{"id":138094,"date":"2024-07-19T15:44:59","date_gmt":"2024-07-19T13:44:59","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=138094"},"modified":"2024-12-19T11:23:17","modified_gmt":"2024-12-19T09:23:17","slug":"alabama-minimum-wage","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/alabama-minimum-wage\/","title":{"rendered":"Guide to the Alabama Minimum Wage"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Alabama is one of the few states in the U.S. that hasn\u2019t enacted its own wage laws, including a state-specific minimum wage. As a result, the <\/span><b>Alabama minimum wage<\/b><span style=\"font-weight: 400;\"> aligns with the federal rate. However, Alabama does have <\/span><b>specific labor laws and regulations<\/b><span style=\"font-weight: 400;\"> that employers must follow, such as <\/span><b>child labor laws, right-to-work provisions, and at-will employment practices<\/b><span style=\"font-weight: 400;\">. Employers also need to be aware of the FSLA regulations governing <\/span><b>overtime pay, recordkeeping, and wage deductions<\/b><span style=\"font-weight: 400;\"> at a national level to ensure compliance and fair labor practices.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s <\/span><b>everything you need to know<\/b><span style=\"font-weight: 400;\"> at an employer in the Dixie State.<\/span><\/p>\n<p>TABLE OF CONTENTS<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Rates\">Alabama Minimum Wage: Current Rates<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Act\">What Is the Fair Labor Standards Act?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Non-Exempt\">What Is a Non-Exempt Employee?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Exemptions\">Are There Any Other Exemptions to the Alabama Minimum Wage?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Enforces\">Who Enforces the Alabama Minimum Wage?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Laws\">What Other Alabama Labor Laws Are There?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Practices\">Best Practices for Employer Wage Law Compliance <\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Factorial\">How Factorial Can Help Your Business<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/payroll\"><span style=\"font-weight: 400;\">Centralize payroll management and get ahead<\/span><\/a>\ud83d\ude80<\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.co.uk\/request-demo\"><img decoding=\"async\" class=\"aligncenter wp-image-130408 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"786\" height=\"270\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 786px) 100vw, 786px\" \/><\/a><\/p>\n<h2><b><a name=\"Rates\"><\/a>Alabama Minimum Wage: Current Rates<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Alabama is one of five states that <\/span><b>hasn&#8217;t adopted a state minimum wage law<\/b><span style=\"font-weight: 400;\">, so it adheres to the <\/span><b>federal minimum wage of $7.25<\/b><span style=\"font-weight: 400;\">, which was last updated in <\/span><b>2009<\/b><span style=\"font-weight: 400;\">. Essentially, this means that, according to the federal <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/\"><span style=\"font-weight: 400;\">Fair Labor Standards Act<\/span><\/a><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">FLSA<\/span><\/a><span style=\"font-weight: 400;\">), employers must pay eligible employees <\/span><b>at least the minimum wage for all hours worked<\/b><span style=\"font-weight: 400;\"> (in other words, employees who are not <\/span><b>exempt from the FLSA<\/b><span style=\"font-weight: 400;\">). Employers must also pay employees <\/span><b>1.5 times their regular rate of pay<\/b><span style=\"font-weight: 400;\"> when employees work <\/span><b>more than forty (40) hours during a work week<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><b>last increase<\/b><span style=\"font-weight: 400;\"> to the Alabama minimum wage was in <\/span><b>2009<\/b><span style=\"font-weight: 400;\">, when the federal rate increased from $5.15 per hour. The Alabama minimum wage has <\/span><b>not increased since then<\/b><span style=\"font-weight: 400;\">, and there are <\/span><b>no plans to increase the federal standard<\/b><span style=\"font-weight: 400;\"> any time soon.<\/span><\/p>\n<h2><b><a name=\"Act\"><\/a>What Is the Fair Labor Standards Act?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">, signed the act into law in June <\/span><b>1938,<\/b><span style=\"font-weight: 400;\"> was designed to <\/span><b>improve the lives, health and wellbeing of workers and children<\/b><span style=\"font-weight: 400;\">. This was a <\/span><b>landmark statute <\/b><span style=\"font-weight: 400;\">as, before this time, working conditions were often harsh and unfavorable. Both children and adults would often work long hours in dangerous, unsanitary, or hazardous conditions. The FLSA aimed to serve as a <\/span><b>legal framework of standards<\/b><span style=\"font-weight: 400;\"> to address these unacceptable working conditions and provide employees with <\/span><b>fair standards of labor<\/b><span style=\"font-weight: 400;\">. These standards included <\/span><b>compulsory wages, safer and healthier working environments, and the protection of children\u2019s right to education<\/b><span style=\"font-weight: 400;\">. It also includes <\/span><b>recordkeeping obligations, a fair minimum wage, and overtime laws<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These standards are applied to <\/span><b>all non-exempt employees<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Non-Exempt\"><\/a>What Is a Non-Exempt Employee?