What is the difference between FMLA and short-term disability?

The Family and Medical Leave Act (FMLA) and short-term disability are different types of leave that employees may be eligible for. While they share some similarities, there are key differences between the two. FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for certain family and medical reasons. In New Hampshire, this includes time off to care for a covered family member’s serious health condition, address a qualifying exigency or military caregiver leave, or to care for a newborn, adopted or foster child. Employees may also use FMLA leave intermittently or on a reduced schedule for qualified reasons. Short-term disability, on the other hand, is a benefit that some employers may offer to their employees. It offers partial or full wage replacement for a specified period of time due to an employee’s own illness or injury. The length of the benefit period and the amount of wages replaced depends on the plan offered by the employer. Unlike FMLA, short-term disability benefits are paid, not unpaid. Additionally, it does not provide job protection when employees take leave due to their own illness or injury. In summary, FMLA and short-term disability are different types of leave. FMLA is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave due to a qualifying family or medical reason. Short-term disability is a benefit that some employers may offer to partially or fully replace an employee’s wages due to their own illness or injury, but does not provide job protection.

What is the difference between FMLA and short-term disability?

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