employers and employees in Alabama need to stay informed about Alabama Leave Laws and recognized holidays to ensure compliance and maintain a well-balanced work environment. Utilizing tools like Day Off can help businesses and employees manage time off effectively. While Alabama relies heavily on federal laws like the Family and Medical Leave Act (FMLA) to regulate employee leave, the state also observes unique holidays that reflect its cultural heritage. This article provides a detailed overview of Alabama’s leave laws, including vacation, sick leave, and military leave, as well as a comprehensive list of holidays recognized in Alabama for 2025. Understanding these aspects is crucial for businesses to manage their workforce effectively and for employees to exercise their rights regarding time off.
Paid Time Off (PTO) in Alabama
Leave Quota
In Alabama Leave Laws, Paid Time Off (PTO) policies, including leave quotas, are typically determined by individual employers rather than mandated by state law. Alabama does not have a specific state requirement for the amount of PTO that must be offered to employees. Employers have the discretion to set leave quotas based on their internal policies and agreements with employees. The typical leave quota may vary significantly depending on the industry, the size of the business, and the specific terms outlined in employment contracts.
Accrual
The accrual of PTO in Alabama Leave Laws is also left to the discretion of the employer. Common accrual methods include:
- Lump-Sum Accrual: Employees receive a set amount of PTO at the beginning of the year or their employment anniversary.
- Pro-Rated Accrual: PTO is accrued incrementally, often on a per-pay-period basis, allowing employees to earn PTO gradually over time.
Employers may set specific accrual rates, such as a certain number of hours per month or per year, and they may have caps on how much PTO can be accrued at any given time.
Rollover
Rollover policies, which determine whether unused PTO can be carried over from one year to the next, are determined by the employer. In Alabama:
- Limited Rollover: Some employers may allow a certain amount of unused PTO to roll over to the next year, often with a cap on the maximum amount that can be carried over.
- No Rollover: Other employers might have a “use-it-or-lose-it” policy, where any unused PTO is forfeited at the end of the year.
- Unlimited Rollover: A few employers may allow all unused PTO to roll over indefinitely, though this is less common.
Payment of Accrued, Unused Vacation on Termination
Alabama Leave Laws does not have a state law that mandates the payment of accrued, unused vacation upon termination. This means that whether or not employees are entitled to receive payment for unused PTO when they leave the company depends on the employer’s policies and the terms outlined in the employment agreement.
- Payout Required by Policy: If an employer’s policy or the employment contract stipulates that unused PTO will be paid out upon termination, the employer is legally obligated to follow through with this payment.
- No Payout Policy: If there is no policy or the policy specifically states that unused PTO will not be paid upon termination, the employer is not required to provide payment.
Employers should clearly communicate their policies regarding the payout of unused PTO to avoid disputes.
Sick Leave in Alabama
State Laws - Leave Quota
As of 2025, Alabama Leave Laws does not have a state-mandated sick leave law requiring private employers to provide paid or unpaid sick leave to employees. However, local governments or certain municipalities within the state might have their own requirements. It is important for employers to stay updated on any local regulations that might impact their sick leave policies.
Key Points:
- No state-mandated requirement for paid sick leave in Alabama.
- Employers are not required by state law to offer paid or unpaid sick leave, but they may choose to do so voluntarily.
- Employers should review local ordinances and agreements that might impose different requirements.
Federal Laws - Leave Quota
Under federal law, sick leave policies are largely governed by the Family and Medical Leave Act (FMLA). The FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for specific family and medical reasons. This includes the employee’s own serious health condition or the need to care for an immediate family member with a serious health condition.
Eligibility:
- Employees must have worked for the employer for at least 12 months.
- They must have worked at least 1,250 hours over the past 12 months.
- The employer must have at least 50 employees within a 75-mile radius.
Key Points:
- FMLA provides unpaid, job-protected leave, but it does not require paid sick leave.
- Employers may offer paid sick leave in conjunction with or beyond FMLA requirements.
