Employment Contract - At-Will - Louisiana
AT-WILL EMPLOYMENT AGREEMENT — LOUISIANA
This Agreement is made on [__/__/____] between [EMPLOYER LEGAL NAME], at [ADDRESS] (Employer), and [EMPLOYEE NAME], at [ADDRESS] (Employee).
1. Position and start
Employee begins work on [__/__/____] as [JOB TITLE], reporting to [SUPERVISOR OR TITLE]. Primary work location: [ADDRESS / REMOTE ARRANGEMENT]. Expected schedule: [DAYS AND HOURS OR VARIABLE SCHEDULE]. Main duties: [BRIEF DESCRIPTION]. A job description is ☐ attached as [EXHIBIT] ☐ not attached. Employer may make lawful changes to duties or schedule with appropriate notice.
2. At-will term
The parties agree to no fixed employment term. Either party may end employment at any time, with or without cause or advance contract notice, subject to law. No policy, oral statement, or performance review promises a definite term. Any different employment term requires a later writing signed by both parties. This section does not waive a statutory right or authorize a prohibited discharge.
3. Pay and benefits
| Item | Agreed term |
|---|---|
| Wage or salary rate | $[AMOUNT] per [HOUR / WEEK / YEAR / OTHER] |
| Regular pay cycle and payday | [CYCLE AND DAY OR DATES] |
| Overtime classification and time record | [NONEXEMPT / EXEMPT, AFTER REVIEW]; [METHOD] |
| Payment method | [METHOD] |
| Paid leave and accrual | [WRITTEN POLICY NAME AND DATE OR TERMS / NONE] |
| Other benefits | [PLAN NAMES OR NONE] |
Employer will pay earned wages under the agreed cycle and controlling wage law. A bonus or commission is ☐ not offered ☐ governed by the signed plan labeled [PLAN NAME AND DATE], attached. Benefit eligibility follows governing plan documents and law. Employer will reimburse approved, documented business expenses under [ATTACHED POLICY NAME / WRITTEN TERMS].
4. Confidential information and company property
Employee will use nonpublic information learned through work only for Employer's business while that information is lawfully confidential. This duty does not restrict wage discussion, protected labor activity, a government report or charge, testimony, or another disclosure protected by law. Employee will return Employer property, credentials, and work records on request or separation, except records Employee may lawfully keep.
Federal trade-secret immunity notice: Under 18 U.S.C. § 1833(b), an individual is not criminally or civilly liable under federal or state trade-secret law for a trade-secret disclosure made in confidence to a federal, state, or local government official, directly or indirectly, or to an attorney, solely to report or investigate a suspected violation of law; or made in a complaint or other document filed in a lawsuit or other proceeding under seal. An individual suing an employer for retaliation for reporting a suspected violation of law may disclose the trade secret to the individual's attorney and use it in the proceeding if every document containing the secret is filed under seal and the individual makes no other disclosure except by court order.
This Agreement creates no post-employment noncompetition or nonsolicitation restriction, invention assignment, duty to defend, or indemnity. Any such term requires separate review and a signed rider. No rider is incorporated unless identified in Section 6.
5. Separation and final pay
On discharge, Employer will pay the amount then due under the employment terms by the earlier of the next regular payday or 15 days after discharge. On resignation, Employer will pay that amount by the earlier of the next regular payday for the pay cycle during which Employee worked at separation or 15 days after resignation. Employer will pay any undisputed portion on time if an amount is disputed. These obligations follow La. R.S. 23:631, including any applicable collective-bargaining exception and its rules for commissions, incentives, and bonuses. Employee's forwarding address for final documents is [ADDRESS / TO BE PROVIDED].
6. Agreement and signatures
No term here selects a forum or governing law for a future employment dispute or imposes a post-employment restraint. Any separate rider must satisfy applicable law, including La. R.S. 23:921. Changes to this Agreement require a writing signed by both parties. An unenforceable term is ineffective to that extent; the other lawful terms remain. This Agreement and the identified attachments state the parties' employment terms, subject to nonwaivable law and governing benefit-plan documents.
Attachments incorporated at signing: ☐ Job description [DATE] ☐ Bonus or commission plan [DATE] ☐ Leave policy [DATE] ☐ Expense policy [DATE] ☐ Other reviewed rider [TITLE, DATE] ☐ None. Each signer receives a completed copy with the checked attachments.
| Employer | Employee |
|---|---|
| Signature: [________________________________] | Signature: [________________________________] |
| Printed name/title: [________________________________] | Printed name: [________________________________] |
| Date: [__/__/____] | Date: [__/__/____] |
Sources and References
About this template
- Last updated
- October 21, 2026
- Citations checked
- October 21, 2026
- Jurisdiction
- Louisiana
- Category
- Employment & HR
Legal authority
- La. R.S. 23:631 (final wages)
- La. R.S. 23:921 (restraints of business and pre-incident employment forum/law clauses)
- 18 U.S.C. § 1833(b) (trade-secret whistleblower immunity notice)
Employment documents govern the relationship between a company and its workers, from offer letters and employment agreements through handbooks, performance reviews, and separations. Done right, they set clear expectations, protect against wrongful termination and discrimination claims, and give both sides a record to rely on. Done poorly, they invite lawsuits, agency complaints, and costly disputes.
Not legal advice
This template is provided for informational purposes. We recommend having an attorney review any legal document before signing, especially for high-value or complex matters.
Checked against the law it cites
A reviewer verified this template's legal citations against the official source on October 21, 2026.
La. R.S. 23:631(A)(1) (checked October 21, 2026): "on or before the next regular payday or no later than fifteen days following the date of discharge, whichever occurs first."
La. R.S. 23:631(A)(1)(b) (checked October 21, 2026): "on or before the next regular payday for the pay cycle during which the employee was working at the time of separation or no later than fifteen days following the date of resignation, whichever occurs first."
La. R.S. 23:632(C) (checked October 21, 2026): "Reasonable attorney fees shall be allowed the laborer or employee by the court which shall be taxed as costs to be paid by the employer"
La. R.S. 23:921(A)(2), (C) (checked October 21, 2026): "shall be null and void except where the choice of forum clause or choice of law clause is expressly, knowingly, and voluntarily agreed to and ratified by the employee after the occurrence of the incident"
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