Public Employees
While Louisiana does not mandate paid maternity or paternity leave for private-sector workers, public employees—such as state and local government workers, teachers, and other public servants—may have access to more generous leave policies. The specifics of maternity and paternity leave for public employees are often outlined in collective bargaining agreements or state employment contracts. These contracts may offer paid leave or more flexible leave policies that provide additional support for new parents.
Bereavement Leave in Louisiana
In Louisiana leave laws, bereavement leave policies for 2025 are primarily set by individual employers, as there is no state-mandated requirement for paid or unpaid bereavement leave. Many companies offer bereavement leave as a benefit to allow employees time to grieve and manage personal matters following the death of a close family member. Typically, employers provide between 3 to 5 days of paid leave, though this can vary depending on the employer’s specific policies and the relationship to the deceased. Public-sector employees, such as state workers, may have access to more defined bereavement leave provisions, often outlined in their employment contracts or collective bargaining agreements. While not required by law, providing bereavement leave can be an important part of a comprehensive benefits package to support employee well-being during times of personal loss.
Jury Duty Leave in Louisiana
In Louisiana, Jury Duty Leave in 2025 is protected under state law, ensuring that employees are granted time off to fulfill their civic duty without fear of losing their job. Employers are required to provide unpaid leave for employees summoned for jury duty, though many employers opt to offer paid leave as a benefit. Under Louisiana law, employees cannot be penalized, fired, or threatened with termination for serving on a jury. Additionally, employees should notify their employer in advance and provide a copy of the jury summons. While the law doesn’t require paid leave, if an employer chooses to offer compensation, they may request proof of service. Public-sector employees often receive paid time off for jury duty, as outlined in their employment contracts.
Military Leave in Louisiana
In Louisiana, Military Leave in 2025 is governed by both federal and state laws that protect the employment rights of service members. Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who are called to active duty or required to participate in training or drills are entitled to unpaid leave and job protection during their period of service. Louisiana law extends additional protections, ensuring that service members are not penalized for their military obligations. Public-sector employees, such as state or local government workers, may receive paid military leave for a limited number of days each year, often outlined in their employment agreements. Employers are required to reinstate returning service members to their previous positions or an equivalent role, with the same seniority, pay, and benefits as if they had not been absent. Louisiana’s support for military leave ensures that service members can serve their country without sacrificing their civilian careers.
Voting Leave in Louisiana
In Louisiana, Voting Leave in 2025 is not specifically mandated by state law, meaning there is no statewide requirement for employers to provide paid or unpaid leave for employees to vote. However, many employers recognize the importance of civic participation and may voluntarily offer time off to vote, especially if polling hours conflict with work schedules. Federal law prohibits any form of voter intimidation, and Louisiana encourages employers to accommodate employees’ schedules to allow sufficient time to cast their ballots. Employees should check with their employers regarding specific voting leave policies, as some may offer flexible work hours or unpaid leave to ensure employees can exercise their voting rights. Additionally, state employees may have more defined policies for voting leave, outlined in their employment agreements or workplace guidelines.
Louisiana State Holidays in 2025
In 2025, Louisiana observes several state holidays, many of which align with federal holidays, offering employees time off to celebrate or commemorate important national and local events. Louisiana state employees typically receive holidays as paid time off, while private-sector employers are not required by law to offer paid holidays but often follow similar practices. In addition to these holidays, some public offices may close on regional observances or for additional holidays, depending on local traditions. Employees should check with their specific employer regarding which holidays are recognized and whether they are entitled to paid leave on those days.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Mardi Gras
Good Friday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
January 1, 2025 (Wednesday)
January 20, 2025 (Monday)
March 4, 2025 (Tuesday)
April 18, 2025 (Friday)
May 26, 2025 (Monday)
July 4, 2025 (Friday)
September 1, 2025 (Monday)
November 11, 2025 (Tuesday)
November 28, 2025 (Thursday)
December 25, 2025 (Thursday)