Louisiana
Louisiana Whistleblower Laws: Protections and How to Report
Louisiana protects private-sector employees who report workplace violations under La. R.S. 23:967, prohibiting employers from firing or discriminating against workers who disclose illegal practices. Public employees receive similar protections under La. R.S. 42:1169, and environmental whistleblowers are covered separately under La. R.S. 30:2027.
A Summary of Louisiana Whistleblower Laws
The state of Louisiana follows the employment-at-will doctrine. Under this doctrine, employees can be fired for any reason or no reason. However, Louisiana has put in place exceptions to this doctrine to protect employees from wrongful termination or retaliatory actions. The state's legislature has adopted statutory protections to protect employees who engage in certain activities. Some of these statutes include a general whistleblower law for all employees, environmental violations statute, and public employees statutes. Louisiana also has several other statutes that cover retaliatory actions against employees. These include workers' compensation, health care employees, etc.
This is a summary of Louisiana Whistleblower Laws, make sure to check out the Federal Whistleblower Laws as well.
Whistleblower Rights in Louisiana
Statutory Protections for Whistleblowers in Louisiana
General Louisiana Whistleblower Law for All Employees
Under this statute, employers are not allowed to discharge or in any way discriminate against an employee in retaliation for:
- Disclosing or threatening to disclose a workplace act or practice that is outlawed by a state law.
- Providing information to a public body conducting an investigation, hearing, or inquiry concerning a violation of a law.
- Testifying before a public body conducting an investigation, hearing, or inquiry concerning a violation of a law.
- Refusing to participate in an employment practice that would result in a violation of a law.
Before disclosing a violation of a law or carrying out any form of whistleblowing, employees are required to first advise their employer of the violation of the law. Also, the employee is required to make the disclosure in good faith and be certain that the employer's acts were in violation of a law. La. Rev. Stat. § 23:967.
Public Employees
Public employers and employees with authority to fire or discipline other employees are not allowed to discipline, threaten to discipline, or carry out any form of reprisal against an employee because the employee reported:
- A violation of a law, rule, or regulation.
- Alleged acts of impropriety in public employment.
Environmental Violations
Individual employers, firms, government agencies, and other business entities are not allowed to carry out any form of retaliation against employees who in good faith:
- Disclose a practice by the employer or another employer with whom there is a business relationship that is in violation of an environmental rule, law, or regulation.
- Provide information to a public body conducting an investigation, hearing, or inquiry concerning a violation by the employer or another employer with whom there is a business relationship of an environmental law, rule, or regulation.
Employees are required to make disclosures to either a supervisor or a public body. La. Rev. Stat. § 30:2027.
Health Care Employees
Healthcare providers and government agencies are not allowed to in any way discriminate against or retaliate against an employee because the employee provided information to the Department of Hospitals with the aim of aiding the department to fulfill its responsibilities. La. Rev. Stat. § 40:2009.17.
Sexual Abuse of a Minor
No employer is allowed to discharge, demote, suspend, or in any way discriminate against an employee because the employee has reported the sexual abuse of a minor child by a fellow employee to law enforcement. La. Rev. Stat. § 23:968.
Oil Spill Relief
Under this statute, employees cannot be discharged or in any way be discriminated against because the employee took action to aid in the recovery of oil spill relief funds which were acquired in a fraudulent manner. La. Rev. Stat. § 39:2165.12.
Hurricane Relief
Under this statute, employees cannot be discharged or in any way be discriminated against because the employee took action to aid in the recovery of hurricane relief funds which were acquired in a fraudulent manner. La. Rev. Stat. § 39:2163.
Insurer Employees
Insurers in Louisiana are not allowed to discharge, alter terms of employment, or in any way discriminate against an employee because the employee reported in good faith to the commissioner of insurance or other relevant authorities, a violation of this statute or other laws concerning insurance. La. Rev. Stat. § 22:14.
Labor Investigations & Proceedings
It is against the law for employers to discharge or in any way discriminate against an employee in retaliation for providing information or testifying in a proceeding or investigation concerning the enforcement of the state's labor laws. La. Rev. Stat. § 23:964.
Workers' Compensation
No firm, corporation, or person is allowed to discharge or refuse to hire an individual because the individual has filed a workers' compensation claim under Louisiana law, federal law, or any other state's law. La. Rev. Stat. § 23:1361.
Whistleblower Hotlines in Louisiana
To file a complaint under the Labor Investigations & Proceedings statute, call the Louisiana Workforce Commission at (225) 342-3111.
