Alabama

Workplace Accomodations: Pregnant Workers Fairness Act went into effect in June 2023? This new law provides groundbreaking protections for pregnant, postpartum, and pumping workers, and gives you the right to get accommodations at work that will help you keep your job and protect your health.The law gives you the right to things like extra breaks, flexible scheduling to attend doctors' appointments, time off to recover from childbirth or miscarriage, light duty, remote work, and much more. Learn more.

TAKING TIME OFF FROM WORK

Paid family leave : In Alabama, there is no paid family leave, but employees can access other types of leave depending on employer's policies.

Unpaid FMLA: If you work for a covered employer and meet certain criteria, you may be eligible for up to 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA) for the birth of your child. Learn more.

Other options that can be explored by employees include

• Short-Term Disability: If you have a short-term disability insurance policy, it might cover a portion of your income while you're off work due to childbirth.
• Sick Leave: Check if your employer offers sick leave that may be used for recovery after childbirth.
• Vacation Leave: If you have accrued vacation time, you may be able to use that for time off.

It's best to check with your HR department to understand what specific leave options are available to you. Need a template to reach out to your HR? HR Leave Inquiry Template.

Breastfeeding-related Rights

The Fair Labor Standards Act (FLSA) requires employers to provide reasonable break time for an employee to express breast milk for their nursing child for one year after the child's birth each time such employee has need to express the milk. Employees are entitled to a place to pump at work, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public.

On December 29, 2022, President Biden signed the Consolidated Appropriations Act, 2023 into law. This legislation introduced the PUMP for Nursing Mothers Act (“PUMP Act”), expanding these rights to more nursing employees, including agricultural workers, nurses, teachers, truck and taxi drivers, home care workers and managers.

The PUMP for Nursing Mothers Act requires employers to provide

• Reasonable break time for an employee to express breast milk for their nursing child
• A place to pump at work, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public

These accommodations must be provided for one year after the child's birth and be available each time an employee needs it.
Learn more.
Talking to your boss about pumping at work.