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

In Texas, employers are required to grant intermittent or reduced schedule Family and Medical Leave Act (FMLA) leave under certain conditions. This is known as intermittent or reduced schedule leave. Intermittent or reduced schedule leave is when an eligible employee needs to take leave from work for a medical or family care need but still wishes to remain employed and continue with his or her regular job duties. When an employer grants intermittent or reduced schedule FMLA leave, the employee may take the leave in small increments of time over the course of a year, such as a few hours each week or a few days each month, instead of taking a full 12-week leave. Employers must also allow employees to take intermittent or reduced schedule leave to care for a family member with a serious health condition. The employer must grant the leave as long as the employee is eligible and provides notice of the need for the leave as required by the FMLA. Employers may also require that the leave be taken in certain increments, such as two hour blocks of time. Texas employers are required to provide the same benefits and job protection for intermittent or reduced FMLA leave as for a full 12-week leave of absence. An employer may not retaliate against an employee for taking FMLA leave.

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

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