Louisiana Remote Work Laws 2026

General Remote Work Questions

Q1: Does Louisiana have specific laws governing remote work?

Louisiana does not have comprehensive state laws specifically addressing remote work arrangements. Remote workers are generally subject to the same employment laws that apply to on-site workers, with application based on factors such as:

• Where work is physically performed
• Where the employer is located
• Nature of the employment relationship
• Specific statutory provisions

Federal laws such as the FLSA apply regardless of work location. Employers should consult legal counsel to understand how various employment laws apply to their remote workforce.

Q2: Can my employer require me to work remotely in Louisiana?

According to general employment law principles:

• Louisiana is an at-will employment state
• Employers generally have discretion over work arrangements
• Employment contracts may specify work location requirements
• Changes to work arrangements may be subject to contractual terms

The legality of requiring remote work depends on factors including:

• Terms of any employment agreement
• Company policies
• Collective bargaining agreements (if applicable)
• Disability accommodation requirements
• Other specific circumstances

Employees with questions about required remote work should review their employment agreements and consult with an employment attorney if needed.

Q3: Can my employer require me to return to the office if I’ve been working remotely?

Generally, in Louisiana’s at-will employment environment:

• Employers may typically change work location requirements
• Unless contractual agreements specify otherwise
• Subject to anti-discrimination laws and disability accommodation requirements

Specific circumstances may affect this general principle. Employees should:

• Review employment contracts and company policies
• Consider any written remote work agreements
• Consult HR or management about policy changes
• Seek legal advice if concerned about unlawful discrimination or retaliation

Minimum Wage and Overtime

Q4: What is the minimum wage for remote workers in Louisiana?

Louisiana does not have a state-specific minimum wage. Remote workers in Louisiana are generally subject to the federal minimum wage of $7.25 per hour as required by the Fair Labor Standards Act.

The minimum wage applies based on where work is physically performed. A worker performing work from a location in Louisiana would generally be subject to at least the federal minimum wage.

Source: U.S. Department of Labor

⚠️ Note: Certain exemptions may apply for specific categories of workers. Tipped employees may be paid a lower cash wage if tips bring total compensation to minimum wage. Verify compliance with the U.S. Department of Labor or legal counsel.

Q5: Are remote workers entitled to overtime pay in Louisiana?

Entitlement to overtime generally depends on exempt vs. non-exempt status, not work location.

According to federal FLSA provisions:

• Non-exempt employees are generally entitled to overtime pay at 1.5x regular rate for hours over 40 in a workweek
• Exempt employees meeting salary and duties tests are generally not entitled to overtime

Remote work location does not change overtime entitlement. Classification as exempt or non-exempt is determined by:

• Salary level
• Salary basis
• Primary job duties

Employers should consult wage and hour counsel to ensure proper classification and overtime compliance for remote workers.

Source: U.S. Department of Labor – https://www.dol.gov/agencies/whd/overtime

Q6: How should employers track hours for remote workers?

Louisiana does not have specific time-tracking requirements beyond federal FLSA standards. According to federal requirements:

• Employers must maintain accurate records of hours worked
• Records must include daily and weekly hours
• Suitable timekeeping methods should be implemented

For remote workers, employers may consider:

• Time-tracking software
• Virtual time clocks
• Self-reported time sheets with verification
• Honor system with spot-check audits

Employers should:

• Implement clear time-tracking policies
• Train remote workers on procedures
• Have systems to capture all compensable time
• Maintain records as required by law
• Consult legal counsel on compliant systems

Q7: Is checking email after hours considered work time?

According to general FLSA principles, compensable work time includes time an employee is “suffered or permitted to work.” Whether after-hours email constitutes compensable time is fact-specific and may depend on:

• Whether employee is required to respond
• Employer policies and expectations
• Frequency and duration of communications
• Whether work is performed

Employers should:

• Establish clear policies on after-hours communications
• Specify expectations for availability
• Track and compensate non-exempt employees for after-hours work
• Consider prohibiting non-exempt employees from working outside scheduled hours without approval

This is a complex area. Employers should consult wage-hour counsel to develop compliant policies.

