Does the FMLA cover job-protected leave for employees with a qualifying exigency related to their spouse's deployment?

Yes, the Family Medical Leave Act (FMLA) does cover job-protected leave for employees with a qualifying exigency related to their spouse’s deployment. Washington state employees who are eligible for FMLA leave are allowed up to twelve work weeks of unpaid leave in a 12-month period for any of the following reasons: military family leave, a family medical emergency, or a qualifying exigency due to a spouse’s deployment. To qualify for military family leave, employees must have worked at least twelve months or 1,250 hours in the last 12 months, and be employed by a company with fifty or more employees. For leave due to a qualifying exigency, employees must have worked at least twelve months or 1,250 hours in the last 12 months, and be employed by a company with fifty or more employees whose spouse is on active duty or has been notified of an impending call or order to active duty in the armed forces. Employees who qualify for military family leave are eligible for up to 12 work weeks of job-protected unpaid leave in a 12-month period for any of the following reasons: to care for a family member who has a serious health condition, to bond with a newborn, adopted, or foster child, or for any qualifying exigency due to their spouse’s deployment. During this time, employers are required to maintain the employee’s benefits, including health insurance, as if they were still employed. FMLA is a valuable tool for employees in Washington state and across the U.S. to provide necessary care for their family members and protect their job while doing so. It is important for employees to understand their rights and responsibilities under very important laws such as FMLA.

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Does the FMLA cover job-protected leave for employees with a qualifying exigency related to their spouse's deployment?

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