To file a complaint concerning oil spill relief programs, call the Attorney General's office at 225-326-6709.
To file a complaint under the public employees statute, call the Louisiana Board of Ethics at (225) 219-5600 or 1-800-842-6630.
Retaliation Claims in Louisiana
Unless stated otherwise by a statute, whistleblowers who believe they have suffered unlawful retaliation are required to file a lawsuit within 1 year of the retaliation. The 1 year period does not apply to minors.
General Whistleblower Law for All Employees
Lawsuits under this statute should be filed in an appropriate court within 1 year of the retaliation.
Environmental Violations
Lawsuits under this statute should be filed in an appropriate court within 1 year of the retaliation.
Health Care Employees
Lawsuits under this statute should be filed in an appropriate court within 1 year of the retaliation.
Workers' Compensation
Lawsuits under this statute should be filed in an appropriate court within 1 year of the retaliation.
Retaliation and Violation Penalties in Louisiana
Unless stated otherwise by a statute, employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for a combination or any of the following:
- Damages, e.g., lost wages.
- Reinstatement to the previous job position.
- Reinstatement of full fringe benefits and privileges.
- Litigation costs.
- Plus any other civil and criminal remedies deemed appropriate by the court.
Workers' Compensation
Employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for reasonable attorney's fees and court costs and a civil penalty equivalent to the amount the employee would have earned if the discrimination had not occurred. The penalty will be based upon the starting salary of the job position to which the complainant applied or the earnings of the employee at the time of the discharge, and it will also be capped at one year's earnings.
Insurer Employees
Employers who carry out unlawful retaliation against an employee may be liable for a fine not exceeding $10,000.
Environmental Violations
Employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for:
- Triple damages.
- Litigation costs including reasonable attorney fees.
- Plus any other civil and criminal remedies deemed appropriate by the court.
The tripling of damages applies only to the first 3 years of harm. If the period of damage continues beyond 3 years, the employee is entitled to recover actual (non-tripled) damages for the remaining period.
Labor Investigations & Proceedings
Employers who carry out unlawful retaliation against an employee may be liable for a fine ranging from $100 and $250 or a prison term of 30-90 days, or both.
Health Care Employees
Employers who carry out unlawful retaliation against an employee may be found guilty of a misdemeanor and upon conviction be punished by a fine ranging from $100 to $500.
Hurricane Relief
Employers who carry out unlawful retaliation against an employee may be liable to the aggrieved employee for treble damages. Also, violators of this statute may receive the following punishment:
- Payment of actual damages equal to the difference between the value of the benefits received by the person from hurricane relief programs and the value of the benefits that the person should have received if he or she had not committed the violation.
- Civil fine not exceeding 3 times the amount of damage sustained by the hurricane relief programs.
- A civil penalty not exceeding $10,000 for each violation.
- Litigation costs including attorney fees related to the investigations and proceedings of the violation.
Oil Spill Relief
Whistleblowers who provide information concerning fraud and abuse of funds related to oil relief programs to the attorney general may receive a reward of up to two thousand dollars. Qui tam plaintiffs (whistleblowers who sue on behalf of the state), may receive 10-20% of the actual damages and civil fines awarded by the court. However, the amount awarded to the plaintiff may vary according to the plaintiff's amount of contribution in the case.
Public Employees
Employers who violate this statute by carrying out unlawful retaliation against an employee may receive the following punishments:
- Removal from job position.
- A suspension.
- A demotion.
- Be censured.
- A reduction in pay or a fine not exceeding $10,000, or both.
More Louisiana Laws
- Louisiana At-Will Employment Laws: Exceptions and Your Rights
- Louisiana Workers' Compensation Laws: Benefits, Deadlines, and Your Rights
- Louisiana Car Seat Laws
- Louisiana Child Support Laws
- Louisiana Hit and Run Laws (2026 Guide)
- Louisiana Recording Laws
- Louisiana Sexting Laws (2026 Guide)
- Louisiana Statute of Limitations
- Murder Sentencing Guidelines - Minimum to Maximum for Every State (2026)
Updates
Corrected the La. R.S. 30:2027 environmental-whistleblower damages description: only the treble-damages multiplier is capped at 3 years, not the employee's ability to recover damages. Actual (non-tripled) damages remain recoverable beyond 3 years. Fixed in both the key takeaways and the penalties section.
Governing law re-checked for recent changes
The Law Behind This Article
This article rests on 10 statutory provisions held in our own legal record, each retrieved from the official source. Tap a section to read the operative text.
Louisiana Revised Statutes
§ 22:14Violations reported by employees; retaliation by insurer prohibitedIn forcecited in 2 of our articles
A. Any insurer transacting business in this state is prohibited from penalizing any of its employees for reporting to the commissioner of insurance or other appropriate authorities, in good faith, a suspected violation of this Code, or any law in this Title relative to required reserves, capital, assets, deposits, minimum and operating surplus, investments, and separate accounts of entities regulated by the Department of Insurance, illegal discrimination against a person, or other prohibitory provisions that provide criminal penalties for their violation, or any rule with criminal sanctions adopted by the commissioner of insurance. For purposes of this Section, "penalize" or "penalizing" shall include: (1) Discharging, disciplining, demoting, transferring, or otherwise discriminating against an employee of the insurer. (2) Reducing the benefits, pay, or work privileges of an employee of the insurer. (3) Preparing a negative work performance evaluation of an employee of the insurer. (4) Threatening to take any of the actions described in Paragraphs (1) through (3) of this Subsection. B.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
§ 23:1361Unlawful discrimination prohibitedIn forcecited in 4 of our articles
A. No person, firm or corporation shall refuse to employ any applicant for employment because of such applicant having asserted a claim for workers' compensation benefits under the provisions of this Chapter or under the law of any state or of the United States. Nothing in this Section shall require a person to employ an applicant who does not meet the qualifications of the position sought. B. No person shall discharge an employee from employment because of said employee having asserted a claim for benefits under the provisions of this Chapter or under the law of any state or of the United States. Nothing in this Chapter shall prohibit an employer from discharging an employee who because of injury can no longer perform the duties of his employment. C.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
Also relied on in: Louisiana At-Will Employment Laws: Exceptions and Your Rights
§ 23:964Discharge of or discrimination against employees for testifying at labor investigation; penalties; enforcementIn forcecited in 2 of our articles
A. No employer shall discharge or in any other manner discriminate against any employee because such employee has testified or furnished any other information in any investigation or proceeding relative to the enforcement of any of the labor laws of this state. B. Any employer found in violation of Subsection A shall be fined not less than one hundred dollars nor more than two hundred fifty dollars, or imprisoned for not less than thirty days nor more than ninety days, or both. C.(1) Any person violating the provisions of this Section shall be liable, in addition to the criminal penalty provided in Subsection B, to a civil penalty of up to five hundred dollars. (2) Reasonable litigation expenses may be awarded to the prevailing party of the adjudicatory hearing. "Reasonable litigation expenses" means any expenses, not exceeding seven thousand five hundred dollars, reasonably incurred in prosecuting, opposing, or contesting an agency action, including but not limited to attorney fees, stenographer fees, investigative fees and expenses, witness fees and expenses, and administrative costs. D.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
§ 23:967Employee protection from reprisal; prohibited practices; remediesIn forcecited in 8 of our articles
A. An employer shall not take reprisal against an employee who in good faith, and after advising the employer of the violation of law: (1) Discloses or threatens to disclose a workplace act or practice that is in violation of state law. (2) Provides information to or testifies before any public body conducting an investigation, hearing, or inquiry into any violation of law. (3) Objects to or refuses to participate in an employment act or practice that is in violation of law. B. An employee may commence a civil action in a district court where the violation occurred against any employer who engages in a practice prohibited by Subsection A of this Section. If the court finds the provisions of Subsection A of this Section have been violated, the plaintiff may recover from the employer damages, reasonable attorney fees, and court costs. C.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
Also relied on in: Louisiana Medical Recording Laws: Patient Rights and HIPAA Rules, Louisiana Workplace Recording Laws: Employee and Employer Rights
§ 23:968Whistleblower protection and cause of actionIn forcecited in 2 of our articles
A. No employee shall be discharged, demoted, suspended, threatened, harassed, or discriminated against in any manner in the terms and conditions of his employment because of any lawful act engaged in by the employee or on behalf of the employee in furtherance of any action taken to report the sexual abuse of a minor child by any fellow employee to law enforcement, whether such fellow employee is a co-worker, supervisor or subordinate. B.(1) An employee of a public or private entity may bring action for relief against his or her employer, in a court of competent jurisdiction, for damages associated with any action taken by the employee which is in furtherance of the protection of a minor child as is provided for in Subsection A of this Section. (2) A person aggrieved of a violation of Subsection A of this Section shall be entitled to treble damages plus court costs and reasonable attorney fees. C. A plaintiff shall not be entitled to recovery pursuant to this Section if the court finds that the plaintiff instituted or proceeded with an action that was frivolous, vexatious, or harassing.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
