you can take intermittent FMLA (Family and Medical Leave Act) leave under certain circumstances. The FMLA allows eligible employees to take up to 12 weeks of unpaid leave in a 12-month period for specific reasons, such as a serious health condition, the birth or adoption of a child, or to care for a family member with a serious health condition.
Intermittent FMLA leave refers to taking leave in separate blocks of time rather than all at once. This can be beneficial if you have a condition that requires periodic medical treatment or if you need to care for a family member intermittently.
To take intermittent FMLA leave, you must meet the eligibility criteria set by the FMLA. This includes working for a covered employer, having worked for the employer for at least 12 months, and having worked at least 1,250 hours in the previous 12 months. If you meet these requirements, you can request intermittent FMLA leave by notifying your employer in advance, as much as possible, of the need for leave.
Your employer may require you to provide medical certification from a healthcare provider to support your need for intermittent FMLA leave. This certification should include information about the nature of your condition, the expected duration of the intermittent leave, and the frequency and duration of the leave needed.
Once approved, you can take intermittent FMLA leave in increments as small as one hour, depending on your needs and the nature of your condition. Your employer may require you to use any available paid leave (such as sick or vacation time) concurrently with your intermittent FMLA leave.
It’s important to note that intermittent FMLA leave should be used for legitimate reasons and in accordance with your healthcare provider’s recommendations. Misuse or abuse of intermittent FMLA leave can result in disciplinary action by your employer.