Breaks and Meal Periods

Q8: Are remote workers in Louisiana entitled to breaks?

Louisiana does not require employers to provide meal or rest breaks for adult workers (age 18+), whether working remotely or on-site.

However:

• Minors under 18 must receive a 30-minute meal break after 5 consecutive hours
• If employers voluntarily provide breaks, federal rules may apply regarding payment
• Short breaks (5-20 minutes) generally must be paid if provided
• Bona fide meal periods (30+ minutes) may be unpaid if employee completely relieved of duties

Employers may establish break policies as a best practice even when not legally required.

Source: Louisiana Workforce Commission / U.S. Department of Labor

Q9: Can remote workers take breaks whenever they want?

Break policies are generally determined by:

• Employer policies and procedures
• Employment agreements
• Collective bargaining agreements
• Applicable law

Even when breaks are not required by law, employers may:

• Establish policies on when breaks may be taken
• Require adherence to schedules
• Discipline for policy violations

Remote workers should:

• Review company break policies
• Understand expectations for availability
• Follow employer guidelines
• Communicate with supervisors about scheduling

Employee Classification

Q10: How do I know if a remote worker should be classified as an employee or independent contractor?

Worker classification is a complex legal determination based on multiple factors. Louisiana applies different tests depending on the context (unemployment insurance, workers’ compensation, tax purposes).

General Considerations May Include:

• Level of control over work methods
• Financial aspects of relationship
• Type of relationship and permanency
• Integration into business operations
• Investment in equipment/facilities

⚠️ Critical: Classification should NEVER be made without professional guidance. Misclassification can result in:

• Back taxes and penalties
• Wage and hour liability
• Workers’ compensation issues
• Unemployment insurance consequences

Proper Steps:

1. Consult with employment attorney licensed in Louisiana
2. Consult with tax professional (CPA or enrolled agent)
3. Review all factors comprehensively
4. Consider seeking determination from IRS (Form SS-8) or Louisiana Workforce Commission
5. Document basis for classification

Source: See Part 1 of this guide for detailed classification discussion

Q11: Does working remotely affect worker classification?

No. According to general legal principles:

• The same classification tests apply to remote and on-site workers
• Work location does not determine classification
• Control, financial relationship, and other factors still matter

However, remote work arrangements may affect how factors are analyzed:

• Virtual supervision methods
• Equipment provision for home offices
• Communication and oversight in remote settings

Classification must be determined based on all facts and circumstances with professional guidance.

Workers’ Compensation

Q12: Are remote workers covered by Louisiana workers’ compensation?

Coverage under Louisiana workers’ compensation depends on whether an injury:

• Arises out of employment, AND
• Occurs in the course and scope of employment

According to general legal principles and agency guidance, remote workers may be covered for work-related injuries occurring in home offices. However, coverage is highly fact-specific and requires case-by-case analysis.

Factors that may be relevant include:

• Whether employee was performing work duties at time of injury
• Whether injury occurred in designated work area
• Whether activity was work-related or personal
• Timing relative to work hours
• Other specific circumstances

⚠️ Important: Coverage determinations are made ONLY by the Louisiana Office of Workers’ Compensation Administration. Do not assume coverage or non-coverage without professional evaluation.

For injuries, employees should:

1. Report immediately to employer
2. Seek medical attention
3. Contact OWCA for guidance: (800) 201-3362
4. Consult workers’ compensation attorney if needed

Source: See Part 2 of this guide for detailed workers’ comp discussion

Q13: What should I do if injured while working from home?

