(650) 332-8623Alabama Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
Let’s take a deep dive into Alabama labor laws, with details on all the important aspects of the state’s regulations on your employees.
Alabama Meals and Breaks
No LawFor Lunch Breaks
Alabama labor laws do not require employers to provide meal breaks to employees 16 and older. The state defers to federal regulations, which also do not mandate meal breaks for adult workers.
- The provision of meal breaks is at the employer’s discretion.
- Minors (14 or 15 y/o) working for >5 continuous hours are entitled to a 30-minute meal break.
No LawFor Rest Breaks
Alabama also does not have specific laws mandating rest breaks for employees. The state follows federal guidelines, which do not require rest breaks for adult workers.
- Short breaks (5 – 20 mins.) must be paid under federal law.
- The provision of rest breaks is determined by the employer’s policies or collective bargaining agreements.
Alabama Leave and Paid Time Off (PTO)
Private employers are not legally required to provide sick leave, whether paid or unpaid. The decision to offer such benefits is at the discretion of each employer. However, if an employer chooses to provide sick leave, they must adhere to their established policies or employment contracts.
Employees are protected under the federal Family and Medical Leave Act (FMLA), which provides eligible workers with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons.
Eligibility Criteria:
- Must work for a covered employer (50+ employees, public agencies, or schools).
- At least 12 months of employment with the employer.
- 1,250+ hours worked in the past 12 months.
- Work at a location with 50+ employees within 75 miles.
Qualifying Reasons for Leave:
- Birth or care of a newborn.
- Adoption or foster care placement.
- Care for a spouse, child, or parent with a serious health condition.
- Employee’s own serious health condition.
- Family member’s active duty military service-related exigencies.
Bereavement leave policies differ between public and private sector employees. While private employers are not mandated by state law to provide bereavement leave, public employees have specific provisions:
- Paid leave for the death of a relative (by blood, adoption, or marriage).
- Only available if the employee has no accrued sick leave.
- Limited to three days.
- Must reimburse the state within a year using sick, annual, or personal leave.
Employers are not legally required to provide vacation leave, whether paid or unpaid. However, if they choose to offer it, they must follow their established policy or employment contract.
Employers can legally implement policies that disqualify employees from receiving accrued vacation pay upon separation, including for reasons like quitting, being fired, or failing to meet conditions such as providing two weeks’ notice or being employed on a specific date.
These policies are upheld by Alabama courts, as seen in cases like Amoco Fabrics and Fibers Co. v. Hilson and ISS International Service Systems v. Alabama Motor Express.
Private employers are not legally required to provide employees with paid or unpaid holiday leave. The decision to offer such benefits is at the discretion of each employer. However, if an employer chooses to provide holiday leave, they must adhere to their established policies or employment contracts.
Alabama law mandates that employers provide leave for employees summoned for jury duty. Full-time employees are entitled to their usual compensation during this period. Employers are prohibited from requiring employees to use vacation, annual, or sick leave for jury service.
Under Ala. Code § 15-23-81, employees in Alabama who are victims of crime are entitled to take leave from work to participate in the legal process. This includes responding to a subpoena to testify in a criminal proceeding or engaging in reasonable preparation for the case.
Employers must grant this leave but are not required to provide paid time off unless stipulated in company policy.
Employees are entitled to take up to one hour off work to vote in any election, provided they give reasonable notice to their employer.
However, this time off is not available if the employee’s work hours start at least two hours after polls open or end at least one hour before polls close. Employers may decide when the employee can take this time off.
Employees appointed as election officials under Ala. Code § 17-8-1 are entitled to take leave from work to fulfill their official duties, including service on election day. This law applies to all employers with more than 25 employees, ensuring that workers can participate in the electoral process without fear of losing their jobs (Ala. Code § 17-8-13).
Alabama law grants military leave of absence to public and private employees who are active members of the Alabama National Guard, Naval Militia, State Guard, Civil Air Patrol, National Disaster Medical System, or any U.S. reserve component.
This leave covers training or service under federal or state orders without loss of pay, time, or benefits, capped at 168 paid working hours per calendar year, plus an additional 168 hours if called to active state duty by the Governor.
Active federal service in these units counts as equivalent state service for all legal benefits and privileges.
Alabama law provides job protection for employees who serve as volunteer firefighters or volunteer emergency medical service providers.
Employers are prohibited from terminating these employees for missing work due to responding to emergency calls.
- “Emergency” includes fire calls, hazardous material spills, or similar situations requiring volunteer fire department dispatch.
