Although Alabama does not have a comprehensive state statute prohibiting workplace discrimination, employees still have powerful rights under Alabama tort law. These state-law claims often provide additional damages, strengthen federal employment cases, and hold employers accountable when their conduct crosses the line into harassment, emotional abuse, or physical misconduct.

Beckum Law represents employees throughout Birmingham, Huntsville, Montgomery, Mobile, Tuscaloosa, and statewide who have experienced severe misconduct in the workplace. With more than 20 years of experience representing Alabama workers, attorney William “Will” Beckum uses state-law claims strategically to maximize compensation and pursue justice for employees harmed by unlawful behavior.

Why Alabama Tort Claims Matter in Employment Cases

Federal statutes like Title VII, the ADA, and the ADEA do not cover all workplace wrongdoing. Alabama tort law fills the gaps by allowing lawsuits for:

  • Harassment involving physical contact or extreme emotional abuse
  • Invasion of privacy
  • Assault and battery
  • Intentional infliction of emotional distress (the tort of outrage)
  • Defamation
  • Negligent or wanton hiring, training, or supervision
  • Interference with employment relationships

These claims often increase the available damages well beyond what federal statutes provide.

Invasion of Privacy

Invasion of privacy is one of the most common Alabama tort claims arising from workplace harassment or discrimination. This claim applies when an employer or supervisor intrudes into an employee’s private affairs in a way that would outrage or offend a reasonable person.

Examples include:

  • Unwelcome sexual comments or advances
  • Inappropriate touching
  • Intrusive personal questioning
  • Public disclosure of private information
  • Conduct that humiliates or embarrasses the employee

In sexual harassment cases, invasion of privacy is often a strong additional claim.

Assault and Battery

Assault and battery claims apply when:

  • A supervisor or coworker touches an employee without consent
  • An employee is groped, grabbed, or held
  • A worker is threatened with physical violence
  • A person is cornered or physically intimidated

Battery includes any unwanted physical contact. Assault includes credible threats or attempts to cause such contact. These claims frequently support punitive damages.

Intentional Infliction of Emotional Distress (Outrage)

Alabama recognizes the tort of outrage in extreme cases. While the standard is high, it applies when conduct is:

  • So extreme and outrageous that it exceeds all bounds of decency
  • Intentionally or recklessly harmful
  • Likely to cause severe emotional distress

Examples may include:

  • Severe, prolonged sexual harassment
  • Workplace harassment targeting a known vulnerability
  • Threats, humiliation, or coercion
  • Patterns of abusive conduct ignored by management

Negligent or Wanton Hiring, Training, or Supervision

Employers may be liable when they:

  • Hire employees with known dangerous tendencies
  • Ignore complaints about harassment or misconduct
  • Fail to discipline supervisors who repeatedly violate policies
  • Allow known offenders to continue working with vulnerable employees
  • Neglect proper oversight or training

This claim is especially strong when HR knew about prior misconduct but failed to take appropriate action.

Defamation

Defamation occurs when an employer or coworker makes false statements that harm the employee’s reputation. Examples include:

  • False accusations during internal investigations
  • Lies about performance or misconduct
  • Harmful statements made to potential future employers
  • Written or verbal statements that damage credibility or reputation

Defamation can occur even when the employer believes it is acting internally.

Interference With Business or Employment Relations

This claim applies when someone intentionally interferes with an employee’s ability to perform their job or maintain employment. Examples include:

  • Sabotaging performance
  • Destroying professional relationships
  • Manipulating situations to cause discipline or termination
  • Acting out of personal malice rather than legitimate business interest

These claims may significantly increase case value.

How Beckum Law Builds Strong Alabama Tort Cases

We thoroughly examine:

  • Witness statements and internal complaints
  • Emails, texts, and communication logs
  • Employer policies and responses to prior misconduct
  • Performance evaluations and personnel files
  • Patterns of behavior involving supervisors or departments
  • HR reports and failure to follow procedures

Tort claims often rely on proving employer negligence, reckless disregard, or intentional misconduct.

Damages Available in Alabama State-Law Employment Claims

Employees may recover:

  • Emotional distress damages
  • Mental anguish damages
  • Punitive damages for intentional or reckless misconduct
  • Damages for physical touching or injury
  • Compensation for reputational harm
  • Lost wages in cases involving termination
  • Attorney’s fees in some related federal claims

Punitive damages may be substantial when the conduct is egregious.

How to Protect Your Case Now

If you believe you may have an Alabama tort claim:

  1. Document offensive incidents with dates and witnesses.
  2. Save texts, emails, and internal messages.
  3. Keep copies of HR complaints and employer responses.
  4. Maintain a timeline of events and retaliation.
  5. Avoid quitting before consulting an attorney.
  6. Contact Beckum Law early—timing is crucial for preserving evidence.

Speak With an Alabama State-Law Employment Claims Attorney

If you have experienced harassment, physical misconduct, emotional abuse, or extreme behavior in your workplace, you may have powerful state-law claims in addition to any federal case. Beckum Law can evaluate your situation and pursue every available remedy.

Call (205) 588-0699 or submit a confidential online inquiry today.