Immediate Steps:

1. Seek medical attention if needed for any injury
2. Report to employer – Louisiana generally requires reporting within 30 days
3. Document the incident – write down what happened, when, where, and how
4. Preserve evidence – photographs of scene, equipment, etc.
5. Follow employer procedures for workers’ comp claims

Follow-Up:

• File workers’ comp claim with employer/insurer
• Contact OWCA if claim disputed: (800) 201-3362
• Consult workers’ compensation attorney for complex situations
• Do not assume coverage or non-coverage without proper evaluation

⚠️ Critical: Do not delay reporting due to uncertainty about coverage. Report all work-related injuries promptly. Coverage determinations are made by OWCA based on complete facts.

Q14: Does Louisiana require workers’ compensation for remote employees?

Louisiana’s workers’ compensation law generally requires coverage for all employers with one or more employees, including:

• Full-time employees
• Part-time employees
• Remote/telecommuting employees
• Seasonal workers

Coverage requirements are based on employment relationship, not work location. Employers with remote workers in Louisiana generally must maintain workers’ compensation coverage.

Very limited exemptions may apply for sole proprietors or certain corporate structures with no employees.

Employers should verify coverage obligations with:

• Louisiana Office of Workers’ Compensation Administration: (800) 201-3362
• Workers’ compensation insurance agent
• Legal counsel

Source: Louisiana Workforce Commission – https://www.laworks.net/FAQs/FAQ_WorkComp_EmployerCoverage.asp

Taxation

Q15: Do remote workers in Louisiana pay state income tax?

Louisiana residents generally pay Louisiana income tax on all income regardless of:

• Where employer is located
• Whether work is performed remotely
• Other factors

General Rules:

• Louisiana residents: Pay Louisiana tax on all income
• Louisiana nonresidents: Pay Louisiana tax on income earned from work performed in Louisiana

Effective 2025: Louisiana income tax is a flat 3.09% rate on Louisiana taxable income.

For specific tax situations, consult:

• Louisiana Department of Revenue: (855) 307-3893
• Licensed CPA or tax professional
• Tax attorney

Source: Louisiana Department of Revenue – https://revenue.louisiana.gov/

⚠️ Not Tax Advice: This is general information only. Tax situations vary widely. Consult tax professionals.

Q16: What is Louisiana’s 30-day rule for nonresident workers?

Effective January 1, 2026, Louisiana provides a threshold for nonresident income tax withholding:

General Framework:

• Nonresident employees working in Louisiana for 30 days or fewer may be exempt from Louisiana income tax withholding
• Applies to employees performing duties in multiple states
• Does NOT apply to professional athletes, entertainers, public figures, or film production employees
• Mutuality requirement eliminated as of 2026

What This Means:

• If nonresident works 30 or fewer days in Louisiana during calendar year, employer may not need to withhold Louisiana tax
• Days are counted on any-part-of-day basis (not prorated by hours)
• Threshold is for withholding purposes; actual tax liability determined on individual returns

⚠️ Important: This is a withholding threshold, not necessarily a tax exemption. Individuals should consult tax professionals about actual tax obligations.

Source: Louisiana tax legislation, National Taxpayers Union Foundation analysis

Q17: Who pays taxes if I live in Louisiana but work for an out-of-state employer?

According to general state tax principles:

• Louisiana residents pay Louisiana income tax on all income
• Work location and employer location generally do not affect resident tax obligations

Example: Louisiana resident working remotely for Texas employer:

• Pays Louisiana income tax (3.09% flat rate)
• No Texas state income tax (Texas has no income tax)
• Federal income tax applies

Multi-State Situations: If working partly in Louisiana and partly in other state(s):

• May owe tax to multiple states based on where work performed
• Louisiana provides credit for taxes paid to other states
• Complex apportionment issues may arise

⚠️ Not Tax Advice: Multi-state taxation is extremely complex. Consult licensed tax professional (CPA, enrolled agent, or tax attorney) familiar with multi-state issues.

Q18: Can my employer make me pay Louisiana taxes if I don’t live there?