§ 30:2027Environmental violations reported by employees; reprisals prohibitedIn forcecited in 2 of our articles
A. No firm, business, private or public corporation, partnership, individual employer, or federal, state, or local governmental agency shall act in a retaliatory manner against an employee, acting in good faith, who does any of the following: (1) Discloses, or threatens to disclose, to a supervisor or to a public body an activity, policy, practice of the employer, or another employer with whom there is a business relationship, that the employee reasonably believes is in violation of an environmental law, rule, or regulation. (2) Provides information to, or testifies before any public body conducting an investigation, hearing, or inquiry into any environmental violation by the employer, or another employer with whom there is a business relationship, of an environmental law, rule, or regulation.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
§ 39:2163Whistleblower protection and cause of actionIn forcecited in 2 of our articles
A. No employee shall be discharged, demoted, suspended, threatened, harassed, or discriminated against in any manner in the terms and conditions of his employment because of any lawful act engaged in by the employee or on behalf of the employee in furtherance of any action taken pursuant to this Chapter in regard to a person from whom recovery is or could be sought. Such an employee may seek any and all relief for his injury to which he is entitled under state or federal law. B. No individual shall be threatened, harassed, or discriminated against in any manner by a business organization, government agency, or other person because of any lawful act engaged in by the individual or on behalf of the individual in furtherance of any action taken pursuant to this Chapter in regard to a person from whom recovery is or could be sought. Such an individual may seek any and all relief for his injury to which he is entitled under state or federal law. C.(1) An employee of a private entity may bring his action for relief against his employer in the same court as the action or actions were brought pursuant to this Chapter.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
§ 39:2165.12Whistleblower protection and cause of actionIn forcecited in 2 of our articles
A. No employee shall be discharged, demoted, suspended, threatened, harassed, or discriminated against in any manner in the terms and conditions of his employment because of any lawful act engaged in by the employee or on behalf of the employee in furtherance of any action taken pursuant to this Chapter in regard to a person from whom recovery is or could be sought. Such an employee may seek any and all relief for his injury to which he is entitled under state or federal law. B. No individual shall be threatened, harassed, or discriminated against in any manner by a business organization, government agency, or other person because of any lawful act engaged in by the individual or on behalf of the individual in furtherance of any action taken pursuant to this Chapter in regard to a person from whom recovery is or could be sought. Such an individual may seek any and all relief for his injury to which he is entitled under state or federal law. C.(1) An employee of a private entity may bring his action for relief against his employer in the same court as the action or actions were brought pursuant to this Chapter.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
§ 40:2009.17Retaliation by health care providerIn forcecited in 2 of our articles
No discriminatory or retaliatory action shall be taken by any health care provider or government agency against any person or client by whom or for whom any communication was made to the department or unit, provided the communication is made in good faith for the purpose of aiding the office or unit to carry out its responsibilities. Any person who knowingly or willfully violates the provisions of this Section shall be guilty of a misdemeanor and upon conviction punished by a fine of not less than one hundred dollars nor more than five hundred dollars.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
§ 42:1169Freedom from reprisal for disclosure of improper actsIn forcecited in 2 of our articles
A. Any public employee who reports to a person or entity of competent authority or jurisdiction information which he reasonably believes indicates a violation of any law or of any order, rule, or regulation issued in accordance with law or any other alleged acts of impropriety related to the scope or duties of public employment or public office within any branch of state government or any political subdivision shall be free from discipline, reprisal, or threats of discipline or reprisal by the public employer for reporting such acts of alleged impropriety. No employee with authority to hire, fire, or discipline employees, supervisor, agency head, nor any elected official shall subject to reprisal or threaten to subject to reprisal any such public employee because of the employee's efforts to disclose such acts of alleged impropriety. B.(1)(a) If any public employee is suspended, demoted, dismissed, or threatened with such suspension, demotion, or dismissal as an act of reprisal for reporting an alleged act of impropriety in violation of this Section, the public employee shall report such action to the board.
Official text (excerpt) · as of 2026-07-29 · Read the full section at legis.la.gov
Cross-referenced in the statute itself: § 23:967
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