Family and Medical Leave Act (FMLA): What You Need to Know

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with job-protected leave for specific family and medical reasons. If you’re dealing with a serious health condition, welcoming a new child, or caring for a family member in need, FMLA can help you take the necessary time off without losing your job.

However, it’s essential to understand how FMLA works and what to expect from this leave, as it doesn’t automatically provide paid time off. While FMLA ensures your job remains secure and your health insurance continues, it’s important to plan for the possibility of unpaid leave and explore other benefits or state programs that might offer financial support during your time away.

We’re here to tell you how FMLA works, who qualifies, and the steps to take if you need to use this important program. We’ll also cover key details like the duration of leave, how to apply, and what to do if your request is denied, so you can navigate the process with confidence.

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What is the Family & Medical Leave Act (FMLA)?

The Family & Medical Leave Act (FMLA) is a federal law that ensures employees can take time off work for certain family or medical reasons without fear of losing their job. Whether you’re dealing with a serious health issue, welcoming a new child, or taking care of a sick family member, FMLA makes sure your position will be waiting for you when you return.

But it’s important to note that FMLA leave is unpaid. So, while you won’t lose your job, you won’t receive a paycheck unless you have other leave benefits — like vacation or sick days — to use during that time.

What kind of benefits does the FMLA offer?

FMLA provides up to 12 weeks of unpaid leave per year. During these 12 weeks, your job is protected, meaning your employer can’t replace you or fire you for taking the time off. Your health insurance coverage also continues under the same terms, so you won’t lose access to important benefits while you’re away.

You can use FMLA leave for various reasons, including:

The birth or adoption of a child (or being placed with a child in foster care)
Caring for a seriously ill family member (spouse, child, or parent)
Dealing with your own serious health condition that makes it difficult or impossible to work
Military family leave, which allows time off when a family member is on active duty or is called up for duty

There are some extended leave options under FMLA as well. For example, if you’re caring for a covered service member with a serious injury or illness, you could qualify for up to 26 weeks (6 months) of leave in a 12-month period.

Who is eligible for Family & Medical Leave Act benefits?

To qualify for FMLA leave, you need to meet a few requirements:

You must have worked for your employer for at least 12 months (though these months don’t need to be consecutive).
You need to have logged at least 1,250 hours in the past year, which averages about 24 hours a week.
Your employer must have at least 50 employees working within a 75-mile radius of your worksite.

Important: Smaller companies with fewer than 50 employees are NOT required to follow FMLA rules, so if you work for a small business, it’s worth checking what other leave options might be available to you, if any.

Does the FMLA pay for time off?

Unfortunately, FMLA does not provide paid leave. It only guarantees that your job will be there when you return. However, you might be able to use accrued vacation days, sick days, and/or paid time off (PTO) during your FMLA leave to keep getting a paycheck while you’re away. Some employers may even require you to use up your paid leave before the unpaid FMLA time kicks in.

In addition, several states offer paid family and medical leave programs that work alongside FMLA. These programs provide financial support for workers taking time off to care for themselves or a family member. Those states include:

1. California

Duration: Up to 8 weeks of paid leave.
Pay: 60-70% of wages, depending on income.
Uses: Care for a new child, a seriously ill family member, or your own medical condition.
Who gets it: Any employee who has earned at least $300 in wages subject to State Disability Insurance (SDI) deductions in the past 5 to 18 months.

2. New York

Duration: Up to 12 weeks of paid leave.
Pay: 67% of average weekly wages.
Uses: Bond with a new child, care for a family member, or military family leave.
Who gets it: Employees who have worked for 26 consecutive weeks (full-time) or 175 days (part-time) for a covered employer.

3. New Jersey

Duration: Up to 12 weeks of paid leave.
Pay: 85% of average weekly wages, capped at a maximum benefit.
Uses: Bond with a new child or care for a seriously ill family member.
Who gets it: Workers who have earned at least $260 per week for 20 weeks or have earned at least $13,000 in the prior year.

4. Washington

Duration: Up to 12 weeks (or up to 18 weeks if combined with medical leave).
Pay: Up to 90% of weekly wages, capped at a maximum weekly benefit.
Uses: Medical and family care, including bonding with a new child.
Who gets it: Employees who have worked at least 820 hours in the past year for any employer in Washington state.

5. Massachusetts

Duration: Up to 12 weeks of family leave and 20 weeks of medical leave.
Pay: 80% of wages for lower earners, with a reduced percentage for higher earners.
Uses: Medical and family-related leave, including childbirth and adoption.
Who gets it: All private sector employees (and certain public employees) who meet earnings requirements of at least $5,700 in the past year and 30 times their weekly benefit amount.

6. Connecticut

Duration: Up to 12 weeks of paid leave.
Pay: 95% of weekly wages, up to a capped amount.
Uses: Family and medical leave, including caring for a new child.
Who gets it: Employees who have earned at least $2,325 in a base period (the first four of the last five quarters) and work for a covered employer.

7. Oregon

Duration: Up to 12 weeks of paid leave.
Pay: 100% for lower-wage earners, with a sliding scale for higher earners.
Uses: Bonding with a new child, medical care, or family care.
Who gets it: Employees who earned at least $1,000 in wages in the prior year and work for a covered employer.

8. Rhode Island

Duration: Up to 5 weeks of paid family leave.
Pay: 60% of wages, with a maximum weekly benefit.
Uses: Bonding with a child or caring for a seriously ill family member.
Who gets it: Workers who have paid into the state’s Temporary Disability Insurance (TDI) and earned at least $14,700 in the base period.

9. Colorado

Duration: Up to 12 weeks of paid leave.
Pay: 90% of weekly wages for low earners, with a sliding scale for higher wages.
Uses: Medical and family care, including bonding with a new child or caring for an ill family member.
Who gets it: Employees who have earned at least $2,500 from employment in Colorado over the prior year and work for a covered employer.

Is FMLA the same as maternity leave or parental leave?

Maternity leave (or, more inclusively, parental leave) often get mixed up with FMLA, but they aren’t exactly the same thing. FMLA covers a wide range of family and medical situations, while maternity leave specifically refers to time off for the birth and care of a newborn. Parental leave could apply to either parent after the birth or adoption of a child.

While you can absolutely use FMLA for maternity or parental leave, it’s important to remember that FMLA is unpaid, while some employers may offer paid maternity or parental leave as part of their benefits package. Always check with your HR department to understand your options.

Does FMLA cover a death in the family?

No, the Family and Medical Leave Act (FMLA) does not cover bereavement leave specifically for a death in the family. Some employers may offer separate bereavement leave policies that allow time off for grieving or attending a funeral, but these are not required by federal law. Always check with your employer to see if they offer specific bereavement leave options.

For how long do you receive FMLA benefits?

You can take up to 12 weeks of FMLA leave within a 12-month period. Employers may calculate this period either by calendar year or a rolling 12-month window from your leave start date, so check with HR for specifics.

If you’re caring for a service member with a serious injury or illness, you may qualify for up to 26 weeks of leave during a single 12-month period under the FMLA’s military caregiver leave provision.

Intermittent FMLA allows you to break up your leave into smaller segments, whether it’s a few hours or days spread out over time. This is ideal for ongoing treatments, doctor’s visits, or chronic conditions that don’t require continuous leave. You’ll still need to provide medical certification, and your employer may require you to schedule leave in a way that minimizes disruptions to the workplace.

How do you apply for time off through FMLA?

To apply for FMLA leave, you’ll need to notify your employer as soon as possible. Ideally, give at least 30 days’ notice for planned leave (like childbirth or surgery). In emergencies, notify your employer as soon as you can.

Your employer will likely require you to fill out forms, including medical certification of your or your family member’s condition. Make sure to provide all required documents to avoid delays or denials.

Here’s the information you’ll need to qualify:

Reason for leave: Explain whether it’s for a serious health condition, family care, or childbirth.
Duration: Estimate how long you’ll be on leave.
Medical certification: A form from a healthcare provider confirming the condition.
Proof of family relationship: If caring for a family member.
Notice: For planned leave, give at least 30 days’ notice.

Always keep copies of everything and confirm with HR that your request is processed correctly.

What do you do if you’re rejected for FMLA?

If your FMLA request is denied, the first thing to do is ask your employer for a detailed explanation. The most common reasons for a denial include ineligibility (for example, not meeting the requirement for number of hours worked) or not providing sufficient documentation.

If you feel your request was unfairly denied, you can file a complaint with the U.S. Department of Labor’s Wage and Hour Division. This agency enforces FMLA regulations and can help resolve disputes between employees and employers. You can also seek legal advice if you believe your employer is violating FMLA laws.

Is FMLA taxable, and does it affect other benefits?

Since FMLA leave is unpaid, it’s not taxable. However, if you’re receiving paid leave through a state program or employer policy while on FMLA, that income might be taxable, just like your regular paycheck.

As for other benefits, FMLA ensures that your health insurance remains in place, but it doesn’t impact other benefits like retirement plans or Social Security. Your retirement contributions might pause if you’re not receiving a paycheck, but your eligibility for benefits remains unaffected.

What other benefits are available that are similar to FMLA?

Several programs offer similar benefits to FMLA, though with different structures:

State Paid Family and Medical Leave (PFML): Some states offer paid leave programs that provide financial support while you’re on leave for family or medical reasons. (See above section on states that offer this.)
Short-term disability insurance: If you need time off due to your own serious illness or injury, this insurance can help replace a portion of your income.
Employer-provided leave: Many companies offer their own leave policies, which may provide more generous paid or unpaid leave than what FMLA guarantees.

These programs can be helpful if you need extended time off or want to maintain income during your leave. Always check both your state laws and employer policies to see what additional support is available.