Tax obligations are generally based on:

• Where you physically perform work
• Your state of residence
• Applicable tax laws

General Principle: If you physically work from Louisiana, Louisiana may have authority to tax that income, regardless of:

• Where you live
• Where employer is located
• Your preferences

However, specific situations vary based on:

• Number of days worked in Louisiana
• Temporary vs. permanent assignment
• Reciprocal agreements between states
• Other factors

Employers typically must withhold taxes based on where work is performed.

⚠️ Tax Questions: Consult tax professional about your specific situation. Do not make assumptions about tax obligations.

Leave and Time Off

Q19: Are remote workers entitled to paid sick leave in Louisiana?

Louisiana does not have a state law requiring private employers to provide paid sick leave, whether for remote or on-site workers.

What This Means:

• Private employers are not required by Louisiana law to offer paid sick leave
• Employers may voluntarily provide paid sick leave as a benefit
• Federal FMLA may provide unpaid leave protections (see Q20)

Some cities may have local paid sick leave ordinances. Verify with local authorities if working in specific Louisiana cities.

Source: Louisiana employment law guidance

Q20: Can remote workers take FMLA leave?

The federal Family and Medical Leave Act (FMLA) applies to eligible employees regardless of work location.

Eligibility Requirements:

• Employer has 50+ employees within 75-mile radius
• Employee worked for employer 12 months
• Employee worked 1,250+ hours in past 12 months

Covered Leave Reasons:

• Birth/care of newborn
• Adoption or foster placement
• Care for family member with serious health condition
• Employee’s own serious health condition
• Qualifying military family leave

Leave Provisions:

• Up to 12 weeks unpaid, job-protected leave (26 weeks for military caregiver leave)
• Health benefits continued during leave
• Reinstatement to same or equivalent position

Remote work status does not affect FMLA eligibility or rights.

Source: U.S. Department of Labor – https://www.dol.gov/agencies/whd/fmla

Q21: Can I take vacation while working remotely in Louisiana?

Vacation policies are generally determined by:

• Employer policies
• Employment contracts
• Company handbooks

Louisiana does not require employers to provide vacation leave. When employers choose to provide vacation:

• Terms are set by employer policy
• Remote work status does not change vacation entitlements
• Employers establish rules for requesting and using vacation

Employees should:

• Review company vacation policies
• Follow proper request procedures
• Understand any blackout periods or limitations
• Communicate clearly with management

Discrimination and Harassment

Q22: Are remote workers protected from discrimination?

Yes. Louisiana’s Employment Discrimination Law and federal anti-discrimination laws apply equally to remote and on-site workers.

Protected Characteristics (Louisiana Law):

• Age (40+)
• Race, color
• Religion
• Sex (including pregnancy for employers with 25+ employees)
• National origin
• Disability
• Genetic information, sickle cell trait
• Military status (effective August 2025)

Federal Protections: Federal laws (Title VII, ADA, ADEA, etc.) also protect against discrimination.

Remote work does not diminish these protections. Discrimination in hiring, firing, compensation, promotions, or other employment terms is prohibited.

To Report Discrimination:

• Louisiana Commission on Human Rights: (225) 342-6969
• EEOC: 1-800-669-4000
• Consult employment discrimination attorney

Source: See Part 2 of this guide for detailed anti-discrimination discussion

Q23: Can harassment occur in a remote work environment?

Yes. Harassment is prohibited regardless of work location. Harassment can occur through:

• Video conferences
• Email and messaging
• Virtual meetings
• Phone calls
• Any work-related communication

What Constitutes Harassment: According to EEOC guidance:

• Unwelcome conduct based on protected characteristic
• Severe or pervasive enough to create hostile work environment
• Affects terms and conditions of employment

Employers should:

• Maintain anti-harassment policies for remote workers
• Provide training on virtual workplace conduct
• Have clear complaint procedures
• Investigate complaints promptly and thoroughly

Employees experiencing harassment should:

• Document incidents
• Report through proper channels
• Consult HR or management
• Contact EEOC or attorney if needed

Equipment and Expenses

Q24: Must employers provide equipment for remote workers in Louisiana?