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">One important thing to consider when talking about the Alabama minimum wage is the <\/span><b>employment classification of your workers<\/b><span style=\"font-weight: 400;\">. In other words, whether your employees are classified as <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><b>exempt or non-exempt<\/b><\/a><span style=\"font-weight: 400;\"> from the requirements of the <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s break it down.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to the Fair Labor Standards Act, there are<\/span><b> two types of employees<\/b><span style=\"font-weight: 400;\">:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Exempt employees<\/b><span style=\"font-weight: 400;\">. An employee who you class as being exempt from the overtime provisions of the Fair Labor Standards Act (FLSA), such as executive, professional, and administrative roles.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Non-exempt employees<\/b><span style=\"font-weight: 400;\">. An employee who you do not class as being exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) and who you, therefore, must pay overtime when they work over their contracted hours.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">To determine if your employees should be classified as exempt or non-exempt, you need to <\/span><b>consider the following<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary level<\/b><span style=\"font-weight: 400;\">. Are you paying the employee more than $43,888 per year?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary basis<\/b><span style=\"font-weight: 400;\">. Do you offer them a guaranteed minimum compensation amount, regardless of the hours they actually work?\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Duties<\/b><span style=\"font-weight: 400;\">: Have you contracted them to perform an exempt job duty? (Professional duties that require specialized education; executive duties such as supervising a team; or administrative duties that require the use of discretion and judgment)<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Exemptions\"><\/a>Are There Any Other Exemptions to the Alabama Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">While the Alabama minimum wage applies to <\/span><b>most workers over the age of 18<\/b><span style=\"font-weight: 400;\"> who are considered <\/span><b>non-exempt from the FSLA<\/b><span style=\"font-weight: 400;\">, there are certain <\/span><b>additional exemptions <\/b><span style=\"font-weight: 400;\">that you need to be aware of.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s an <\/span><b>overview <\/b><span style=\"font-weight: 400;\">of these exemptions:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tipped employees<\/b><span style=\"font-weight: 400;\">. You can pay tipped employees a reduced rate of $2.13 per hour if their tips bring their total earnings to at least $7.25 per hour. If they don\u2019t, then you must cover the tip deficit.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Student workers<\/b><span style=\"font-weight: 400;\">. You can pay full-time college or high school students working in retail, service, agriculture, or higher education institutions 85% of the Alabama minimum wage provided those students are enrolled in a work-study program or work 20 hours (or less) per week. You can pay high school students in vocational education programs 75% of the Alabama minimum wage.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Young workers<\/b><span style=\"font-weight: 400;\">. In line with federal minimum wage requirements, you can pay employees under 20 a reduced rate of $4.25 per hour during the first 90 days of employment. After 90 days, you must pay them the full Alabama minimum wage.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Workers with disabilities<\/b><span style=\"font-weight: 400;\">. A waiver from the US Department of Labor allows employers to pay people with disabilities less than the federal minimum wage. Employers must first apply for a certificate from the Department of Labor&#8217;s Wage and Hour Division, which will confirm the reduced rate.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Agricultural workers<\/b><span style=\"font-weight: 400;\">. There are specific exemptions for certain agricultural workers, depending on the size of the employer and the nature of the work. Check industry guidelines if in doubt.