- Employees must notify their employer before missing work and provide a statement from the fire chief if requested.
Alabama Wages and Overtime
$7.25/hourMinimum Wage
Alabama does not have a state-mandated minimum wage. Employers must follow the federal rate of $7.25 per hour, in effect since July 24, 2009.
This covers most non-exempt workers under the Fair Labor Standards Act (FLSA). Exemptions include small businesses not in interstate commerce.
1.5x HourlyOvertime Rate
Employers must adhere to the federal Fair Labor Standards Act (FLSA) for overtime regulations, which mandate that non-exempt employees receive overtime pay at a rate of 1.5 times their regular hourly wage for hours worked beyond 40 in a single workweek.
- Starting January 1, 2025, salaried workers earning under $1,128 weekly ($58,656 yearly) will qualify for overtime.
- Overtime pay under FLSA is exempt from Alabama state income tax through June 30, 2025.
$2.13/hourTipped Minimum Wage
Alabama does not have its own tip and wage laws.
Under the Fair Labor Standards Act (FLSA), employers can pay tipped employees a base wage of $2.13 per hour, provided that the employee’s total earnings (base wage plus tips) equal at least the federal minimum wage of $7.25 per hour.
- Employees must regularly earn over $30/month in tips, and employers must inform them of tip credit rules.
- Tip pooling is allowed, but cannot include non-tipped staff like cooks or dishwashers.
No LawPay Frequency
Alabama does not have a state-mandated pay frequency law. Employers in Alabama are free to determine how often they pay employees, whether weekly, biweekly, semimonthly, or monthly.
- Employers must follow the Fair Labor Standards Act (FLSA), which requires timely payment of minimum wages and overtime but does not dictate specific pay periods.
- Many Alabama employers choose to pay employees on a regular schedule, such as weekly or biweekly, to maintain consistency and compliance with employment agreements.
Local governments are prohibited from establishing their own minimum wage rates.
This uniformity stems from the passage of the Alabama Uniform Minimum Wage and Right-to-Work Act in 2016, which prevents municipalities from setting wage standards that differ from state or federal levels.
- The 2016 law blocked Birmingham’s attempt to raise its minimum wage, maintaining the federal rate of $7.25 statewide.
- Employers must follow the federal minimum wage, as no local jurisdiction in Alabama can set a higher rate.
Alabama follows federal sub-minimum wage provisions under the Fair Labor Standards Act (FLSA), which allows certain workers to be paid below the federal minimum wage.
Employers must obtain specific certificates from the U.S. Department of Labor’s Wage and Hour Division to use these provisions.
a. Workers with Disabilities
Employers can pay workers with physical or mental disabilities sub-minimum wages, reflecting their productivity relative to other workers performing the same job. This requires a special certificate from the Wage and Hour Division.
b. Student Learners and Full-Time Students
Student-learners in vocational education and full-time students in retail, service, agriculture, or higher education may be paid no less than 75% of the federal minimum wage, depending on their category, with an authorized certificate.
c. Industrial Homeworkers
Certain homeworkers producing goods under specific industries may be paid less than the minimum wage with a special certificate, following regulations outlined in 29 CFR 525.
Alabama follows federal regulations under the Fair Labor Standards Act (FLSA), which exempts certain categories of workers from minimum wage and overtime requirements.
a. Executive, Administrative, and Professional Employees
Individuals in managerial roles, as well as teachers and academic administrative personnel in elementary and secondary schools.
b. Outside Sales Employees
Workers whose primary duties involve sales conducted away from the employer’s primary place of business.
c. Seasonal and Industry-Specific Workers
Include employees of seasonal amusement or recreational establishments, small newspapers, seamen on foreign vessels, fishing operations, and those engaged in newspaper delivery.
d. Small Farmworkers
Cover farmworkers employed by individuals or entities using fewer than 500 “man-days” of farm labor in any calendar quarter of the previous year.
e. Domestic Workers
Include casual babysitters and companions for the elderly or infirm, who are exempt from both minimum wage and overtime provisions.
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AL Prevailing Wages
Alabama does not have state-specific prevailing wage laws for construction roles. Instead, employers must adhere to federal regulations, particularly the Davis-Bacon Act, which mandates prevailing wage rates for federally funded or assisted construction projects exceeding $2,000.
Key Points:
- Davis-Bacon Act Compliance: For applicable projects, contractors and subcontractors are required to pay laborers and mechanics no less than the locally prevailing wages and fringe benefits for corresponding work on similar projects in the area.
