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Alabama Maternity and Pregnancy: What you need to know

Alabama has no state fair employment law that prohibits employment discrimination on the basis of pregnancy. Alabama employers with 15 or more employees are covered by federal law.
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Some states have laws that require employers to offer pregnancy leave or to grant pregnant employees the same time off as is granted to employees with temporary disabilities. Alabama does not have such a law. Employers with 15 or more employees have leave obligations under the federal Pregnancy Discrimination Act.
State employees may use accrued sick time for disability associated with their own pregnancy, provided the employee works until she is actually disabled and returns to work as soon as she is physically recovered (AL Admin. Code Sec. 670-X-14-.01 et seq.).
Private employers. Some states have comprehensive laws that require employers to grant employees time off for the birth or adoption of a child, or to care for a family member with a serious illness. Alabama does not have such a law. However, Alabama employers with 50 or more employees are subject to the federal Family and Medical Leave Act (FMLA). Alabama employers with fewer than 50 employees are free to provide leave time or not, at their own discretion.
Public employers. State employees may use their accrued sick time to care for a sick spouse, child, grandchild, parent, grandparent, parent-in-law, sister, brother, or for the death of one of these relatives (AL Admin. Code Sec. 670-X-14-.01et seq.).
Employers with 50 or more employees may have leave obligations under the federal FMLA. Under the FMLA, eligible employees may have the right to substitute paid sick days for any ...

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