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Enforces\"><\/a>Who Enforces the Alabama Minimum Wage?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">As there is <\/span><b>no state-mandated minimum wage law<\/b><span style=\"font-weight: 400;\">, Alabama minimum wage enforcement falls under the jurisdiction of the <\/span><a href=\"https:\/\/www.dol.gov\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">U.S. Department of Labor (DOL)<\/span><\/a><span style=\"font-weight: 400;\">. Specifically, the <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/about#:~:text=The%20Wage%20and%20Hour%20Division%20(WHD)%20enforces%20federal%20minimum%20wage,the%20Fair%20Labor%20Standards%20Act.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Wage and Hour Division (WHD)<\/span><\/a><span style=\"font-weight: 400;\"> of the DOL is responsible for enforcing the FLSA, which sets the <\/span><b>federal minimum wage, overtime pay, recordkeeping, and child labor standards<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If an employee believes they are <\/span><b>not being paid the federal minimum wage<\/b><span style=\"font-weight: 400;\"> or are experiencing other <\/span><b>violations of federal labor laws<\/b><span style=\"font-weight: 400;\">, they can <\/span><b>file a complaint <\/b><span style=\"font-weight: 400;\">with the WHD. The WHD can <\/span><b>investigate complaints, conduct inspections, and take enforcement actions<\/b><span style=\"font-weight: 400;\">, including recovering back wages for employees and imposing penalties on employers who violate the law.<\/span><\/p>\n<h2><b><a name=\"Laws\"><\/a>What Other Alabama Labor Laws Are There?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Alabama labor laws <\/span><b>primarily follow federal regulations<\/b><span style=\"font-weight: 400;\"> because the state has not enacted its own wage laws. However, there are a few areas where Alabama has <\/span><b>specific guidelines<\/b><span style=\"font-weight: 400;\"> that differ from federal regulations<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s explore all the <strong>state and federal <\/strong><\/span><b>labor laws<\/b> that protect<b> employees in Alabama <\/b><span style=\"font-weight: 400;\">so you can make sure your <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-handbook\/\"><span style=\"font-weight: 400;\">employee handbook<\/span><\/a><span style=\"font-weight: 400;\"> meets all requirements.<\/span><\/p>\n<h3><b>Right-to-Work Law<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Alabama&#8217;s <\/span><b>right-to-work provisions<\/b><span style=\"font-weight: 400;\"> ensure that <\/span><b>employees cannot be forced to join a union or pay union dues as a condition of employment<\/b><span style=\"font-weight: 400;\">. This is outlined in Alabama&#8217;s Constitution and the <\/span><a href=\"https:\/\/alison.legislature.state.al.us\/code-of-alabama\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Code of Alabama<\/span><\/a><span style=\"font-weight: 400;\">, which protects workers&#8217; freedom to choose whether to associate with a union. These provisions are part of a broader trend in Southern states to provide employees with <\/span><b>the right to work without being forced into union membership<\/b><span style=\"font-weight: 400;\">, fostering an environment that emphasizes personal choice and employment flexibility<\/span><\/p>\n<h3><b>Employment \u201cAt Will\u201d<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Alabama follows the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/at-will-employment-by-state\/\"><span style=\"font-weight: 400;\">employment-at-will doctrine<\/span><\/a><span style=\"font-weight: 400;\">. This means that employers can <\/span><b>fire their employees<\/b><span style=\"font-weight: 400;\"> at <\/span><b>any time<\/b><span style=\"font-weight: 400;\">, for <\/span><b>any reason<\/b><span style=\"font-weight: 400;\">, or even <\/span><b>without cause<\/b><span style=\"font-weight: 400;\"> as long as it is not unlawful. To the same effect, employees can resign without notice. For employers, this structure offers<\/span><b> flexibility and cost control<\/b><span style=\"font-weight: 400;\">. For employees, it provides <\/span><b>freedom to leave<\/b><span style=\"font-weight: 400;\"> and <\/span><b>opportunities for mobility<\/b><span style=\"font-weight: 400;\">\u200b\u200b.<\/span><\/p>\n<p><b>Exceptions <\/b><span style=\"font-weight: 400;\">where <\/span><b>termination <\/b><span style=\"font-weight: 400;\">might be deemed <\/span><b>unlawful <\/b><span style=\"font-weight: 400;\">in Alabama:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Discrimination<\/b><span style=\"font-weight: 400;\">. Employers cannot terminate employees based on race, color, religion, sex, national origin, disability, age (for workers over 40), or genetic information, in accordance with <\/span><a href=\"https:\/\/factorialhr.com\/blog\/title-vii\/\"><span style=\"font-weight: 400;\">Title VII<\/span><\/a><span style=\"font-weight: 400;\"> of the Civil Rights Act, the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/americans-with-disabilities-act\/\"><span style=\"font-weight: 400;\">Americans with Disabilities Act (ADA)<\/span><\/a><span style=\"font-weight: 400;\">, the <\/span><a href=\"https:\/\/www.eeoc.gov\/statutes\/age-discrimination-employment-act-1967#:~:text=90%2D202)%20(ADEA),Workers%20Benefit%20Protection%20Act%20(Pub.