Louisiana does not have a specific state law requiring employers to provide equipment or reimburse expenses for remote workers.

However, consider:

• Federal minimum wage requirements may be implicated if expenses reduce wages below minimum
• Employers may voluntarily provide equipment as policy
• Employment agreements may specify equipment provision
• Some expenses may be tax-deductible for employees (consult tax advisor)

Common Practices (Not Requirements):

• Providing company laptop, phone
• Internet stipends or reimbursement
• Office supplies
• Ergonomic equipment

Employers should:

• Develop clear policies on equipment provision
• Specify what is provided vs. employee responsibility
• Address data security and return of equipment
• Consult legal counsel on expense reimbursement obligations

Q25: Can employers require remote workers to use personal equipment?

Generally, employers may establish terms and conditions of employment, including equipment requirements, subject to:

• Minimum wage implications (expenses can’t reduce wages below minimum)
• Disability accommodation requirements
• Contractual terms
• Reasonableness considerations

If employers require use of personal equipment:

• Consider compensation or reimbursement
• Address data security and privacy
• Provide clear policies
• Consult legal counsel on compliance

Privacy and Monitoring

Q26: Can employers monitor remote workers in Louisiana?

Louisiana law generally recognizes employee privacy rights, but employers may monitor work-related activities.

General Principles:

• Employers may typically monitor work email and computer usage
• Employers should notify employees of monitoring
• Monitoring should be for legitimate business purposes
• Personal communications may have greater privacy protections

Best Practices:

• Provide clear written monitoring policies
• Obtain employee acknowledgment
• Limit monitoring to work-related activities
• Consult legal counsel on privacy compliance

Federal Law: Electronic Communications Privacy Act (ECPA) provides some protections but includes business-use exception.

Employers should consult employment attorneys to develop appropriate monitoring policies that balance business needs with privacy rights.

Q27: Can employers require video cameras on during remote work?

This is an evolving area of employment law. General considerations include:

• Employer’s legitimate business interests
• Employee privacy expectations in home
• Nature of work and meeting purpose
• Disability accommodation needs
• Company policies

Factors to Consider:

• Does policy serve legitimate business purpose?
• Is requirement reasonable and consistently applied?
• Are accommodations provided for personal circumstances?
• What is captured by camera (background, family members)?

Employers requiring cameras should:

• Have clear, written policies
• Explain business justifications
• Consider privacy concerns
• Allow virtual backgrounds
• Accommodate special circumstances
• Consult legal counsel

Employees concerned about camera requirements should:

• Review company policies
• Discuss concerns with HR/management
• Consider privacy settings and backgrounds
• Consult employment attorney if needed

Multi-State Issues

Q28: What if I work remotely from Louisiana but my employer is in another state?

Multi-state employment creates complex compliance issues. Generally:

Labor Law Compliance:

• Wage and hour laws typically apply where work is performed
• If you work from Louisiana, Louisiana and federal wage laws generally apply

Tax Compliance:

• Louisiana residents pay Louisiana income tax on all income
• Nonresidents pay Louisiana tax on Louisiana-source income
• Employer may need to register for Louisiana payroll taxes

Workers’ Compensation:

• Employer generally must have Louisiana workers’ comp coverage if employees work in Louisiana

Other Considerations:

• Unemployment insurance coverage
• State registration requirements
• Local ordinances

Employers with multi-state remote workers should:

• Consult multi-state employment counsel
• Work with payroll/tax advisors
• Ensure compliance in each state where employees work

⚠️ Complex Area: Multi-state employment involves numerous overlapping laws. Professional guidance essential.

Q29: Can I work remotely from another state while employed by a Louisiana company?

This creates multi-state compliance issues for both employee and employer:

For Employee:

• May create tax obligations in state where work performed
• May affect workers’ compensation coverage
• Should verify employer approval for out-of-state work

For Employer:

• May create payroll tax obligations in other state
• May require workers’ compensation coverage in other state
• May create business nexus in other state
• Should review and approve out-of-state work arrangements

Temporary vs. Permanent: Short-term temporary work in another state may have different implications than permanent relocation.