- Wage Determinations: The U.S. Department of Labor issues wage determinations specifying the prevailing wage rates for various classifications of laborers and mechanics in specific geographic areas.
Resources:
- U.S. Department of Labor – Davis-Bacon and Related Acts: Provides guidelines and enforcement details for prevailing wages on federally funded construction projects.
- Wage Determinations Online: A platform to search for official wage determinations applicable to specific geographic areas and labor classifications.
- Alabama Department of Labor – Employer Services: Offers resources and information for employers, including compliance assistance and labor market data.
- U.S. Department of Labor – Prevailing Wage Resource Book: A comprehensive guide to prevailing wage laws and processes under the Davis-Bacon Act.
Looking for other prevailing wage and state-specific labor law guides? Check out these articles:
Alabama Child Labor Laws
Alabama Child Labor Laws are designed to protect the safety, health, and well-being of minors in the workplace while allowing them to gain work experience. These laws set restrictions on the types of work minors can do, the hours they are allowed to work, and provide additional protections for workers under the age of 18.
<14 Years
Laws in Alabama for children under 14:
- Children under 14 are not allowed to work in Alabama.
- The only exceptions are for family-owned businesses, provided the work is non-hazardous and does not conflict with school hours.
14-15 Years
Laws in Alabama for minors under 16:
Work Hour Restrictions:
- During school sessions: Maximum 3 hours/day and 18 hours/week.
- Outside school sessions: Maximum 8 hours/day and 40 hours/week.
Permitted Work Hours: 7 a.m. to 7 p.m. (extended to 9 p.m. during summer).
Prohibited Jobs: Cannot work in establishments serving alcohol unless family-owned, and even then, they cannot handle alcohol.
16-17 Years
Laws in Alabama for minors aged 16 and 17:
Work Hour Restrictions:
- No hourly restrictions when school is out.
- During school: Cannot work after 10 p.m. or before 5 a.m. on school nights.
Employment in Alcohol-Serving Establishments:
- Can work in supporting roles (e.g., busboys, cooks, janitors).
- Cannot serve alcohol unless aged 18+ and employer is RVP certified.
Other Essential Alabama Labor Laws
Health and Safety Standards in Alabama
In Alabama, workplace health and safety are governed by federal regulations, as the state does not have its own occupational safety and health program. Employers and employees must adhere to the standards set by the Occupational Safety and Health Administration (OSHA) to ensure a safe working environment.
In Alabama, employers must:
- Comply with OSHA Standards: Adhere to all applicable OSHA regulations to maintain a safe workplace.
- Provide Training: Offer necessary safety and health training to employees to prevent workplace injuries and illnesses.
- Maintain Records: Keep accurate records of work-related injuries and illnesses as required by OSHA.
In Alabama, employees should:
- Follow Safety Protocols: Adhere to all safety procedures and guidelines established by the employer.
- Report Hazards: Inform supervisors of any unsafe conditions or practices observed in the workplace.
- Exercise Rights: Understand and exercise their rights under OSHA, including the right to a safe workplace and the right to file a complaint without fear of retaliation.
Report health and safety violations (unsafe working conditions) in Alabama to:
Employees:
- File a complaint with OSHA online or by phone.
- Contact the Birmingham Area OSHA Office at (205) 731-1534.
Employers:
- Consult OSHA’s compliance assistance resources for guidance on maintaining workplace safety.
- Utilize the University of Alabama’s OSHA Training Institute Education Center for training programs.
By adhering to these standards and utilizing available resources, both employers and employees in Alabama can contribute to a safer and healthier work environment.
Hiring and/or Firing Employees in AL
Alabama operates under the “at-will” employment doctrine, meaning employers can terminate employees for any reason not prohibited by law, and employees can leave their jobs without reason or notice. However, exceptions exist, such as terminations that violate public policy or involve discrimination.
Alabama is a right-to-work state, as outlined in Ala. Code §§ 25-7-30 to 25-7-35A, ensuring that employment cannot be conditioned on union membership or payment of union dues.
Employers are prohibited from requiring employees to join or abstain from joining a union or to pay union fees as a condition of employment.
Employees who face job denial or termination for noncompliance with these protections have the right to take legal action under Ala. Code § 25-7-35A, safeguarding their freedom of association and employment rights.