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Age Discrimination in Employment Act (ADEA)<\/span><\/a><span style=\"font-weight: 400;\">, and the <\/span><a href=\"https:\/\/www.genome.gov\/genetics-glossary\/Genetic-Information-Nondiscrimination-Act#:~:text=The%20Genetic%20Information%20Nondiscrimination%20Act,to%20health%20insurance%20and%20employment.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Genetic Information Nondiscrimination Act (GINA)<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Retaliation<\/b><span style=\"font-weight: 400;\">. Employees are protected from being terminated in retaliation for engaging in protected activities, such as filing a discrimination complaint, reporting workplace safety violations, or participating in an investigation of workplace misconduct.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Public policy<\/b><span style=\"font-weight: 400;\">. Alabama recognizes a public policy exception to the at-will doctrine. This means an employee cannot be terminated for reasons that violate public policy, such as refusing to engage in illegal activities at the request of the employer or exercising a legal right (e.g., filing for workers&#8217; compensation).<\/span><\/li>\n<\/ul>\n<h3><b>Time Tracking and Recordkeeping<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Alabama follows <\/span><b>federal guidelines for time tracking and recordkeeping<\/b><span style=\"font-weight: 400;\">, in line with the <\/span><b>FLSA<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, under the FLSA, employers must maintain <\/span><b>accurate records <\/b><span style=\"font-weight: 400;\">of all <\/span><b>hours worked <\/b><span style=\"font-weight: 400;\">and <\/span><b>wages paid<\/b><span style=\"font-weight: 400;\"> to employees.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These records <\/span><b>must include<\/b><span style=\"font-weight: 400;\"> the following information.<\/span><\/p>\n<p><b>Employee information:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Full name and Social Security number.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Address, including zip code.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Birth date, if younger than 19.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Sex and occupation.<\/span><\/li>\n<\/ul>\n<p><b>Work hours and pay:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Time and day of the week when the employee\u2019s workweek begins.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hours worked each day.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Total hours worked each workweek.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The basis on which employee&#8217;s wages are paid (e.g., &#8220;$400 per week&#8221;).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Regular hourly pay rate.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Total daily or weekly straight-time earnings.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Total overtime earnings for the workweek.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">All additions to or deductions from the employee&#8217;s wages.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Total wages paid each pay period.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Date of payment and the pay period covered by the payment.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A record of all employee start and end times, meal breaks, and any other periods of absence.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These records must be kept for <\/span><b>at least three years<\/b><span style=\"font-weight: 400;\">. They must also be accessible for <\/span><b>inspection<\/b><span style=\"font-weight: 400;\"> by the U.S. Department of Labor\u2019s Wage and Hour Division.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The best way to keep track of all this information is by using an <\/span><b>electronic or manual time-tracking system<\/b><span style=\"font-weight: 400;\"> to accurately record each employee\u2019s work hours. More on this below.