The federal Family and Medical Leave Act (FMLA) may be the legal option for those seeking job-protected leave. This legislation grants workers a maximum of 12 weeks of unpaid time off during a one-year period for family or health-related reasons.
Understanding when this coverage begins can be crucial.
Eligibility criteria for FMLA leave
First, it is essential to know if you qualify for FMLA coverage. For the federal FMLA, eligibility criteria often require that you have:
- Worked for your employer for at least 12 months
- Logged at least 1,250 hours of work in the 12 months before taking leave
- To be employed at a workplace with a minimum of 50 staff within a 75-mile radius
Washington D.C. and many states have their own FMLA laws that cover smaller employers, and may have shorter time at work eligibility requirements. FMLA coverage starts as soon as you meet these eligibility requirements. However, it is important to note that you need to notify your employer about your need for leave.
For foreseeable leave, you should give at least 30 days’ notice. For unforeseeable leave, notify your employer as soon as possible.
This leave is available to eligible employees for certain situations, such as welcoming a new child through birth or adoption, supporting a family member with a serious illness or managing your own serious health issue.
Seeking legal help when necessary
Knowing when FMLA coverage starts means you can take the first step towards taking care of yourself and your loved ones. Remember to review your eligibility and start the process of requesting FMLA benefits as soon as possible.
When litigation may be necessary, an experienced attorney can fight for your rights to ensure your employer treats you fairly. This way, you can focus on your health and well-being – the things that matter most.
