Does the FMLA require employers to continue to make benefits available to employees on FMLA leave?

Yes, the Family and Medical Leave Act (FMLA) does require employers to maintain employee benefits such as health insurance coverage during a qualifying leave of absence in the state of Tennessee. Under the FMLA, certain employers must provide eligible employees with up to 12 weeks of unpaid leave per year to care for one’s own health, a family member’s health, or to welcome a new child. Employers must continue to provide the same group health benefits as if the employee had not taken leave throughout the entirety of the employee’s leave time. In other words, employers must continue to make their insurance contributions as if the employee were still actively working, meaning the employee must not be required to pay any additional premiums. This protection extends to any benefits that the employee may have had before taking leave, such as vacation days or retirement plans. The FMLA is in place to ensure that employees are able to take care of their physical and mental health without fear of losing their benefits or job.

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Does the FMLA require employers to continue to make benefits available to employees on FMLA leave?

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