Louisiana Final Paycheck Law — deadline calculator

Frequently Asked Questions

• What is Louisiana's final paycheck deadline in 2026?

  Under Louisiana RS 23:631 (as of 2026), employers must pay all final wages by whichever comes first: the next regular payday for the pay cycle in which the separation occurred, or 15 calendar days after the separation date. This rule applies to both fired and resigned employees.

• Does Louisiana require final pay on the last day if an employee is fired?

  No. Louisiana law does not require immediate same-day payment upon termination. Employers have until the earlier of the next scheduled payday or 15 calendar days from the termination date — whichever comes first. This differs from states like California, which require same-day payment when an employee is discharged.

• Is there a penalty for paying a Louisiana final paycheck late?

  Louisiana does not impose a statutory daily penalty for late final paychecks. Unlike California (up to 30 days of waiting-time penalties at the employee's daily rate), Louisiana employees who receive late final pay must recover their wages through a civil wage claim in court. Courts may award attorney fees in successful cases, which creates a practical incentive for employers to pay on time.

• Does the same deadline apply whether the employee quit or was fired?

  Yes. Louisiana RS 23:631 uses identical language for both discharges and resignations: pay by the earlier of the next regular payday or 15 days after separation. There is no distinction between the two types of separation under Louisiana law, unlike some states that impose stricter deadlines for involuntary terminations.

• Can an employer mail the final paycheck in Louisiana?

  Yes. RS 23:631 explicitly states that sending wages by prepaid U.S. mail to the employee's last known address satisfies the payment requirement as of the postmark date. Employers should retain proof of postmark. Direct deposit to an active account also satisfies the requirement.

• Does Louisiana include accrued vacation pay in the final paycheck?

  Only if the employer's written policy grants accrued vacation as earned wages. Louisiana has no statute requiring vacation pay on separation — unlike California or Illinois. If the employer's written policy provides that unused accrued vacation is paid out upon separation, that amount is treated as wages and must be included in the final paycheck by the RS 23:631 deadline.

• What happens if part of the final paycheck amount is disputed?

  Under Louisiana RS 23:631, employers must pay the undisputed portion of final wages by the legal deadline even if the total amount is in dispute. Withholding all wages because of a partial dispute is a violation of Louisiana law. The disputed portion can be resolved separately through negotiation or civil action.

• Are commissions and bonuses part of the Louisiana final paycheck?

  Commissions and non-discretionary bonuses earned under a written policy are wages under Louisiana law and must be paid by the RS 23:631 deadline. However, performance-based bonuses that require a period calculation (such as annual reviews) may be determined and paid up to 120 days after termination under RS 23:631(B).

• How does Louisiana's final paycheck law compare to the federal FLSA?

  The federal FLSA sets no specific deadline for final paychecks — it only requires that wages be paid on the regular payday. Louisiana's RS 23:631 is stricter, capping the deadline at the earlier of the next regular payday or 15 days. Louisiana law governs for most private-sector workers in the state. Federal law applies to workers not covered by state law, but in Louisiana, state law nearly always provides a clearer rule.

• Where do I file a wage claim in Louisiana if my final paycheck is not paid?

  Louisiana does not have a state administrative wage claim process for final paycheck disputes. Employees must file a civil lawsuit in Louisiana district court to recover unpaid wages. For smaller amounts, small claims court is an option. Louisiana Works (laworks.net) provides information on wage laws and can refer workers to legal resources, but enforcement is through the courts rather than an administrative agency.