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ARTICLE · 27 APRIL 2011

Tips For Managing Intermittent Leave

Foley & Lardner LLP
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As most employers know, in certain situations, The Family and Medical Leave Act (FMLA) allows employees to take leave on an intermittent basis if requested by the employee and if intermittent leave is deemed "medically necessary" by the employee's doctor.

United StatesEmployment and HR
Foley & Lardner
Foley & Lardner
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Labor and Employment Law Weekly Update (Week of April 25, 2011)

As most employers know, in certain situations, The Family and Medical Leave Act (FMLA) (http://www.dol.gov/dol/topic/benefits-leave/fmla.htm) allows employees to take leave on an intermittent basis if requested by the employee and if intermittent leave is deemed "medically necessary" by the employee's doctor. Unfortunately, intermittent leave has the potential to be very disruptive to an employer's operations and can be difficult for employers to manage. Below are some tips for employers to keep in mind when dealing with intermittent leave issues.

  • Make sure the requested intermittent leave is medically necessary. If the employee's doctor has not certified that intermittent leave is necessary, the employer has no obligation to provide leave on an intermittent basis.

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