Both parties should:

• Communicate clearly about work location
• Understand state law compliance requirements
• Consult legal and tax advisors
• Document arrangements

Safety and Ergonomics

Q30: Are employers responsible for home office safety?

This is an evolving area without clear Louisiana-specific law. General considerations:

OSHA Standards: Federal OSHA generally applies to workplaces. OSHA has stated home offices are generally not subject to inspection, but employer obligations may exist for:

• Providing safe equipment
• Addressing reported hazards
• Investigating work-related injuries

Best Practices (Not Legal Requirements):

• Provide ergonomic guidance
• Offer ergonomic equipment or stipends
• Conduct virtual ergonomic assessments
• Have policies for reporting hazards
• Provide safety training

Workers’ Compensation Implications: Employers’ workers’ comp obligations may be affected by home office conditions in injury cases.

Employers should:

• Develop written home office safety policies
• Provide guidance and resources
• Address reported concerns
• Consult safety professionals and legal counsel

Q31: Who is responsible if I’m injured by unsafe home office conditions?

This is highly fact-specific. Potential considerations include:

Workers’ Compensation: If injury arises out of and in the course of employment, workers’ comp may provide coverage regardless of who created unsafe condition.

Premises Liability: Generally, homeowner/renter is responsible for maintaining safe home. However, if employer:

• Required specific setup creating hazard
• Provided defective equipment
• Had knowledge of dangerous condition

…other liability theories might apply.

Key Factors:

• Who controlled the condition?
• Was employer aware of hazard?
• Did employee report concerns?
• Nature of the hazard and injury

⚠️ Complex Area: Injury liability in home offices involves multiple legal theories. Injured workers should:

• Report injury immediately to employer
• Seek medical attention
• File workers’ comp claim
• Consult personal injury/workers’ comp attorney for significant injuries

COVID-19 and Health Issues

Q32: Can employers require remote workers to return to office after COVID-19?

Generally, yes, subject to:

• Employment contracts specifying work location
• Anti-discrimination and disability accommodation laws
• Company policies and representations
• Reasonable accommodation requirements

Disability Considerations: If employee has disability making return to office difficult:

• May be entitled to reasonable accommodation under ADA
• Remote work may constitute reasonable accommodation
• Interactive process required

Other Considerations:

• Retaliation protections
• Good faith representations about remote work
• State-specific considerations

Employees concerned about return-to-office should:

• Review employment contracts and policies
• Discuss concerns with HR
• Request accommodation if disability-related
• Consult employment attorney if needed

Q33: Can employers require vaccination or testing for remote workers?

This involves complex legal issues including:

• OSHA regulations (may apply to certain employers)
• Disability accommodation requirements
• Religious accommodation requirements
• Privacy considerations
• Applicable state and local laws

As of December 2025, federal OSHA COVID-19 vaccination/testing Emergency Temporary Standard (ETS) has been subject to legal challenges and may not be in effect. Employers should verify current requirements.

For remote workers:

• Requirements may depend on whether they come to workplace
• Fully remote workers may be treated differently
• Policies should be consistently applied

Employers considering vaccination/testing requirements should:

• Consult employment counsel
• Review current OSHA guidance
• Consider accommodation obligations
• Develop clear, compliant policies

Contract and Freelance Work

Q34: Can I work as a freelancer remotely in Louisiana?

Independent contractor/freelance work is generally permissible in Louisiana, subject to:

• Proper worker classification (see Q10-Q11)
• Business licensing requirements (if applicable)
• Tax obligations (self-employment tax, income tax)
• Industry-specific regulations

Key Considerations:

• Are you truly independent contractor or misclassified employee?
• Have you established independent business?
• Do you have multiple clients?
• Do you control how work is performed?