Background Checks:
Employers may conduct background checks but must comply with the Fair Credit Reporting Act (FCRA) when using third-party agencies. This includes obtaining written consent from the applicant and providing a copy of the report if adverse action is taken.
Drug Testing:
While Alabama law does not mandate drug testing, employers are permitted to establish drug-free workplace policies.
Alabama offers an optional Drug-Free Workplace Program that provides a five percent discount on workers’ compensation insurance premiums for participating employers.
To qualify, employers must comply with specific requirements under Ala. Code § 25-5-333, including mandatory drug testing for job applicants upon receiving a conditional offer of employment, reasonable suspicion testing, and follow-up testing after a positive result (Ala. Code § 25-5-335).
The program also mandates strict confidentiality of all test results (Ala. Code § 25-5-339). Employers are encouraged to maintain clear, written policies outlining testing procedures and consequences to ensure compliance and transparency.
Employers must adhere to federal anti-discrimination laws, including the Civil Rights Act, Americans with Disabilities Act, and Age Discrimination in Employment Act. These laws prohibit discrimination based on race, color, religion, sex, national origin, disability, or age.
Anti-Discrimination Laws in Alabama
Alabama employers must adhere to federal anti-discrimination laws, as the state does not have its own comprehensive anti-discrimination statutes. These laws, enforced by the Equal Employment Opportunity Commission (EEOC), protect individuals from unfair treatment in the workplace.
Employers in Alabama may not discriminate against job applicants based on…
- Race, color, or national origin
- Religion or creed
- Sex, including pregnancy, sexual orientation, and gender identity
- Age (for individuals 40 years or older)
- Disability (physical or mental)
- Genetic information (including family medical history)
These protections apply to all stages of employment, including hiring, firing, promotions, compensation, and other terms of employment. Employers with at least 15 employees are generally subject to these federal laws, while age discrimination protections apply to employers with 20 or more employees.
Employee Resignation or Termination in Alabama
Alabama follows the “at-will” employment doctrine, which means either the employer or employee can end the employment relationship at any time, with or without cause or notice. This allows employers to terminate employees for any lawful reason, as long as it does not violate anti-discrimination laws or other protections (e.g., retaliation for whistleblowing or exercising protected rights).
However, if a formal employment contract exists, the terms within the contract may govern the process for resignation or termination, potentially overriding the at-will standard. Additionally, employers should ensure that terminations are handled fairly and consistently to avoid wrongful termination claims.
Employees who resign are typically encouraged to provide advance notice, though it is not legally required in most cases.
Unemployment Benefits in Alabama
Workers in Alabama may be eligible for unemployment benefits if they:
- Are unemployed through no fault of their own: This typically means being laid off due to lack of work.
- Have earned sufficient wages during the base period: The base period is the first four of the last five completed calendar quarters before filing a claim.
- Are able, available, and actively seeking full-time work: Claimants must be physically and mentally capable of working, ready to accept suitable employment, and actively searching for work.
To apply for unemployment benefits in Alabama, visit the Alabama Department of Labor’s Claimant Portal.
COBRA Benefits in Alabama
Separated employees in Alabama may extend their employer-provided health care coverage through the federal Consolidated Omnibus Budget Reconciliation Act (COBRA). This law applies to employers with 20 or more employees and allows former employees, retirees, spouses, and dependents to continue their health insurance for a limited time.
COBRA stipulates:
- Eligibility after job loss or reduction in work hours: Coverage can be extended due to voluntary or involuntary termination (except for gross misconduct) or a reduction in hours.
- Coverage duration: Benefits typically last up to 18 months, but certain circumstances (e.g., disability or multiple qualifying events) may extend coverage to 36 months.
- Full premium payment by the individual: The individual must pay the full cost of the coverage, including any portion previously covered by the employer, plus a 2% administrative fee.
Final Paychecks in Alabama
In Alabama, there is no specific state law dictating the timeframe for issuing final paychecks to separated employees. Therefore, employers must adhere to federal guidelines under the Fair Labor Standards Act (FLSA), which generally require that final wages be paid on the next scheduled payday, regardless of whether the employee resigned or was terminated.
Key Points:
- Timely Payment: Employers should issue the final paycheck by the next regular payday following the employee’s departure.
- Included Compensation: The final paycheck must encompass all earned wages, including any accrued but unused vacation time, bonuses, or commissions, unless company policy states otherwise.
- Deductions: Employers may make lawful deductions from the final paycheck, such as for unreturned company property, provided these deductions do not reduce the employee’s earnings below the minimum wage for the hours worked.
