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Tennessee FMLA & State Leave Law Requirements For Employers

(FMLA) is a federal law that applies to employer organizations with 50 or more employees for 20 or more workweeks in the current or previous calendar year.

The Family & Medical Leave Act does not take the place of other sources of leave, including Tennessee's FMLA and other state leave laws. To the extent an organization subject to the FMLA is also subject to a state leave law, it must comply with both the FMLA and the state leave law.

The challenge in coordinating compliance with federal and state law is that the state leave laws may differ from FMLA law in employee eligibility criteria, as well as the length and type of protection.

Tennessee's FMLA And Other Leave Laws

Tennessee employers - like employers in every state - must follow the federal Family and Medical Leave Act (FMLA), which allows eligible employees to take unpaid leave for certain reasons. However, other than the federally-mandated Family & Medical Leave Act, there are no Tennessee laws requiring private sector employers to provide employees with additional paid or unpaid sick leave.

Do, however, go to https://www.tn.gov/humanrights/publications/laws-and-regu1/maternity-leave.html for info on Tennessee's maternity leave rules.

Recommended Training For Tennessee's FMLA Requirements

From seminars to webinars to online courses, HRTrainingCenter offers a variety of FMLA compliance training courses. Here is just some of what you will learn from our FMLA training classes: Simply select one of our 'Recommended Courses' or use the search box to find your desired FMLA training course.To find other FMLA training courses, use the search box below.

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More Info On Tennessee FMLA Leave Law

For specific information on Tennessee's FMLA and other leave laws, contact:

Tennessee Department of Labor
220 French Landing Drive
Nashville, Tennessee 37243
844-224-5818
https://www.tn.gov/workforce.html









Disclaimer: This information provided is based on state laws and regulations, and is subject to change. While we make every effort to asure this information is current and accurate, it is not engaged in rendering legal or professional advice, and shall not be held responsible for inaccuracies contained herein.
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