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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
Payment upon Separation from Employment
Alabama does not have any laws dictating when an employer must pay wages to
employees who:
- have been fired or discharged;
- voluntary quit or resign;
- have left work due to a labor dispute or strike; or
- are laid off
Wages in Dispute
Alabama does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
Alabama does not have any laws dictating when an employer must pay wages to
employees who:
- have been fired or discharged;
- voluntary quit or resign;
- have left work due to a labor dispute or strike; or
- are laid off
Wages in Dispute
Alabama does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
Deductions from Wages
Alabama does not have any laws regarding what deductions may or may not be taken from
an employees paycheck or whether an employee must provide written consent prior to any
deduction. The lack of a law prohibiting deductions likely means an employer can withhold
or deduct wages from an employees pay check for:
- cash shortages
- breakage, damage, or loss of the employer's property
- dishonored or returned checks
- required uniforms
- required tools
- other items necessary for employment
In accordance with federal law, an employer may not make deductions for any of the
above-listed items if it would cause the employee to earn less than federal minimum wage
for the period in which the deduction was made. DOL Fact Sheet #16.
Deductions to pay for an employee's portion of any fringe benefit would be permissible.
Fringe Benefits.
Uniforms, Tools, and Other Equipment Necessary for Employment
Alabama does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
Alabama does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
Alabama does not have any laws regarding what deductions may or may not be taken from
an employees paycheck or whether an employee must provide written consent prior to any
deduction. The lack of a law prohibiting deductions likely means an employer can withhold
or deduct wages from an employees pay check for:
- cash shortages
- breakage, damage, or loss of the employer's property
- dishonored or returned checks
- required uniforms
- required tools
- other items necessary for employment
In accordance with federal law, an employer may not make deductions for any of the
above-listed items if it would cause the employee to earn less than federal minimum wage
for the period in which the deduction was made. DOL Fact Sheet #16.
Deductions to pay for an employee's portion of any fringe benefit would be permissible.
Fringe Benefits.
Uniforms, Tools, and Other Equipment Necessary for Employment
Alabama does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
Alabama does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
Notice of Wage Reduction
Alabama does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction. However, a wage reduction can only be applied to hours
worked after the change and cannot be applied to hours already worked.
Alabama does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction. However, a wage reduction can only be applied to hours
worked after the change and cannot be applied to hours already worked.
Statement of Wages (Pay Stub)
Record Keeping Requirements
Alabama does not have any laws requiring an employer to keep any employment-related
documents.
Federal law requires every employer covered by the Fair Labor Standards Act (FLSA) to
keep certain records for each covered, nonexempt worker, for at least 3 years. For more
information, visit FLSA.
Alabama does not have any laws requiring an employer to keep any employment-related
documents.
Federal law requires every employer covered by the Fair Labor Standards Act (FLSA) to
keep certain records for each covered, nonexempt worker, for at least 3 years. For more
information, visit FLSA.
Frequency of Wage Payments
Alabama does not have any laws dictating when or how frequently an employer must pay
employees their wages.
Alabama does not have any laws dictating when or how frequently an employer must pay
employees their wages.
Manner of Payments
Alabama does not have any laws dictating how an employer must pay employees their
wages.
Direct Deposit
Because Alabama does not have any law prohibiting direct deposit, employers are likely
permitted to use direct deposit to pay employees. It is uncertain whether an employer may
lawfully require an employee to be paid by way of direct deposit.
Alabama does not have any laws dictating how an employer must pay employees their
wages.
Direct Deposit
Because Alabama does not have any law prohibiting direct deposit, employers are likely
permitted to use direct deposit to pay employees. It is uncertain whether an employer may
lawfully require an employee to be paid by way of direct deposit.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
| E |
| H |
| L |
Notice Requirements
Alabama does not have any laws requiring employers to provide employees, whether at
hire or at any other time, of notice of wage rates, dates of pay, employment policies, fringe
benefits, or other terms and conditions of employment.
Alabama does not have any laws requiring employers to provide employees, whether at
hire or at any other time, of notice of wage rates, dates of pay, employment policies, fringe
benefits, or other terms and conditions of employment.
| Wage Payment Laws for Private Sector Employers |
Topics Covered:
- Frequency of Wage Payments
- Manner of Payments
- - Direct Deposit
- Payment upon Separation from Employment
- - Employees who are fired, discharged, or terminated
- Employees who quit or resign
- Employees who is suspended or resigns due to a labor dispute (strike)
- Employees who are laid off
- Wages in Dispute
- Deductions from Wages
- - Cash shortages
- Damage, loss or destruction of employer property
- Dishonored or returned checks
- Uniforms
- Tools and other items necessary for employment
- Pre-hire medical, physical, or drug tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements