Can I take FMLA leave for my own illness?
Yes, you can take FMLA leave for your own illness in New Hampshire. FMLA, or the Family and Medical Leave Act, is a federal law that allows eligible employees to take 12 weeks of unpaid leave from work to care for their own health or that of a family member. In order to be eligible for FMLA leave, you must meet certain criteria, including having worked for your employer for at least 12 months and having put in at least 1,250 hours of work in that time. FMLA leave can be used for the employee’s own illness, a family member’s serious health condition, the birth or adoption of a child, or to care for a family member when they are ill. In New Hampshire, all state employees are eligible for FMLA leave. Private employers of 50 or more employees must also abide by the law. All employers must notify their employees of their rights and responsibilities under the FMLA when they become eligible for FMLA leave, and must reinstate them to their original positions when their leave is over, with the same benefits, salary, and seniority as before. If you believe you are eligible for FMLA leave, it is important to contact your employer as soon as possible to begin the process. Your employer will provide you with the required information and paperwork to begin your application process.
Related FAQs
Do employers have to grant FMLA leave for the birth or adoption of a child?What if my employer retaliates against me for taking FMLA leave?
Does the FMLA require employers to continue to make benefits available to employees on FMLA leave?
Can I take FMLA leave for my own illness?
Does the FMLA require employers to hold a job for an employee on FMLA leave?
Does an employee's job status affect his/her eligibility for FMLA leave?
What rights do employees have if their FMLA leave is denied?
Can I take FMLA leave to care for a seriously ill family member who lives out of state?
Are there any restrictions on how much FMLA leave I can take in a 12-month period?
What are the penalties for employers who deny or interfere with FMLA rights?
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