- Family and Medical Leave, Generally
- Wisconsin Family and Medical Leave Act (WFMLA)
- Employer Coverage
- Employee Eligibility
- Purpose and Length of Leave
- Reduced Schedule and Intermittent Leave
- Notice and Certification
- Compensation and Benefits During Leave
- Employer Posting Requirements
- Prohibited Acts
- Pregnancy Leave
- Future Developments
- Additional Resources
The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Author: Sofija Anderson, Littler Mendelson, P.C.
- In addition to the federal laws, Wisconsin employers may also be subject to the Wisconsin Family and Medical Leave Act (WFMLA) and the Wisconsin Fair Employment Act (WFEA). See Family and Medical Leave, Generally.
- For leave under the WFMLA, a covered employer includes employers with at least 50 individuals employed on a permanent. See Employer Coverage.
- WFMLA requires that a covered employer provide an eligible employee with an unpaid leave for the birth or adoption of a child, the serious health condition of the employee's child, spouse, domestic partner or parent, or the employee's own serious health condition. See Purpose and Length of Leave.
- Employees who intend to take planned family or medical leave must give the employer advance notice in a "reasonable and practicable manner." See Notice and Certification.
- Covered employers must post a notice, in a form approved by the Department of Workforce Development setting forth the employee's rights under the WFMLA. See Posting Requirements.