HR Training Center Guide
The Family and Medical Leave Act is short to describe and hard to administer. The deadlines are measured in business days, the forms look alike, and one missed notice can change what the employer is allowed to do later. This guide arranges our FMLA articles in the order you will need them.
The first section covers who is covered and what the law requires. The second covers administration: the notices and forms, certification, intermittent leave and tracking. The third compares FMLA training options. For cases where the FMLA overlaps other laws, see the Leave and Accommodation Management Guide.
Start here
FMLA notice requirements for employers: the poster and handbook notice, eligibility, rights and responsibilities and designation notices, plus deadlines.
Read the overviewStage 1
Who is covered, who is eligible, what counts as a qualifying reason, and what the employee is entitled to.
When FMLA for mental health applies, how the serious health condition test works, leave for adult children, intermittent leave, confidentiality, and the ADA.
Read the article →The four FMLA 12-month period methods in 29 CFR 825.200(b), with worked rolling-backward examples, the default rule, and the 60-day notice to change.
Read the article →Stage 2
Administration step by step: the four notices, the DOL forms, medical certification, intermittent leave, tracking, and suspected abuse.
An employer's guide to the seven DOL FMLA forms: what each one is for, who completes it, when it is due, whether it is optional, and common completion errors.
Read the article →When the FMLA designation notice is due, what it must say, how retroactive designation and the fitness-for-duty notice work, and what errors cost employers.
Read the article →How to request and review an FMLA medical certification form: the 15-day deadline, the seven-day cure, provider contact, second opinions, and recertification.
Read the article →Stage 3
What an FMLA certificate means, who needs which level of training, and how the options compare.
FMLA certification for HR is a training credential, not a government license. See what the certificates mean, who offers them, and how to choose one.
Read the article →FMLA training for managers should teach supervisors to recognize a leave request, report it the same day, and avoid interference. A curriculum and options.
Read the article →Free FMLA training from the Department of Labor is real and useful. See what the free resources cover, where they stop, and when paid training is worth it.
Read the article →FMLA training teaches one law well. Integrated leave training teaches how FMLA, ADA, PWFA, workers' comp and state laws overlap. How to tell which you need.
Read the article →A two-day advanced seminar for experienced leave administrators on cases where the FMLA overlaps other laws.
Instructor-led training on the foundations of each law.
Online training on FMLA administration.
Private employers with 50 or more employees, public agencies, and public and private elementary and secondary schools. Our article on FMLA requirements for employers explains coverage in full.
An employee who has worked for the employer for at least 12 months, has at least 1,250 hours of service in the 12 months before leave starts, and works at a site with 50 or more employees within 75 miles. Our eligibility article covers the details and the special rules.
Up to 12 workweeks in a 12-month period for most qualifying reasons, and up to 26 workweeks in a single 12-month period for military caregiver leave. The employer chooses how the 12-month period is measured; our article on the four methods shows how each works.
The eligibility and rights notice comes first, generally within five business days of learning that leave may be FMLA-qualifying, and the designation notice follows once the employer has enough information. Our FMLA forms guide covers each DOL form and its deadline.
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