Alabama State-Law Employment Claims

Although Alabama does not have a comprehensive state statute prohibiting workplace discrimination, employees still have powerful rights under Alabama tort law. These state-law claims often provide additional damages, strengthen federal employment cases, and hold employers accountable when their conduct crosses the line into harassment, emotional abuse, or physical misconduct.

Beckum Law represents employees throughout Birmingham, Huntsville, Montgomery, Mobile, Tuscaloosa, and statewide who have experienced severe misconduct in the workplace. With more than 20 years of experience representing Alabama workers, attorney William “Will” Beckum uses state-law claims strategically to maximize compensation and pursue justice for employees harmed by unlawful behavior.

Why Alabama Tort Claims Matter in Employment Cases

Federal statutes like Title VII, the ADA, and the ADEA do not cover all workplace wrongdoing. Alabama tort law fills the gaps by allowing lawsuits for:

  • Harassment involving physical contact or extreme emotional abuse
  • Invasion of privacy
  • Assault and battery
  • Intentional infliction of emotional distress (the tort of outrage)
  • Defamation
  • Negligent or wanton hiring, training, or supervision
  • Interference with employment relationships

These claims often increase the available damages well beyond what federal statutes provide.

Invasion of Privacy

Invasion of privacy is one of the most common Alabama tort claims arising from workplace harassment or discrimination. This claim applies when an employer or supervisor intrudes into an employee’s private affairs in a way that would outrage or offend a reasonable person.

Examples include:

  • Unwelcome sexual comments or advances
  • Inappropriate touching
  • Intrusive personal questioning
  • Public disclosure of private information
  • Conduct that humiliates or embarrasses the employee

In sexual harassment cases, invasion of privacy is often a strong additional claim.

Assault and Battery

Assault and battery claims apply when:

  • A supervisor or coworker touches an employee without consent
  • An employee is groped, grabbed, or held
  • A worker is threatened with physical violence
  • A person is cornered or physically intimidated

Battery includes any unwanted physical contact. Assault includes credible threats or attempts to cause such contact. These claims frequently support punitive damages.

Intentional Infliction of Emotional Distress (Outrage)

Alabama recognizes the tort of outrage in extreme cases. While the standard is high, it applies when conduct is:

  • So extreme and outrageous that it exceeds all bounds of decency
  • Intentionally or recklessly harmful
  • Likely to cause severe emotional distress

Examples may include:

  • Severe, prolonged sexual harassment
  • Workplace harassment targeting a known vulnerability
  • Threats, humiliation, or coercion
  • Patterns of abusive conduct ignored by management

Negligent or Wanton Hiring, Training, or Supervision

Employers may be liable when they:

  • Hire employees with known dangerous tendencies
  • Ignore complaints about harassment or misconduct
  • Fail to discipline supervisors who repeatedly violate policies
  • Allow known offenders to continue working with vulnerable employees
  • Neglect proper oversight or training

This claim is especially strong when HR knew about prior misconduct but failed to take appropriate action.

Defamation

Defamation occurs when an employer or coworker makes false statements that harm the employee’s reputation. Examples include:

  • False accusations during internal investigations
  • Lies about performance or misconduct
  • Harmful statements made to potential future employers
  • Written or verbal statements that damage credibility or reputation

Defamation can occur even when the employer believes it is acting internally.

Interference With Business or Employment Relations

This claim applies when someone intentionally interferes with an employee’s ability to perform their job or maintain employment. Examples include:

  • Sabotaging performance
  • Destroying professional relationships
  • Manipulating situations to cause discipline or termination
  • Acting out of personal malice rather than legitimate business interest

These claims may significantly increase case value.

How Beckum Law Builds Strong Alabama Tort Cases

We thoroughly examine:

  • Witness statements and internal complaints
  • Emails, texts, and communication logs
  • Employer policies and responses to prior misconduct
  • Performance evaluations and personnel files
  • Patterns of behavior involving supervisors or departments
  • HR reports and failure to follow procedures

Tort claims often rely on proving employer negligence, reckless disregard, or intentional misconduct.

Damages Available in Alabama State-Law Employment Claims

Employees may recover:

  • Emotional distress damages
  • Mental anguish damages
  • Punitive damages for intentional or reckless misconduct
  • Damages for physical touching or injury
  • Compensation for reputational harm
  • Lost wages in cases involving termination
  • Attorney’s fees in some related federal claims

Punitive damages may be substantial when the conduct is egregious.

How to Protect Your Case Now

If you believe you may have an Alabama tort claim:

  1. Document offensive incidents with dates and witnesses.
  2. Save texts, emails, and internal messages.
  3. Keep copies of HR complaints and employer responses.
  4. Maintain a timeline of events and retaliation.
  5. Avoid quitting before consulting an attorney.
  6. Contact Beckum Law early—timing is crucial for preserving evidence.

Speak With an Alabama State-Law Employment Claims Attorney

If you have experienced harassment, physical misconduct, emotional abuse, or extreme behavior in your workplace, you may have powerful state-law claims in addition to any federal case. Beckum Law can evaluate your situation and pursue every available remedy.

Call (205) 588-0699 or submit a confidential online inquiry today.