How to Handle a Request for FMLA Leave
Page Contents
- Step 1: Confirm the Employee Has Met FMLA Notice Obligations
- Step 2: Meet with the Employee Requesting Leave and Provide Eligibility Notice to the Employee
- Step 3: Provide the Employee with Rights and Responsibilities Notice
- Step 4: Provide the Employee with Documentation Necessary to Verify and Administer the Request for FMLA Leave
- Step 5: Conditionally Grant FMLA Leave, If Appropriate, and Provide Notice of Employer's Right to Delay or Deny Leave
- Step 6: Obtain further Certification or Verification, If Necessary
- Step 7: Provide the Employee with a Designation Notice
- Additional Resources
Author: Meryl Gutterman, Nukk-Freeman & Cerra, PC
When an employee requests leave for health, medical, parenting, or military reasons, the employer must determine whether the leave qualifies for FMLA leave. If the time off requested qualifies for FMLA leave, the employer is required to provide the employee with specific notice and information regarding the employee's eligibility, rights and responsibilities under the FMLA.
To properly handle a request for FMLA leave, the employer should take the following steps:
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