| Update Applicable to: | Effective date |
| All covered employers | June 1, 2024 |
What happened?
On May 17, 2024, the Alabama Legislature passed SB 53, which eliminates the work form for child labor.
What are the details?
Key Bites
- Some verbiage is change
- Verbiage and the requisite for minors under 16 to have a work form is eliminated.
- An obligation to parents and guardians is added: If a minor aged 14 or 15 is employed, their parent or guardian must inform the school or homeschool instructor about the employer’s contact details.
Business Considerations
- Employers should update their policies, practices, and procedures to remove the work form requirement from their recordkeeping and hiring and onboarding processes.
- It is recommended that employers keep a copy of the notification that parents or guardians must provide, in the manner required by the law, to the head administrator, counselor, or instructor.
Source References
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Alabama PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