Accruals
In Alabama Leave Laws, since there is no state-mandated sick leave, the accrual of sick leave is typically at the discretion of the employer. Employers who choose to offer sick leave may establish their own accrual policies, which might vary based on the company size, industry, or specific employee agreements.
Common Accrual Practices:
- Hourly Accrual: Employees earn sick leave based on the number of hours worked, such as 1 hour of sick leave for every 30 hours worked.
- Annual Accrual: Employees are granted a specific number of sick leave days or hours at the beginning of each year.
- Capped Accrual: Some employers set a maximum limit on the amount of sick leave an employee can accrue.
Payout
Alabama does not require employers to pay out unused sick leave upon an employee’s termination, resignation, or retirement. However, if an employer has a policy or agreement in place that promises such a payout, they are generally required to honor that agreement.
Key Considerations:
- Policy-Driven: Payout policies are determined by the employer’s internal policies or employment agreements.
- No Legal Obligation: There is no state requirement for sick leave payout unless it’s stipulated in an employment contract or company policy.
Maternity, Paternity, FMLA in Alabama
Maternity Leave
As of 2025, Alabama does not have a state-specific law that mandates paid maternity leave for employees. However, eligible employees in Alabama are protected under the federal Family and Medical Leave Act (FMLA), which allows for unpaid, job-protected leave for maternity-related reasons.
Key Points:
- No State Mandate: Alabama does not require employers to provide paid maternity leave.
- Federal FMLA Coverage: Eligible employees can take up to 12 weeks of unpaid leave for the birth of a child and to care for the newborn.
FMLA and Maternity Leave in Alabama
- Eligibility: Employees must have worked for their employer for at least 12 months and logged at least 1,250 hours during the 12 months preceding the leave.
- Duration: Up to 12 weeks of unpaid, job-protected leave.
- Job Protection: The employee is entitled to return to the same or an equivalent position after the leave.
- Health Insurance: During FMLA leave, the employer must maintain the employee’s health insurance coverage under the same terms as if the employee were working.
Paternity Leave
Similar to maternity leave, Alabama does not have a state law mandating paternity leave. However, under the FMLA, eligible employees (including fathers) are entitled to take unpaid, job-protected leave for the birth of their child or to care for their newborn.
Key Points:
- No State Mandate: There is no state-mandated paternity leave in Alabama.
- FMLA Coverage: Fathers can use FMLA leave for paternity purposes.
FMLA and Paternity Leave in Alabama
- Eligibility: The same eligibility requirements apply for paternity leave under the FMLA as for maternity leave.
- Duration: Up to 12 weeks of unpaid leave.
- Job Protection: Employees are entitled to return to their job or an equivalent position after their leave ends.
- Flexibility: FMLA leave can be taken intermittently or on a reduced schedule with employer approval.
Family and Medical Leave
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees in Alabama with the right to take unpaid, job-protected leave for specific family and medical reasons, including maternity and paternity leave.
Key Features of FMLA:
- Eligibility Criteria: Employees must have worked for their employer for at least 12 months and logged at least 1,250 hours in the past 12 months. The employer must have at least 50 employees within a 75-mile radius.
- Leave Duration: Up to 12 weeks of unpaid leave in a 12-month period.
- Covered Reasons:
- The birth and care of a newborn child.
- The placement of a child for adoption or foster care.
- To care for an immediate family member (spouse, child, or parent) with a serious health condition.
- For the employee’s own serious health condition that makes them unable to perform the essential functions of their job.
- Job Protection: Employees are entitled to return to the same or an equivalent position after their leave ends.
- Health Insurance Continuation: Employers must maintain group health insurance coverage under the same terms as if the employee continued working.
Bereavement Leave in Alabama
As of 2025, Alabama does not have a state law that mandates bereavement leave for employees. Bereavement leave refers to the time off that an employee may take following the death of a close family member. Since there is no state requirement, whether or not an employer provides bereavement leave, paid or unpaid, is typically determined by the employer’s policies or individual employment contracts.
Key Points:
- No State Mandate: Alabama does not require employers to provide bereavement leave, either paid or unpaid.
- Employer Discretion: Employers in Alabama have the flexibility to create their own policies regarding bereavement leave. These policies may vary widely between different employers and industries.
