Are employers required to grant intermittent or reduced schedule FMLA leave?

Yes, employers in California are required to grant intermittent or reduced schedule Family and Medical Leave Act (FMLA) leave. This type of leave allows eligible employees to take time off work for medical and family reasons. The amount and type of leave granted can be intermittent or reduced in order to balance the employee’s need with the employer’s operational needs. Such leave can be taken over longer periods of time or in intervals of a few hours or days. An employer is obligated to grant intermittent or reduced FMLA leave unless it would cause an undue hardship on their business. Employees must give the employer reasonable notice before taking FMLA leave and provide a certification from a healthcare provider specifying the need for the leave. In addition, unless the employer agrees in writing, the employee must take leave in whole-day increments. Employers must keep records documenting their compliance with the FMLA. They are also required to notify their employees that they are eligible for FMLA leave and post notices about the entitlement in the workplace. Employers in California are responsible for understanding their obligations under the FMLA and should consult legal counsel to ensure they are in compliance.

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Are employers required to grant intermittent or reduced schedule FMLA leave?

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