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FMLA / Family and Medical Leave Policy template

Federal FMLA eligibility, qualifying reasons, leave entitlement, job protection, and how state PFML programs interact.

Legal basis
  • Family and Medical Leave Act 1993 (29 USC §2601 et seq.)
  • 29 CFR 825
  • state Paid Family & Medical Leave (PFML) programs
Last reviewed April 2026. Guidance, not legal advice.

What the policy covers

  1. COVERAGE
    This policy applies if your company employs 50 or more employees within 75 miles of the worksite (FMLA coverage threshold).
  2. LEAVE ENTITLEMENT
    Eligible employees may take up to 12 workweeks of unpaid, job-protected leave in a 12-month period for any of these qualifying reasons:
  3. 12-MONTH PERIOD
    We calculate the 12-month period using the rolling backward method: the 12 months immediately preceding the date leave begins.
  4. PAY DURING LEAVE
    FMLA leave is unpaid.
  5. BENEFITS DURING LEAVE
    Group health plan coverage is maintained on the same terms as if the employee continued to work.
  6. JOB PROTECTION
    On return from FMLA leave, the employee is restored to their original job or to an equivalent position with equivalent pay, benefits, and other terms of employment.
  7. NOTICE AND CERTIFICATION
    Employees must give 30 days' advance notice when the need for leave is foreseeable; otherwise as soon as practicable.
  8. INTERMITTENT LEAVE
    FMLA may be taken intermittently or on a reduced-schedule basis when medically necessary or by agreement for bonding leave.
  9. STATE PFML COORDINATION
    If … operates a Paid Family and Medical Leave program, employees should also apply directly to the state.
  10. NO RETALIATION
    Interference with FMLA rights or retaliation against employees for exercising them is prohibited and unlawful.

Who needs it

Any employer whose people can get hurt, handle personal data or spend company money. Inspectors, insurers and regulators ask to see these first.

Questions people ask

Is a fmla / family and medical leave policy a legal requirement?

It rests on Family and Medical Leave Act 1993 (29 USC §2601 et seq.) and 29 CFR 825 and state Paid Family & Medical Leave (PFML) programs. Some policies must be written down once a business reaches a certain size or does certain work; others are simply how a tribunal, an inspector or an auditor expects to see that you have thought about it. A clear, dated, signed policy is the evidence either way. Guidance, not legal advice.

Can I change it to suit how we work?

Yes. Inside Work-Lynx it is a starting point: put your company name in, adjust the arrangements to what you actually do, set the review date and publish it. Staff read and acknowledge it on their phones, and you can see who has not.

Is it up to date?

Last reviewed April 2026. The pack is updated when the law moves, and every policy carries a review date so it does not quietly go stale.

How do I get it?

It is preloaded in Work-Lynx with the other 28 policies for the US. Work-Lynx is $3 plus $1.25 per employee, 14 days free, no card, and what you see on the pricing page is the bill.

Who is it for?

Any employer whose people can get hurt, handle personal data or spend company money. Inspectors, insurers and regulators ask to see these first.

All 29 US policies, $3 a month

This policy and 28 others are already in Work-Lynx, alongside GPS clock-in, schedules, timesheets, PTO and an employment-question advisor. $3 base plus $1.25 per employee a month. 14 days free, no card, no sales call.

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