- Common Practices:
- Some employers offer a set number of days (typically 3 to 5) of paid bereavement leave for the death of an immediate family member, such as a spouse, child, parent, or sibling.
- Other employers may provide unpaid leave or allow employees to use accrued paid time off (PTO) or vacation days for bereavement purposes.
- Policies might also differ depending on the relationship to the deceased, with different amounts of leave granted for immediate family members versus extended family or close friends.
Jury Duty Leave in Alabama
Jury Duty Leave in 2025 is an important provision that ensures employees can fulfill their civic duties without fear of losing their jobs. Under Alabama law, employers are required to grant leave to employees who are summoned for jury duty, allowing them to participate in the legal process. This leave is generally unpaid, but employees are protected from being terminated or facing any form of retaliation due to their absence for jury service. Employers may not require employees to use their vacation or other paid leave for this purpose. By mandating Jury Duty Leave, Alabama upholds the principle that serving on a jury is a critical civic responsibility that should be accessible to all eligible citizens without jeopardizing their employment.
Military Leave in Alabama
Federal Law
Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), federal law ensures that employees who are members of the military reserves, National Guard, or other uniformed services are entitled to take leave for military duties. USERRA mandates that employers must provide job protection, maintain benefits, and reinstate employees to their previous positions or equivalent roles upon their return from service. Additionally, USERRA prohibits discrimination against employees based on their military service.
state law
Alabama state law complements federal protections by ensuring that members of the Alabama National Guard and other state military forces are granted leave from their civilian employment to perform military duties. State law typically aligns with USERRA but may provide additional protections or extend coverage to certain state-specific military duties. Alabama law also mandates that state employees receive up to 168 hours (21 days) of paid military leave per calendar year when engaged in military training or duty.
Federal vs. State Law
While both federal and state laws provide robust protections for military service members, they differ in certain aspects. USERRA applies broadly to all employers, both public and private, and covers all types of military service. On the other hand, Alabama’s state law specifically benefits public employees, offering them paid leave for military duties, which is not mandated by federal law. In cases where both federal and state laws apply, the law that provides the greater benefit to the employee takes precedence. For instance, a public employee in Alabama might be entitled to paid leave under state law, whereas a private sector employee would rely primarily on the unpaid leave protections offered by USERRA.
Payout
under Alabama state law, public employees who are on military leave for training or active duty are entitled to their regular pay for up to 168 hours annually. This paid leave ensures that employees do not suffer financially while fulfilling their military obligations. In contrast, federal law under USERRA does not require employers to pay employees during their military leave, but it does ensure that employees can return to their jobs with their seniority, status, and pay intact. Thus, in Alabama, public employees benefit from paid military leave, while private employees are more likely to have unpaid leave, with their job security protected under federal law.
Voting Leave In Alabama
Voting Leave in 2025 is designed to ensure that employees have the opportunity to participate in the democratic process without sacrificing their employment. Alabama law provides that employees who do not have three consecutive hours of non-working time while the polls are open may be entitled to up to one hour of paid leave to vote. This time off must be requested in advance, and the employer has the discretion to specify the time during which the employee may leave to vote. This provision is crucial in promoting voter participation and ensuring that all eligible citizens can exercise their right to vote, regardless of their work schedule. However, this leave is typically not granted if the employee has sufficient time outside of working hours to vote.
Payout
Voting leave is unpaid in Alabama.
Alabama State Holidays in 2025
Alabama will observe a variety of state holidays, providing residents with opportunities to celebrate significant historical events, cultural traditions, and national observances.
Holiday
New Year’s Day
Robert E. Lee/Martin Luther King Jr. Birthday
George Washington/Thomas Jefferson Birthday
Confederate Memorial Day
Memorial Day
Jefferson Davis’ Birthday
Independence Day
Labor Day
Columbus /Fraternal /American Indian Heritage Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, April 28
Monday, May 26
Monday, June 2
Friday, July 4
Monday, September 1
Monday, October 13
Tuesday, November 11
Thursday, November 27
Thursday, December 25