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FMLA Basics: What Employers Should Know 

As a business owner, it is essential to prioritize the health, wellness, and happiness of your employees for overall success. An effective way to support your workforce is by understanding their rights, adhering to employment laws, and implementing appropriate safety measures. 

While there are various laws dedicated to managing the rights and health of employees, the Family and Medical Leave Act (FMLA) is one of the most important regulations that form the foundation of employment law. FMLA is a federal law that provides eligible employees up to 12 weeks per year of unpaid, job-protected leave for specific family or medical reasons.  

Millions of workers take advantage of FMLA leave every year, making it an important law for employers to understand and enforce. Continue reading to learn more about the details of the FMLA and its requirements.  

What Is FMLA?

Life is unpredictable, and circumstances can arise where an employee is unable to continue focusing on their work. FMLA is designed to help employees who are experiencing specific family or medical problems by offering three months of leave per year to focus on caring for a family member or addressing their own health issues. This leave gives employees peace of mind that their job is secure while they care for a loved one and allows them to still use their health benefits.  

Requirements for leave 

Like other laws, there are specific requirements that must be met to utilize FMLA. Certain organizations are eligible to offer FMLA leave. Public agencies, including local, state, and federal employers, as well as education agencies, can utilize FMLA leave. Employers with 50 or more employees are also eligible to provide FMLA leave. 

Employees using FMLA are eligible to take leave for any of the following reasons: 

  1. To care for an immediate family member with a serious health condition 
  2. For placement with the employee of a child for adoption or foster care 
  3. For the birth and care of the newborn child of an employee 
  4. When an employee is unable to work due to a serious health condition 
  5. For qualifying issues related to the employee’s spouse, child, or parent on active duty in the National Guard, Reserves, or Regular Armed Forces. 

An employee is eligible to utilize FMLA if they:

  1. Work for a covered employer 
  2. They have worked with their employer for at least 12 months 
  3. Have worked at least 1,250 hours over the past 12 months 
  4. Work at a location where the company employs 50 people 

Employer Best Practices for FMLA Compliance

When it comes to regulatory compliance, employers must stay informed about changing laws and regulations. As laws change, it’s essential to not only stay informed but also communicate those updates clearly to your workforce.   Whether through a company-wide email or a town hall meeting, effective and consistent communication is crucial for fostering a loyal, educated, and prepared workforce.

To further ensure compliance with FMLA, employers should regularly check government websites and stay informed about updates from industry leaders. Staying informed about regulatory changes is a proactive way to maintain compliance. Many companies also choose to hire a third-party administrator, such as a professional employer organization (PEO), to assist with employee management, compliance, and human resources (HR). 

A Helping Hand with FMLA

Group Management Services (GMS) is a certified PEO committed to helping business owners enhance their efficiency, ensure compliance, and effectively manage their workforce. Our team of HR experts specializes in FMLA compliance, providing services to review your current policies, advise on potential changes, and assist with related administrative tasks. We are here to answer any questions you may have regarding compliance, FMLA requirements, and more, serving as a supportive resource for your employee management needs. 

Do you have a question about FMLA? We can help! Contact us to learn more.