Have worked for their employer for at least 12 months,.Local educational agencies (including public school boards, public elementary and secondary schools, and private elementary and secondary schools, regardless of the number of employees).Įligible employees are those who work for covered employers under the FMLA and:.Public agencies (including Federal, State, and local government employers, regardless of the number of employees), and.Private employers who employ 50 or more employees in 20 or more work weeks in the current calendar year or previous calendar year,.Maternity or other parental leave also may run concurrently with FMLA leave.Ĭovered employers under the FMLA include: FMLA leave may be unpaid or may be used at the same time as employer provided paid leave. Employees must be restored to the same or virtually identical position at the end of each leave period. The FMLA requires covered employers to provide eligible employees leave for qualifying family and medical reasons and to continue their group health benefits under the same conditions as if they had not taken leave.
This fact sheet explains when employees may use FMLA leave for birth, adoption, and foster care placement, and for bonding with a child. Workers can also take FMLA leave for their own serious health condition and to care for a family member with a serious health condition, which includes pregnancy.
The Family and Medical Leave Act (FMLA) provides certain workers job-protected leave when they take time off work for the birth, adoption, or foster care placement of a child and to bond with the child. Fact Sheet #28Q: Taking Leave from Work for Birth, Placement, and Bonding with a Child under the FMLA
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