Can a broken bone qualify for FMLA leave?

Temporary conditions, such as a broken bone that heals fully, would qualify for FMLA leave but not as a disability under the ADA. (See our article on the ADA and temporary conditions.)

When does an employer know of an FMLA request?

An employer may learn of a request for FMLA leave when the employee submits a request or when the employer acquires knowledge that an employee needs leave that may be for an FMLA-qualifying reason.

Can you still use FMLA after 12 weeks?

Employees can still request actual leave time as FMLA leave. Additionally, after an employee has exhausted all 12 weeks of FMLA leave, employees must still be aware of ADA laws. The American with Disabilities Act (ADA) applies in nearly every circumstance in which an employee would use FMLA for a serious health condition of their own.

Are there any medical conditions not covered by FMLA?

Dialysis or cancer treatment would likely fit the second. Conditions That Are Not Covered Under FMLA The FMLA doesn’t definitively state that particular illness or diseases are always, or never, serious health condition. Instead, the facts of each situation must be considered on their own.

Temporary conditions, such as a broken bone that heals fully, would qualify for FMLA leave but not as a disability under the ADA. (See our article on the ADA and temporary conditions.)

When does an employer need to certify FMLA?

When an employee requests FMLA leave due to his or her own serious health condition or a covered family member’s serious health condition, the employer may require certification in support of the leave from a health care provider.

When is a medical condition covered by FMLA?

with continuing treatment is covered by FMLA as a serious health condition. If someone misses work for an illness or injury for more than three days (even if not consecutively), they are eligible for FMLA leave.

How to approve or deny a request for FMLA leave?

After an employee returns the medical certification form, an employer has five business days to approve or deny FMLA leave. If the employee has not returned medical certification within 15 calendar days as stated on the Notice of Eligibility and Rights & Responsibilities (WH-381),