Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave for specific family and medical reasons. To qualify for FMLA leave, employees must meet certain criteria and have a qualifying reason for taking the leave. The qualifying reasons for taking FMLA leave include
Serious Health Condition
Employees can take FMLA leave to deal with their own serious health condition that makes them unable to perform their job duties. This includes illnesses, injuries, or impairments that require inpatient care, continuing treatment by a healthcare provider, or chronic conditions that cause periodic absences.
Family Member’s Serious Health Condition
FMLA leave can be taken to care for a spouse, child, or parent with a serious health condition. This includes situations where the family member requires inpatient care, continuing treatment, or chronic conditions that require periodic care.
Birth and Care of a Newborn
FMLA leave can be taken for the birth of a child, to bond with the newborn, and to care for the child’s medical needs.
Adoption or Foster Care Placement
Employees can take FMLA leave to bond with a newly adopted or foster care-placed child within one year of the placement.
Military Family Leave
FMLA provides two types of military family leave. The first is called “qualifying exigency leave,” which allows eligible employees to take leave for certain reasons related to a spouse, child, or parent being on active duty or called to active duty in the National Guard or Reserves. The second type is called “military caregiver leave,” which allows eligible employees to care for a covered service member with a serious injury or illness.
It is important to note that not all employers are covered by FMLA, and employees must meet specific eligibility requirements to be eligible for FMLA leave. Additionally, employees are required to provide notice and documentation to their employers to support their need for FMLA leave.