Louisiana Governor Jeff Landry has signed the Behind the Counter Protection Act, a significant new law that prohibits workplace violence against employees who interact with…
Louisiana Governor Jeff Landry has signed the Behind the Counter Protection Act, a significant new law that prohibits workplace violence against employees who interact with customers in the course of their duties. The Act takes effect on August 1, 2026, and introduces meaningful compliance considerations for retail and service employers operating in the state. With the effective date approaching, businesses that rely on customer-facing personnel should begin evaluating how their existing safety frameworks measure up against the Act's requirements.
The Act establishes new protections for retail and service workers who encounter threats or violence from customers while performing their job duties. This represents a notable expansion of workplace safety obligations in Louisiana, particularly for industries where employees regularly interact with the public. Employers in sectors such as retail stores, restaurants, convenience stores, pharmacies, hospitality, and other service-oriented businesses should recognize that their frontline workforce is squarely within the scope of these new protections. As customer-facing roles often present the highest exposure to unpredictable interactions, the Act reflects a legislative acknowledgment that these employees warrant dedicated statutory safeguards.
To prepare for the August 1, 2026 effective date, Louisiana employers should proactively assess their workplace safety policies, employee training programs, and incident reporting procedures. A thorough review should include examining how threats and acts of violence are currently documented, how supervisors are equipped to respond to incidents, and whether existing training addresses de-escalation, situational awareness, and post-incident support. Employers may also wish to evaluate physical security measures, staffing practices during high-risk periods, and internal communication channels that allow workers to report concerns without hesitation.
Beyond policy revisions, employers should consider how compliance will be documented and how accountability will be maintained across multiple locations or shifts. Coordinating with human resources, operations, and legal counsel now will help ensure that any necessary updates are implemented well in advance of the effective date, reducing the risk of gaps in compliance once the Act becomes enforceable.
This article is intended for general informational purposes only and does not constitute legal advice. Employers with specific questions about the Behind the Counter Protection Act or their compliance obligations should consult qualified counsel for guidance tailored to their circumstances.