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Alabama Recordkeeping Requirements
Employers in Alabama must adhere to specific state and federal recordkeeping laws. These regulations outline what types of records must be maintained and for how long. Below is a breakdown of key requirements based on the length of time records must be retained.
1 Year
Employers must retain these documents for at least one year:
Proof of age and completed Employee Information Forms for all employees under 19 years old.
- Time records must detail hours worked, starting and ending times, and break periods.
- These records must be maintained on the premises where the minor works or at a centralized location.
- Employers must also retain time records for the 60 days preceding the last recorded work period in electronic or photostatic form.
2 Years
Employers must retain these documents for at least two years:
Wage and Pay Records (FLSA): Employers must keep records such as time cards, work schedules, and wage computations to justify wage payments and differences in pay between employees.
3 Years
Employers must retain these documents for at least three years:
- Payroll Records: Includes details like employee names, addresses, total hours worked, wages paid, and overtime earnings.
- Collective Bargaining Agreements: Employers must retain agreements that influence wage payments.
Penalties for Labor Law Noncompliance in Alabama Wages
Up to $1,000Wage and Hour Violations
Employers who willfully or repeatedly violate minimum wage or overtime requirements under the Fair Labor Standards Act (FLSA) may be fined up to $1,000 per violation. Violations include failure to pay overtime or paying less than the minimum wage.
Employers may also face criminal prosecution for willful violations, with fines up to $10,000 for a first offense and potential imprisonment for subsequent violations.
Up to $10,000Child Labor Violations
Employers violating child labor provisions face steep penalties (Ala. Code § 25-8-59), particularly for employing minors in hazardous occupations or violating hour restrictions.
- $300 per violation: Applied for less severe infractions like improper recordkeeping.
- $5,000–$10,000 per violation: For more serious violations, including hazardous work conditions or employing minors without proper permits.
- Multiple violations affecting different employees may lead to separate penalties for each case.
Up to $161,323OSHA Health and Safety Violations
Employers failing to comply with federal Occupational Safety and Health Administration (OSHA) standards can face significant penalties:
- $16,131 per violation for serious or other-than-serious violations.
- $16,131 per day for failure to abate hazards beyond the abatement date.
- $161,323 per violation for willful or repeated violations.
In Alabama, labor law violations are investigated and addressed by…
- Alabama Department of Labor (ADOL): The ADOL oversees various labor laws, including unemployment benefits, wage disputes, and workplace safety for certain industries.
- U.S. Department of Labor (DOL) Wage and Hour Division: The Wage and Hour Division enforces federal labor laws, including minimum wage, overtime, and child labor regulations under the Fair Labor Standards Act (FLSA).
- Occupational Safety and Health Administration (OSHA): OSHA ensures safe and healthy working conditions by enforcing standards and providing training, outreach, and assistance.
- Equal Employment Opportunity Commission (EEOC): The EEOC investigates complaints of workplace discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.
- National Labor Relations Board (NLRB): The NLRB addresses violations related to collective bargaining and unfair labor practices in the workplace.
Further Details on Other Alabama Labor Laws
Whistleblower Protection in Alabama
Currently, Ala. Code § 36-25-24 protects only public employees from retaliation when reporting legal violations. This law prohibits supervisors from firing or penalizing employees for such reports. However, HB 227, introduced in 2024, proposes moving whistleblower protections to Ala. Code § 36-25B-8 with key updates.
Under the bill, whistleblower protections would apply to written, good-faith reports made by public servants. The proposed law also sets a two-year statute of limitations for filing civil actions related to retaliation, measured from the date of the adverse action. These updates aim to provide clearer guidelines for whistleblower protections and ensure timely legal recourse.
Smoking Laws in Alabama
Under Ala. Code § 22-15A-5, employers in Alabama can adopt written smoking policies to designate work areas as non-smoking. Smoking in common work areas is prohibited unless the majority of employees in that area agree otherwise. Policies must be communicated within three weeks of adoption, and a written copy must be provided upon request. Employers can also declare any workplace entirely smoke-free.
Ala. Code § 22-15A-6 requires certain areas to remain smoke-free, including child care facilities, schools, hospitals, public transportation, government buildings, libraries, and retail establishments (excluding restaurants). These regulations promote healthier environments in both public and shared spaces.
Break Time to Express Milk in Alabama
Under Ala. Code § 22-1-13, mothers in Alabama have the right to breastfeed their child in any public or private location where they are authorized to be. However, the state currently does not mandate workplace protections for breastfeeding or expressing milk.
