Does FMLA Count Holidays?
Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with job-protected, unpaid leave for certain family and medical reasons. One common question that arises when discussing FMLA is whether holidays are counted as part of the leave. In this article, we will explore whether FMLA counts holidays and how it affects employees’ leave duration.
Understanding FMLA and its Purpose
The FMLA was enacted in 1993 to help employees balance their work and family responsibilities. It applies to employees working for covered employers with at least 50 employees within a 75-mile radius. The Act allows eligible employees to take up to 12 weeks of unpaid leave within a 12-month period for the following reasons:
1. The birth of a child and to care for the newborn child
2. The placement of a child for adoption or foster care
3. To care for a spouse, child, or parent with a serious health condition
4. To take medical leave when the employee is unable to work due to a serious health condition
Do FMLA Holidays Count as Leave Time?
When it comes to holidays, the answer is generally no. FMLA does not require employers to count holidays as part of the employee’s leave time. This means that if an employee takes FMLA leave and a holiday falls within that period, the employee will not receive additional time off.
However, there are some exceptions to this rule. For example, if an employer has a paid holiday policy that allows employees to take paid time off on holidays, an employee on FMLA leave may still be entitled to receive pay for the holiday, depending on the employer’s policy. It’s essential for employees to consult their employer’s HR department or review their employee handbook to understand how holidays are treated during FMLA leave.
Impact on Leave Duration
Since FMLA does not count holidays as part of the leave time, the total duration of an employee’s FMLA leave remains the same regardless of holidays. For instance, if an employee is on a 12-week FMLA leave and there are three holidays during that period, the employee will still have 12 weeks of leave remaining when the holidays are over.
Conclusion
In conclusion, FMLA does not count holidays as part of the leave time. Employees should be aware of their employer’s policies regarding holidays during FMLA leave to ensure they receive the appropriate amount of time off. It’s crucial for employees to communicate with their HR department or review their employee handbook to understand how their leave will be affected by holidays.