<\/span><\/p>\n<h3><b>Family &amp; Medical Leave<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Alabama does not have its own <\/span><b>state-specific Family and Medical Leave Act (FMLA)<\/b><span style=\"font-weight: 400;\">. Instead, employees in Alabama are covered under the federal <\/span><a href=\"https:\/\/factorialhr.com\/blog\/family-and-medical-leave-act-fmla-missouri\/?variant=original\"><span style=\"font-weight: 400;\">Family and Medical Leave Act (FMLA)<\/span><\/a><span style=\"font-weight: 400;\">. Under this Act, eligible employees are entitled to up to <\/span><b>12 weeks of unpaid, job-protected leave per year<\/b><span style=\"font-weight: 400;\"> while maintaining their <\/span><b>health insurance coverage<\/b><span style=\"font-weight: 400;\">. All government agencies, elementary and secondary schools, and companies with 50 or more employees are covered by this law. FMLA covers a wide range of situations, including <\/span><b>illness, childbirth, adoption, and military or family circumstances<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Final Checks &amp; Wage Deductions<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Alabama does not have state laws regarding <\/span><b>final paychecks or wage deductions<\/b><span style=\"font-weight: 400;\">. Instead, it adheres to<\/span><b> federal guidelines <\/b><span style=\"font-weight: 400;\">under the <\/span><b>Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These include the following:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Final paychecks<\/b><span style=\"font-weight: 400;\">. Federal law does not specify when employers must provide a final paycheck. Instead, it defers to state laws. Since Alabama lacks specific laws on this matter, employers must provide final paychecks within a reasonable timeframe, typically by the next scheduled payday.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Permissible wage deductions<\/b><span style=\"font-weight: 400;\">. Under the FLSA, employers can make deductions from an employee\u2019s wages for items such as taxes, court-ordered garnishments, and voluntary deductions (e.g., health insurance premiums, retirement plan contributions, etc.). However, deductions for items that benefit the employer (e.g., uniforms, tools) cannot reduce an employee\u2019s wages below the Alabama minimum wage.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Unauthorized deductions<\/b><span style=\"font-weight: 400;\">. Deductions for shortages, damages, or losses caused by the employee cannot reduce the employee&#8217;s pay below the Alabama minimum wage. Any deductions for such reasons must comply with FLSA guidelines ensuring that employees receive at least the Alabama minimum wage for all hours worked.<\/span><\/li>\n<\/ul>\n<h3><b>Employment of Minors<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">While<\/span><b> Alabama child labor laws<\/b><span style=\"font-weight: 400;\"> largely <\/span><b>align with federal regulations<\/b><span style=\"font-weight: 400;\">, there are some <\/span><b>specific provisions under state law<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Minors aged 14 and 15<\/b><span style=\"font-weight: 400;\"> cannot work more than 3 hours on a school day, 8 hours on a non-school day, and 18 hours during a school week. They also cannot work before 7 a.m. or after 7 p.m., except from June 1 through Labor Day, when evening hours are extended to 9 p.m.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Minors aged 16 and 17<\/b><span style=\"font-weight: 400;\"> have fewer restrictions, but Alabama law still imposes certain protections. For example, minors aged 16 and 17 cannot work before 5 a.m. or after 10 p.m. on nights preceding a school day if they are enrolled in secondary school. Alabama law also requires employers to obtain a <\/span><b>Class II Child Labor Certificate<\/b><span style=\"font-weight: 400;\"> for employing 16 and 17-year-olds and mandates <\/span><b>specific restrictions on the types of hazardous work they can perform<\/b><span style=\"font-weight: 400;\">, such as prohibiting work in mining, meatpacking, and operating certain heavy machinery\u200b.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Finally, employers must display a <\/span><b>child labor poster<\/b><span style=\"font-weight: 400;\"> in their place of business if they hire <\/span><b>anyone under the age of 18<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Overtime<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The Fair Labor Standards Act also includes provisions relating to <\/span><b>employee overtime<\/b><span style=\"font-weight: 400;\">. To determine whether or not you need to<\/span><b> pay your employees <\/b><a href=\"https:\/\/factorialhr.com\/blog\/new-overtime-rules-2024\/\"><b>overtime<\/b><\/a><b> for any hours they work over their contracted working hours<\/b><span style=\"font-weight: 400;\"> you first need to determine <\/span><b>what their FLSA status is<\/b><span style=\"font-weight: 400;\">, as we saw above.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If your employees are categorized as <\/span><b>exempt<\/b><span style=\"font-weight: 400;\">,<\/span> <span style=\"font-weight: 400;\">then you have <\/span><b>no obligation to pay them overtime<\/b><span style=\"font-weight: 400;\"> if they work over their contracted hours in a given week. However, if your employees are <\/span><b>non-exempt<\/b><span style=\"font-weight: 400;\"> then you <\/span><b>must pay following the FLSA\u2019s overtime rules<\/b><span style=\"font-weight: 400;\">. Essentially this means that, unless exempt, you must pay employees covered by the FLSA <\/span><b>overtime pay for any hours worked over 40 in a workweek<\/b><span style=\"font-weight: 400;\"> at a rate not less than <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-and-a-half\/\"><span style=\"font-weight: 400;\">time and a half<\/span><\/a><span style=\"font-weight: 400;\"> (one-half their regular rate of pay).