Employers in Alabama may still be subject to the federal PUMP Act, which requires reasonable break time and private spaces (other than restrooms) for employees to express breast milk. Additionally, HB 21, currently pending in the Alabama House, proposes requiring employers to provide reasonable break time and a dedicated location for expressing milk, aligning state law with federal protections.
Workers’ Compensation in Alabama
The Alabama Workers’ Compensation Act (Ala. Code § 25-5-1, et seq.) provides benefits to employees who experience work-related injuries or occupational diseases. Covered employers must offer compensation for medical expenses, lost wages, and rehabilitation services.
Key Points:
- Injury Reporting: Employees must report workplace injuries immediately to their employer. Failure to report in a timely manner could result in a denial of benefits (Ala. Code § 25-5-78).
- Filing a Claim: Workers must file their compensation claims within two years of the injury or accident (Ala. Code § 25-5-80).
- Retaliation Protections: Employers are prohibited from firing or retaliating against employees for filing workers’ compensation claims (Ala. Code § 25-5-11.1).
Gun Laws in Alabama
Alabama law allows employers to prohibit employees from carrying concealed weapons on company property or while performing job duties (Ala. Code § 13A-11-90(a)). However, employers cannot stop employees from storing firearms in their private vehicles if the vehicle is parked legally and the firearm is either hidden from view or locked in a compartment.
As of January 1, 2023, employees may store pistols without a permit, provided the firearm is hidden and the vehicle is locked when unattended.
Employers have no duty to inspect vehicles or confirm compliance and are immune from liability for damages related to firearms unless they commit an affirmative wrongful act (Ala. Code § 13A-11-91). Additionally, employers cannot take adverse action against employees solely for storing firearms in their vehicles if they meet legal requirements (Ala. Code § 13A-11-90(d)).
Childcare Tax Credits for Employers and Daycares
Starting in 2025, Act No. 2024-303 offers tax credits to employers and childcare providers to support working families. Employers can claim up to $600,000 annually for childcare-related expenses. Small businesses (25 or fewer employees) can claim 100% of expenses, while larger businesses can claim 75%. Childcare facilities can receive up to $25,000 annually, with up to $2,000 per child enrolled in the Alabama Child Care Subsidy Program.
The program is capped at $15 million in 2025, increasing to $20 million by 2027, with 25% reserved for rural areas or small businesses. Estimated to cost $82.5 million over three years, the credits aim to boost workforce participation by helping parents access affordable childcare. Lawmakers may consider extending the program based on its effectiveness.
Alabama labor laws cover a range of topics, including at-will employment, child labor, and workplace safety. While the state follows federal laws for minimum wage and overtime, it has specific regulations like the Alabama Workers’ Compensation Act and child labor restrictions under Ala. Code § 25-8. Employers must also adhere to anti-discrimination laws enforced by the EEOC. Additionally, laws such as Ala. Code § 22-15A-5 allow employers to implement smoking policies. For businesses employing minors or handling workplace injuries, specific recordkeeping and reporting requirements are in place.
No, Alabama does not have a state-mandated minimum wage. Employers must follow the federal minimum wage of $7.25 per hour under the Fair Labor Standards Act (FLSA). For tipped employees, the federal tipped minimum wage of $2.13 per hour applies, provided total earnings meet or exceed the federal minimum wage. Failure to meet these requirements can result in penalties.
Alabama child labor laws restrict the employment of minors under Ala. Code § 25-8. Children under 14 cannot work, and those aged 14-15 face limits on work hours, especially during school sessions. Minors aged 16-17 have fewer restrictions but are still prohibited from working in hazardous occupations. Employers must maintain detailed time records and proof of age for all employees under 19, as noncompliance can result in fines up to $10,000 per violation.
Yes, under the Alabama Workers’ Compensation Act, most employers must provide workers’ compensation insurance. This covers medical expenses, lost wages, and rehabilitation for employees injured on the job. Injuries must be reported immediately, and claims filed within two years. Employers cannot retaliate against employees for seeking these benefits, as per Ala. Code § 25-5-11.1.
Yes, under Ala. Code § 13A-11-90, employers can restrict firearms on their property. However, they cannot prevent employees from storing firearms in their private vehicles if the vehicle is parked legally, and the firearm is hidden or locked in a compartment. As of January 1, 2023, no permit is required to store a pistol under these conditions. Employers are not liable for firearms stored in compliance with the law.
