Alabama employment law compliance requirements

Alabama employers must provide full-time employees with a leave of absence for jury duty and pay them their usual compensation, minus any jury service fees received. The employee must present the summons to their supervisor on the next working day after receiving it.

Ala. Code § 12-16-8 · effective Dec 1975 · source

Employers who provide maternity leave for the birth of a child must provide the same leave terms and duration to employees who adopt a child.

Ala. Code § 25-1-17 · effective Apr 1990

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Non-compete agreements are generally void unless they fall under specific statutory exceptions, such as protecting trade secrets or customer goodwill, and are limited to 2 years for employment restrictions and 18 months for non-solicitation of customers.

Ala. Code § 8-1-190 et seq. · effective Jan 2016

Alabama employers are prohibited from discharging or disciplining an employee who is a victim of a crime for taking leave to attend court proceedings or consult with law enforcement, provided reasonable notice is given.

Ala. Code § 15-23-81 · effective Jun 1995 · source

Alabama law prohibits employers from requiring union membership, non-membership, or the payment of union dues as a condition of employment.

Ala. Code § 25-7-30 · effective Aug 1953 · source

Alabama employers cannot prohibit employees from storing a legally possessed firearm or ammunition in their private vehicle in the employer's parking lot, provided it is kept out of sight and locked inside the vehicle.

Ala. Code § 13A-11-90 · effective Jul 2013 · source

Alabama employers must post and maintain printed notices regarding unemployment compensation regulations in conspicuous places accessible to all employees.

Ala. Code § 25-4-116 · effective Dec 1975 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employers must maintain records of the wages, wage rates, job classifications, and other terms and conditions of employment of all employees for a minimum of three years.

Ala. Code § 25-1-30 · effective Sep 2019

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Employers must provide a documented 30-minute meal or rest break to employees aged 14 or 15 who are scheduled to work for 5 or more continuous hours.

Ala. Code § 25-8-38 · effective May 2009 · source

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990