HB557 Alabama 2010 Session

Summary

Primary Sponsor

Merika ColemanSenator

Democrat

Session

Regular Session 2010

Title

Employment, employers to provide for accrual and use of paid sick and safe time, exercise of protected rights, retaliation prohibited, posting of notice, confidentiality of records, Labor Department to implement and enforce subject to Administrative Procedures Act, administrative and civil remedies, Healthy and Safe Families and Workplaces Act

Summary

HB557 would require Alabama employers to provide a minimum amount of paid sick and safe time to employees, with protections for job security and for victims of domestic violence, plus enforcement and notice requirements.

What This Bill Does

If passed, the bill would require most Alabama employees to accrue paid sick and safe time at a defined rate, allowing use for personal or family health needs, preventive care, and certain other circumstances like public health emergencies or domestic violence. It sets caps on how much time can accrue or be used each year, allows carryover, and lets employers with existing generous policies or plans count toward these requirements. It also prohibits retaliation for using the time, requires notices and recordkeeping, and provides administrative and civil remedies for violations, including fines and the possibility of court action.

Who It Affects

• Employees who work in Alabama for at least 2,060 hours per year would accrue and be able to use paid sick and safe time for health, family care, and other covered needs (including domestic violence-related absences).
• Employers and small businesses would have obligations to provide, track, post notices about, and enforce paid sick and safe time, maintain records, and face enforcement actions, fines, or civil suits for noncompliance.

Key Provisions

• Accrual and use: Employees accrue a minimum amount of paid sick and safe time (8.4 hours per 80 hours worked), with annual caps (101.2 hours for most employees; 202 hours for small businesses) and a requirement that accrual begins at employment; use generally begins after 12 days of employment, with carryover to the next year and annual usage limits.
• Protections and enforcement: Prohibits retaliation for using the time, requires notice and posting about paid sick and safe time, preserves confidentiality of sensitive information, and provides for civil actions, damages, attorney's fees, and possible fines for violations; establishes the Department of Labor as the enforcement entity.

AI-generated summary using openai/gpt-5-nano on Feb 25, 2026. May contain errors — refer to the official bill text for accuracy.

Subjects

Labor Department