The Family and Medical Leave Act (FMLA) is a law that provides certain employees with job-protected leave for specified family and medical reasons. Originally enacted in 1993, it guarantees up to 12 weeks of unpaid leave annually for qualified individuals. FMLA applies to any business with 50 or more employees, and provides employees with job continuity and health insurance coverage during their leave.
Who Qualifies For FMLA Leave?
In order to be eligible for FMLA leave, an employee must have worked for the same employer for at least 12 months and have logged 1,250 hours of work during the prior year. Military families are also covered, with allowances for deployments and other service commitments.
What Reasons Qualify for FMLA Leave?
The FMLA allows workers to take time off for their own serious medical condition, care for a family member with a serious medical condition, or care for a new child, including newborns, adopted or foster children.
What Are an Employer’s Responsibilities Under FMLA?
Employers have a number of responsibilities when it comes to FMLA leave. For example, employers must provide notice to employees of their rights under the act, post a notice of rights in the workplace, and provide an eligibility notice to employees who request FMLA leave. Employers must also continue group health insurance coverage for the employee during their leave, and must return the employee to their original or equivalent job upon their return.
Final Thoughts on FMLA
Overall, the Family and Medical Leave Act is an important law that ensures employees have the right to take time off to deal with their own or a family member’s serious medical issues without fear of discrimination or getting fired. It is one of the most cherished protections for workers, and employers must be aware and compliant with all of their obligations under the act.