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

In Florida, employers are required to grant intermittent or reduced schedule Family Medical Leave Act (FMLA) leave. The United States Department of Labor states that intermittent or reduced schedule leave may be taken for medical treatments, medical conditions, or medical disabilities. FMLA covers employees who have worked at least 1,250 hours in the past 12 months. It provides up to 12 weeks of unpaid leave for eligible employees, for specified family and medical reasons. While on FMLA leave, employers must maintain the employee’s health insurance coverage. In order to take intermittent or reduced schedule leave, employers must grant it to an employee who requests it in writing. This must include a statement from the employee’s medical professional, specifying the reasons for the leave and the expected duration. Employers must also provide employees with 30 days’ notice before the leave is taken. Employers must also keep in mind that employees who take FMLA leave are entitled to return to the same or equivalent position following the leave. This applies even if the employee had initially requested intermittent or reduced schedule leave. Intermittent or reduced leave can be a great benefit for employees who are taking care of medical conditions. It enables them to have flexibility in their work schedule, while also avoiding high costs for medical treatments. As an employer, it is important to remember that it is a legal requirement to grant this type of leave, and to ensure that all eligibility criteria are met.

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

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