HB1 Alabama 2022 Session

Summary

Primary Sponsor

Neil RaffertyRepresentative

Democrat

Session

Regular Session 2022

Title

Pregnant Workers Fairness Act, to provide workplace protections against pregnancy discrimination and related medical conditions, Secs. 25-15-1 to 25-15-7, inclusive, added; Secs. 25-2-2, 25-2-7 am'd.

Summary

HB1 creates the Alabama Pregnant Workers Fairness Act, requiring reasonable accommodations for pregnancy-related conditions and protecting workers from pregnancy discrimination.

What This Bill Does

If passed, it would add Chapter 15 to Title 25 establishing protections for pregnant workers. Employers with 15 or more employees must provide reasonable accommodations unless it would cause undue hardship, engage in a timely interactive process with employees, and post notice about rights. Employees would be protected from discrimination and retaliation and could sue for remedies, while the Department of Labor would administer and enforce the act.

Who It Affects

• Pregnant workers or workers with pregnancy-related medical conditions, who would gain protections against discrimination and the right to reasonable accommodations (such as breaks, seating, light duty, milk expression space, time off to recover).
• Employers with 15 or more employees, who would have to provide accommodations, engage in an interactive process, post notices, and could face legal action and penalties for non-compliance.

Key Provisions

• Creates Alabama Pregnant Workers Fairness Act as Chapter 15 in Title 25; defines terms (employer, reasonable accommodation, related medical condition, undue hardship).
• Unlawful employment practices include refusing accommodations, adverse actions for requesting accommodations, denying opportunities due to accommodation needs, or forcing leave when another accommodation is possible.
• Requires interactive process and lists examples of accommodations (e.g., breaks, equipment changes, seating, temporary transfer, job restructuring, light duty, nursing/breast milk breaks, time off to recover, modified schedules).
• Undue hardship factors: cost, resources, business size, locations, and operational impact; employer bears the burden of proving undue hardship; presumption against undue hardship if similar accommodations exist for other employees.
• Notice requirement: written notice of rights to new hires and existing employees; conspicuously posted at the workplace.
• Enforcement and remedies: employees can sue in the county where they applied or worked; remedies include attorney's fees, back pay, damages, and other relief; no need to pursue admin action first.
• Non-preemption: the act does not weaken other federal, state, or local laws that provide greater protections.

AI-generated summary using openai/gpt-5-nano on Feb 22, 2026. May contain errors — refer to the official bill text for accuracy.

Subjects

Employment