Louisiana employee exit checklist for employers
An exit checklist covers final pay, equipment, access and paperwork when someone leaves. Here is what changes when the employee works in Louisiana.
Louisiana rules that affect this form
| Final pay when fired | By the next regular payday or within 15 days of discharge, whichever comes first. |
|---|---|
| Final pay when an employee quits | By the next regular payday for the pay cycle in which the employee resigned, or within 15 days, whichever comes first. |
| Unused vacation / PTO at separation | Required for vacation the employee has earned and is eligible to take under the employer's policy. Earned vacation cannot be forfeited at separation (La. R.S. 23:631(D)). |
What to include
- Final paycheck issued by the state deadline
- Unused PTO handled according to state law and your written policy
- Company equipment returned and system access removed
- Benefits end date confirmed and COBRA or state continuation notice sent if applicable
- Exit interview offered and separation notice given where the state requires one
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Frequently asked questions
Is there an official Louisiana employee exit checklist form?
Louisiana does not publish one required employee exit checklist for private employers. Use a clear template and make sure it reflects the Louisiana rules on this page.
When is a final paycheck due in Louisiana?
If the employer ends employment: By the next regular payday or within 15 days of discharge, whichever comes first. If the employee quits: By the next regular payday for the pay cycle in which the employee resigned, or within 15 days, whichever comes first.
Does Louisiana require paying out unused vacation?
Required for vacation the employee has earned and is eligible to take under the employer's policy. Earned vacation cannot be forfeited at separation (La. R.S. 23:631(D)).
Other Louisiana forms
Employee Exit Checklist by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.