⚠️ Classification Critical: Misclassification has serious consequences. If you believe you’re misclassified as contractor when you should be employee, consult:

• Louisiana Workforce Commission
• Employment attorney
• Tax professional

Q35: What’s the difference between remote employee and independent contractor?

This is a legal classification question with significant implications:

Employees Generally:

• Work under employer control and direction
• Receive W-2
• Have taxes withheld
• May receive benefits
• Covered by wage and hour laws
• Covered by workers’ compensation
• Entitled to unemployment insurance

Independent Contractors Generally:

• Control how work is performed
• Receive 1099
• Pay self-employment tax
• No benefits (unless contracted)
• Not covered by most employment laws
• Responsible for own insurance
• No unemployment insurance

⚠️ CRITICAL: Classification is not employer’s choice. It’s determined by legal tests based on actual working relationship. Improper classification has serious consequences.

See Part 1 of this guide and consult professionals for proper classification.

Miscellaneous

Q36: Can Louisiana employers hire remote workers in other states?

Generally yes, but this creates multi-state compliance obligations:

Considerations:

• Registration requirements in other state
• Payroll tax obligations in other state
• Unemployment insurance in other state
• Workers’ compensation in other state
• Wage and hour law compliance in other state
• Other state-specific requirements

Best Practices:

• Consult multi-state employment counsel
• Work with payroll/tax advisors
• Register in other states as required
• Ensure compliance with other states’ laws
• Document policies and procedures

Some states have restrictive laws making remote hiring more complex.

Q37: Are there industries where remote work is restricted in Louisiana?

Louisiana does not have broad industry-specific restrictions on remote work, but consider:

Licensed Professions:

• Some professions may require in-state physical presence
• Licensing requirements may affect remote work across state lines
• Professional regulations vary by field

Healthcare:

• Telemedicine regulations may apply
• HIPAA compliance required
• State licensing requirements

Legal Services:

• Bar admission requirements
• Unauthorized practice of law concerns

Financial Services:

• Regulatory compliance requirements
• Security considerations
• Licensing requirements

Professionals should verify requirements with:

• Professional licensing boards
• Industry regulators
• Professional associations

Q38: How does remote work affect unemployment benefits?

Unemployment insurance eligibility generally depends on:

• Reason for unemployment
• Work availability and ability to work
• Active job search
• Other statutory requirements

Remote Work Considerations:

• Remote workers may be eligible for unemployment if separated through no fault
• Availability for remote work may satisfy availability requirement
• Job search may include remote positions
• Geographic restrictions may be relaxed for remote work

Louisiana Unemployment Requirements:

• File through Louisiana Works
• Earned required wages in base period
• Able and available to work
• Actively seeking work

Contact: Louisiana Workforce Commission – https://www.laworks.net/

Q39: Can remote workers form or join unions in Louisiana?

Yes. Federal labor law (National Labor Relations Act) protects workers’ rights to:

• Form, join, or assist labor organizations
• Bargain collectively
• Engage in concerted activities for mutual aid or protection

These rights apply regardless of work location. Remote workers have same union rights as on-site workers.

Louisiana Right to Work: Louisiana is a “right to work” state, meaning:

• Employees cannot be required to join union as condition of employment
• Employees cannot be required to pay union dues
• Applies to private-sector employment

Source: National Labor Relations Board – https://www.nlrb.gov/

Q40: What records should remote workers keep?

For Tax Purposes:

• Records of income (pay stubs, 1099s)
• Home office expenses (if applicable for deductions)
• Work-related expenses
• Multiple state tax documentation

For Employment Issues:

• Timesheets or time records
• Communication with employer
• Performance reviews
• Disciplinary actions
• Pay records
• Benefit information

For Workers’ Compensation:

• Documentation of work location and setup
• Photographs of workspace
• Equipment inventory
• Injury reports

For Unemployment:

• Reason for separation
• Job search records
• Availability for work documentation

Best Practices:

• Keep organized files
• Save digital communications
• Document conversations
• Maintain for several years
• Consult professionals about retention requirements