<\/span><\/p>\n<h3><b>Meal and Rest Breaks<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Alabama\u2019s employment laws include <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-federal-employee-break-laws\/\"><span style=\"font-weight: 400;\">federal guidelines for work breaks<\/span><\/a><span style=\"font-weight: 400;\">, ensuring employees have time to <\/span><b>rest and recharge<\/b><span style=\"font-weight: 400;\"> during their shifts.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s what you need to know:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Meal breaks<\/b><span style=\"font-weight: 400;\">. Firstly, although Alabama does not require employers to provide meal breaks for adult workers, employees under the age of 16 must receive a 30-minute break for every 5 consecutive hours of work.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Short breaks<\/b><span style=\"font-weight: 400;\">. Secondly, while Alabama law also does not mandate short rest breaks (typically 5 to 20 minutes), federal standards encourage employers to offer them. When provided, employers must compensate these short durations as work time.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Health and safety<\/b><span style=\"font-weight: 400;\">. Finally, for certain industries, such as those involving continuous operations or heavy machinery, breaks may be regulated by specific health and safety requirements (including <\/span><a href=\"https:\/\/factorialhr.com\/blog\/working-hours-limit\/\"><span style=\"font-weight: 400;\">working hours limits<\/span><\/a><span style=\"font-weight: 400;\">) to prevent accidents and ensure worker wellbeing.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employers in Alabama should ideally adopt break policies that <\/span><b>exceed minimum requirements<\/b><span style=\"font-weight: 400;\"> to promote a<\/span><b> positive work environment <\/b><span style=\"font-weight: 400;\">and increase <\/span><b>employee satisfaction<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>Equal Pay<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, the <\/span><b>Clarke-Figures Equal Pay Act (CFEPA)<\/b><span style=\"font-weight: 400;\">, enacted in Alabama in 2019, aims to eliminate <\/span><b>gender-based wage discrimination<\/b><span style=\"font-weight: 400;\">. According to the CFEPA, employers must pay employees of<\/span><b> different genders <\/b><span style=\"font-weight: 400;\">equally for work that requires <\/span><b>similar skill, effort, and responsibility <\/b><span style=\"font-weight: 400;\">under <\/span><b>similar working conditions<\/b><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-day\/\"><span style=\"font-weight: 400;\">equal pay<\/span><\/a><span style=\"font-weight: 400;\">). Employers are prohibited from <\/span><b>retaliating <\/b><span style=\"font-weight: 400;\">against employees who <\/span><b>discuss their wages<\/b><span style=\"font-weight: 400;\"> or <\/span><b>file complaints <\/b><span style=\"font-weight: 400;\">regarding wage discrimination.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Act also allows employees to <\/span><b>seek legal action against employers for violations<\/b><span style=\"font-weight: 400;\">, providing a legal framework to address <\/span><b>pay disparities<\/b><span style=\"font-weight: 400;\"> and ensure <\/span><b>fair compensation practices<\/b><span style=\"font-weight: 400;\"> within the state. This aligns with the federal <\/span><a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-act\/\"><span style=\"font-weight: 400;\">Equal Pay Act<\/span><\/a><span style=\"font-weight: 400;\"> of 1963 which also aims to ensure that all employees receive <\/span><b>equal pay for equal work<\/b><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/factorialhr.com\/blog\/pay-parity\/\"><span style=\"font-weight: 400;\">pay parity<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span><\/p>\n<h2><b><a name=\"Practices\"><\/a>Best Practices for Employer Wage Law Compliance<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">And that\u2019s pretty much <\/span><b>everything you need to know about the Alabama minimum wage<\/b><span style=\"font-weight: 400;\"> and the state&#8217;s <\/span><b>additional wage laws<\/b><span style=\"font-weight: 400;\">. All that\u2019s left now is to make sure that<\/span><b> your business meets the legal requirements of these laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With this in mind, we\u2019ve put together a handy list of <\/span><b>essential tips and best practices<\/b><span style=\"font-weight: 400;\"> to help you protect your business from potential <\/span><b>non-compliance fines and penalties<\/b><span style=\"font-weight: 400;\">. And if legal compliance doesn\u2019t get you jumping out of your seat, keep in mind that these practices will also help you foster a <\/span><b>positive and compliant work environment<\/b><span style=\"font-weight: 400;\"> for your employees. That way, you can <\/span><b>attract and retain top talent<\/b><span style=\"font-weight: 400;\">, <\/span><b>boost employee morale<\/b><span style=\"font-weight: 400;\">, and <\/span><b>enhance overall productivity and workplace harmony<\/b><span style=\"font-weight: 400;\">!