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Louisiana’s own employment discrimination statutes generally reach employers with 20 or more employees, and the disability provision at La. R.S. § 23:323 follows that rule. Because the federal ADA attaches at 15, the ADA is the operative floor for most Louisiana businesses, and employers with 15 to 19 employees fall under federal law only.
“Disability” means a physical or mental impairment that substantially limits one or more major life activities. Pregnancy, childbirth and related medical conditions are separately covered by La. R.S. §§ 23:341–342, which applies to employers with more than 25 employees and, since Act 393 of 2021, expressly states that a pregnancy-related condition need not meet any definition of disability.
Covered employers must make reasonable accommodations for qualified employees with disabilities unless doing so would cause undue hardship. Examples include adjusted schedules, modified equipment or facilities, job restructuring, and auxiliary aids.
For pregnancy, Act 393 (effective August 1, 2021) added an express accommodation duty for known limitations related to pregnancy, childbirth or a related medical condition, including the need to express breast milk for up to one year after birth. Examples in the statute include more frequent or longer breaks, seating, assistance with manual labor, light duty, temporary transfer, job restructuring and modified schedules.
An employer may not deny employment opportunities because of the need for an accommodation, may not require an employee to accept an unnecessary accommodation, and may not require leave if another reasonable accommodation can be provided. The statute also preserves leave rights: up to six weeks for a normal pregnancy and childbirth, and up to four months where the employee is disabled by the condition.
Louisiana imposes an affirmative notice duty under § 23:342(C): employers must provide written notice of pregnancy-accommodation rights to new employees at the start of employment (existing employees were to receive it by December 1, 2021), and must conspicuously post it at the place of business in an area accessible to employees.
Employers may request reasonable medical documentation where the disability or the need for accommodation is not obvious, limited to verifying the condition and describing the adjustment needed. A prompt, good-faith interactive process is expected; there is no fixed statutory deadline.
Employees may file with the Louisiana Commission on Human Rights or the federal Equal Employment Opportunity Commission. A civil action under state law must generally be filed within one year of the alleged act, a period that is suspended for up to six months while an agency investigation is pending. Remedies include compensatory damages, back pay, benefits, reinstatement or front pay, reasonable attorney fees, and court costs.
Managing accommodation requests under Louisiana employment discrimination law can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.
