Introduction

Family and Medical Leave Act (FMLA) is a federal law that provides job-protected leave to eligible employees. This law allows employees to take time off work for reasons related to family and medical issues without fear of losing their job or being demoted. The question on many people’s minds is whether FMLA is still per calendar year in 2024. In this article, we will explore the answer to this question and provide more information on FMLA.

What is FMLA?

FMLA is a federal law that requires covered employers to provide eligible employees with up to 12 weeks of unpaid leave per year for qualifying family and medical reasons. These reasons include the birth or adoption of a child, caring for a family member with a serious health condition, or if the employee has a serious health condition themselves.

Is FMLA Still Per Calendar Year in 2024?

Yes, FMLA is still per calendar year in 2024. This means that eligible employees are entitled to up to 12 weeks of leave per year, starting from January 1st and ending on December 31st. Employers are required to provide employees with the full 12 weeks of leave if they meet the eligibility requirements.

Who is Eligible for FMLA?

To be eligible for FMLA, an employee must meet the following criteria:

• Work for a covered employer, which includes private employers with 50 or more employees and all public agencies
• Have worked for the employer for at least 12 months
• Have worked at least 1,250 hours during the 12 months before the start of leave

What are the Benefits of FMLA?

There are several benefits to FMLA, including:

• Job protection: Eligible employees are entitled to return to their same or an equivalent position after taking leave
• Continued health insurance coverage: Employers are required to maintain an employee’s health insurance coverage while they are on leave
• Leave for qualifying reasons: Employees can take leave for qualifying family and medical reasons without fear of losing their job or being demoted

What are the Limitations of FMLA?

While FMLA provides many benefits to eligible employees, there are some limitations to the law, including:

• Unpaid leave: FMLA only provides unpaid leave, meaning employees are not paid while they are on leave
• Employer size: FMLA only applies to employers with 50 or more employees
• Eligibility requirements: Employees must meet specific eligibility requirements to be entitled to FMLA leave

Question and Answer

Q: Can I take FMLA leave intermittently?

A: Yes, eligible employees can take FMLA leave intermittently, meaning they can take leave in blocks of time or on a reduced schedule. However, employers can require employees to take leave in certain increments or to provide medical certification for the need for intermittent leave.

Q: Can my employer require me to use my paid leave during FMLA?

A: Yes, employers can require employees to use their paid leave during FMLA. This means that employees may be required to use their accrued vacation, sick, or personal time while on FMLA leave.

Q: Can my employer deny my FMLA leave?

A: Employers can only deny FMLA leave if the employee does not meet the eligibility requirements or if the requested leave does not qualify under FMLA. Employers must provide employees with a notice of their eligibility status within five business days of the request for leave.

Conclusion

FMLA is still per calendar year in 2024, meaning eligible employees are entitled to up to 12 weeks of unpaid leave for qualifying family and medical reasons. While FMLA provides many benefits to eligible employees, there are some limitations to the law. If you believe you may be eligible for FMLA leave, it is essential to speak with your employer or a legal professional to understand your rights and obligations.