<\/span><\/p>\n<h3><b>Understand the Minimum Wage<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">As an employer in Alabama, it\u2019s crucial to stay updated on the current federal minimum wage rates. These can <\/span><b>vary based on employee status<\/b><span style=\"font-weight: 400;\">. In addition, familiarize yourself with the minimum wage requirements for your specific industry to ensure you\u2019re paying your employees the correct amount.<\/span><\/p>\n<h3><b>Classify Employees Correctly<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Properly classify employees as either <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><span style=\"font-weight: 400;\">exempt or non-exempt<\/span><\/a><span style=\"font-weight: 400;\"> under the FLSA. This classification determines whether you must offer <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> to an employee who works extra hours. Carefully <\/span><b>review the duties and responsibilities of each employee<\/b><span style=\"font-weight: 400;\"> to determine their <\/span><b>exempt or non-exempt status<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Implement Accurate Payroll Practices<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Maintain <\/span><b>accurate and up-to-date payroll records<\/b><span style=\"font-weight: 400;\"> and regularly <\/span><b>review your records<\/b><span style=\"font-weight: 400;\"> to identify any inconsistencies or errors. Use <\/span><a href=\"https:\/\/factorialhr.com\/blog\/best-payroll-software\/\"><span style=\"font-weight: 400;\">payroll software<\/span><\/a><span style=\"font-weight: 400;\"> to streamline payroll processes and minimize errors. You should also create a <\/span><a href=\"https:\/\/factorialhr.com\/blog\/payroll-checklist\/\"><span style=\"font-weight: 400;\">payroll checklist<\/span><\/a><span style=\"font-weight: 400;\"> to keep you on track during each payroll cycle. That way, you won\u2019t miss any important steps, such as <\/span><b>verifying employee hours, ensuring correct pay rates <\/b><span style=\"font-weight: 400;\">and <\/span><b>calculating <\/b><a href=\"https:\/\/factorialhr.com\/blog\/comprehensive-guide-to-employer-payroll-taxes\/\"><b>payroll tax deductions<\/b><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Track Overtime Hours<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Accurately <\/span><b>track overtime hours<\/b><span style=\"font-weight: 400;\"> worked by non-exempt employees. Implement a system for employees to report overtime hours, such as using <\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-card-calculator\/\"><b>timesheets<\/b><\/a><b> or electronic timekeeping systems<\/b><span style=\"font-weight: 400;\">. Make sure you calculate and pay overtime at the correct rate.<\/span><\/p>\n<h3><b>Provide Meal and Rest Breaks<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Employers should provide employees with <\/span><b>meal and rest breaks<\/b><span style=\"font-weight: 400;\">. Make sure employees have access to <\/span><b>designated break areas<\/b><span style=\"font-weight: 400;\"> and take <\/span><b>mandated breaks<\/b><span style=\"font-weight: 400;\"> throughout their workday.<\/span><\/p>\n<h3><b>Maintain Accurate Records<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, it&#8217;s important to <\/span><b>maintain accurate and up-to-date records of all employee work hours and wages<\/b><span style=\"font-weight: 400;\"> in order to comply with federal recordkeeping requirements. In addition, regular <\/span><b>internal and external audits<\/b><span style=\"font-weight: 400;\"> can help you <\/span><b>identify and fix mistakes<\/b><span style=\"font-weight: 400;\"> so that everything runs smoothly and compliantly.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Using <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">employee record management software<\/span><\/a><span style=\"font-weight: 400;\"> can make this easier. These systems help you maintain <\/span><b>accurate and reliable records<\/b><span style=\"font-weight: 400;\"> so that you can focus on other important parts of your business while staying compliant with Alabama wage law.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.com\/payroll\"><img decoding=\"async\" class=\"aligncenter wp-image-125685 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png\" alt=\"payroll software\" width=\"781\" height=\"268\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-768x263.png 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner.png 900w\" sizes=\"(max-width: 781px) 100vw, 781px\" \/><\/a><\/p>\n<h2><b><a name=\"Factorial\"><\/a>How Factorial Can Help Your Business<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Ensuring <\/span><b>compliance with Alabama wage laws<\/b><span style=\"font-weight: 400;\"> is crucial for employers to avoid potential penalties and legal disputes. Factorial can help you navigate the complexities of Alabama\u2019s employment guidelines and <\/span><b>streamline your entire payroll process<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Automated payroll calculations<\/b><span style=\"font-weight: 400;\">. Firstly, Factorial\u2019s automated payroll system eliminates manual calculations, reducing the risk of errors and ensuring accurate compensation for all employees. It automatically factors in Alabama minimum wage requirements, overtime pay, holiday pay, and other relevant regulations to ensure compliance with Alabama wage laws.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Real-time tracking<\/b><span style=\"font-weight: 400;\">. Secondly, Factorial\u2019s time tracking feature enables real-time monitoring of working hours, including overtime. This allows you to maintain and generate <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">accurate records and reports<\/span><\/a><span style=\"font-weight: 400;\"> and identify and address any issues promptly, ensuring compliance with federal overtime and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\"><span style=\"font-weight: 400;\">time-tracking requirements<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>On-demand pay<\/b><span style=\"font-weight: 400;\">. Thirdly, Factorial\u2019s on-demand pay feature allows employees to access their earned wages between pay periods, providing them with financial flexibility and enhancing employee satisfaction.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Secure payroll processing<\/b><span style=\"font-weight: 400;\">. In addition, Factorial employs robust payroll security measures to safeguard sensitive employee data.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Comprehensive payroll reporting<\/b><span style=\"font-weight: 400;\">. Finally, Factorial generates detailed payroll reports, providing valuable insights into employee compensation, overtime trends, and overall payroll expenses.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ultimately, by implementing <\/span><a href=\"https:\/\/factorialhr.com\/payroll\"><b>Factorial\u2019s comprehensive payroll solution<\/b><\/a><span style=\"font-weight: 400;\">, employers can <\/span><b>effectively manage payroll<\/b><span style=\"font-weight: 400;\">, comply with Alabama wage laws, and ensure that their employees are compensated in line with the Alabama minimum wage, fostering a <\/span><b>positive and compliant work environment for all<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Alabama is one of the few states in the U.S. that hasn\u2019t enacted its own wage laws, including a state-specific minimum wage. As a result, the Alabama minimum wage aligns with the federal rate. However, Alabama does have specific labor laws and regulations that employers must follow, such as child labor laws, right-to-work provisions, and<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/alabama-minimum-wage\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":138427,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-138094","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"payroll"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Guide to the Alabama Minimum Wage | Factorial<\/title>\n<meta name=\"description\" content=\"Everything you need to know about the Alabama minimum wage: rates, exemptions and additional wage laws plus best practices for compliance\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Guide to the Alabama Minimum Wage\" \/>\n<meta property=\"og:description\" content=\"Everything you need to know about the Alabama minimum wage: rates, exemptions and additional wage laws plus best practices for compliance\" \/>\n<meta property=\"og:url\" content=\"https:\/\/preproduction.factorialhr.com\/blog\/alabama-minimum-wage\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.linkedin.com\/company\/factorialhr\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-07-19T13:44:59+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-12-19T09:23:17+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/07\/25170626\/alabama-minimum-wage.png\" \/>\n\t<meta property=\"og:image:width\" content=\"2048\" \/>\n\t<meta property=\"og:image:height\" content=\"1111\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:site\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"15 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/alabama-minimum-wage\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/alabama-minimum-wage\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632\"},\"headline\":\"Guide to the Alabama Minimum Wage\",\"datePublished\":\"2024-07-19T13:44:59+00:00\",\"dateModified\":\"2024-12-19T09:23:17+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/alabama-minimum-wage\/\"},\"wordCount\":3122,\"publisher\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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