AL HB295

Prohibits employers from paying employees of one sex less than employees of the opposite sex for substantially similar work based on skill, effort, responsibility, and working conditions.

Allows employers to justify wage differentials by demonstrating the difference is based on seniority systems, merit systems, production-based pay, or bona fide factors other than sex (such as education, training, or experience).

Requires employers to prove each factor is applied reasonably and that all factors combined account for the entire wage differential; employees may challenge claimed business necessity by showing alternative practices exist.

Prohibits employers from retaliating against, discharging, or discriminating against employees who enforce these provisions or discuss wages with coworkers.

Establishes enforcement through the Alabama Department of Labor and allows affected employees to recover lost wages, interest, liquidated damages, and reinstatement; requires employers to maintain wage records for three years.