Curbing Abuse Of "Intermittent" FMLA Leave

The Family Medical Leave Act (FMLA) allows employees to take 12 weeks of leave for their own or a family member's serious health condition and up to 26 weeks for military caregiver leave.  The leave can be taken in one block, over several stretches of time or intermittently.  To take intermittent leave, the employee need only provide a certification that there is a medical need for such leave. 

While longer FMLA leaves are relatively straightforward, an employee's ability to take small increments of FMLA leave sporadically generates administrative headaches for employers and raises concerns about employee abuse of intermittent leave.  The FMLA offers a number of tools – many of which are not widely employed – that you can use to discourage abuse of intermittent leave.  Here are eight of the best strategies for getting a handle on this troubling problem.