By: Alex Hains
Effective August 1, 2026, Louisiana employers in retail, food service, and other customer-facing industries will have new obligations under the Louisiana Behind the Counter Protection Act. The legislation was enacted in response to increasing incidents of violence directed at employees who regularly interact with the public at checkout stations, service counters, drive-through windows, customer service desks, and similar points of transaction.
The Act provides enhanced criminal protections for covered employees by increasing penalties for individuals who commit assaults or batteries against workers performing behind-the-counter duties. In addition, covered employers must post signage in conspicuous locations advising customers that violence against employees is a crime and may result in criminal prosecution.
The law reflects a growing legislative focus on workplace violence prevention in industries where employees regularly engage with members of the public. In many respects, the Act is similar to Louisiana’s Healthcare Workplace Violence Act, which was enacted to address rising violence against healthcare workers. Both statutes recognize that certain occupations face heightened risks of threats, intimidation, and physical violence from the public and seek to deter such conduct through enhanced legal protections.
There is, however, an important distinction between the two laws. The Healthcare Workplace Violence Act requires healthcare facilities to implement comprehensive workplace violence prevention programs, including written prevention plans, employee training, incident reporting procedures, and ongoing assessments of workplace violence risks. By contrast, the Behind the Counter Protection Act does not impose training, prevention-plan, or reporting requirements on employers. Instead, it focuses primarily on deterrence through heightened criminal penalties and mandatory workplace signage.
Although the new law does not require employers to implement workplace violence prevention training, employers should consider reviewing existing workplace violence policies, reporting procedures, and employee response protocols. Training supervisors and frontline employees on de-escalation techniques, incident reporting, and emergency response procedures can help reduce risk and promote a safer workplace. As workplace violence continues to receive increased attention from lawmakers, employers should expect continued efforts at both the state and federal levels to expand protections for employees who routinely interact with the public.
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