2024 in Review—Sneak Peek at 2025
HR Glossary  /  Medical Leave
Medical Leave5 min read
Table of Contents:

What is Medical Leave?

Medical leave is a key part of workplace wellness, so employees can take time off to deal with their health without fear of losing their jobs. Covered employers, including private sector employees and state and local government employees, are generally eligible for medical leave under various laws. This article will cover medical leave, its importance, and how to manage it in your organization.

Medical leave is a leave of absence given to employees who need time off work to recover from an illness, undergo treatment, or care for a family member with a serious illness. It allows employees to prioritize their health without fear of losing their jobs.

Types of Medical Leave

  • Short-term Medical Leave: A few days to a few weeks for temporary health issues or minor surgery.
  • Long-term Medical Leave: Several weeks or months for major surgery, chronic illness, significant health condition, or own serious health condition.
  • Intermittent Medical Leave: This leave is given in small increments, a few hours or days, to manage an ongoing health condition or regular medical appointments.

Medical Leave vs Other Types of Leave

  • Sick Leave: Short-term for minor illness or health issue.
  • Personal Leave: For non-medical personal reasons, family events, or personal emergencies.
  • Medical Leave: For serious health conditions requiring extended time off or intermittent leave for ongoing treatment.

What is FMLA?

The Family Medical Leave Act (FMLA) is a federal law in the US that provides eligible employees up to 12 weeks of unpaid leave per year for specified family and medical reasons.

FMLA Employee Eligibility

To be eligible for FMLA leave, an employee must:

  • Work for a covered employer (private-sector employers with 50 or more employees, public agencies, public/private elementary and secondary schools). Local government employees are also covered under FMLA.
  • Have worked for the employer for at least 12 months.
  • Have completed at least 1,250 service hours in the 12 months preceding the leave.
  • Work at a location where the employer has at least 50 employees within 75 miles.

FMLA Rights

Employees eligible for FMLA leave are entitled to:

  • Up to 12 weeks of unpaid leave per year.
  • Continuation of group health insurance coverage under the same terms as if they had not taken leave.
  • Restoration to the same or an equivalent position upon return from leave.
  • Protection from retaliation for exercising their FMLA rights.

For Employees

  • Health and Wellbeing: Time to fully recover from illness or injury, better long-term health outcomes.
  • Job Protection: Employees don’t lose their job while on medical leave.
  • Financial Stability: In some cases, paid medical leave and paid family leave can help with financial stability during recovery, especially for low-income and part-time workers who are often underserved.

For Employers

  • Healthy Workforce: Encourages employees to prioritize their health and reduces long-term absenteeism and overall productivity.
  • Compliance with Laws: Helps employers comply with federal and state laws and avoid legal penalties.
  • Morale: Shows commitment to employee wellbeing, and boosts morale and loyalty.

How Medical Leave Works

Medical Leave Application Process

Employees usually need to:

  • Notify their employer as soon as they know they need to leave.
  • Provide enough information about the leave to enable the employer to determine if it’s FMLA eligible.
  • Submit the required documentation or medical certification for the leave.

Documentation and Certification

Employers may require:

  • A medical certification from a healthcare provider stating the reason and duration of the leave.
  • Periodic updates or recertification for long-term or intermittent leave.

Medical Leave Duration and Conditions

  • FMLA Leave: Up to 12 weeks of unpaid leave per year for qualifying reasons.
  • Paid Leave Policies: Some employers offer paid medical leave, which may vary in duration and conditions based on company policies.

Paid vs Unpaid

Paid Medical Leave: During the leave period, employees receive their regular pay or a portion of it. Paid family leave laws vary by state and provide different wage replacement levels.

Unpaid Medical Leave: Employees do not receive pay during the leave period but retain job protection and benefits coverage.

Pros and Cons for Employees and Employers

  • Paid Medical Leave:
    • Employees: Financial stability during recovery, less stress about income loss.
    • Employers: Higher employee morale, better retention rates, increased direct cost.
  • Unpaid Medical Leave:
    • Employers: Lower direct cost.
    • Employees: Financial strain during the leave.

Examples of Policies from Different Companies

  • Company A: 12 weeks paid leave at 100% pay, with additional unpaid leave options.
  • Company B: 6 weeks paid leave at 75% pay, then up to 6 weeks unpaid if needed.
  • Company C: Unpaid medical leave is only according to FMLA, but there are flexible work options upon return.

Private sector employees face disparities in paid family leave depending on income and employment status.

Medical Leave in the Workplace

  • Clear Policies: Develop and communicate medical leave policies.
  • Timely Response: Respond to leave requests quickly and provide employees with necessary information.
  • Supportive: Show empathy to employees on medical leave.

Compliance

  • Stay Current: Keep up to date on federal, state, and local leave laws.
  • Documentation: Keep records of all leave requests and approvals.
  • Training: Train HR and managers on laws and company policies.

Communicating with Employees on Medical Leave

  • Regular Updates: Check in regularly to offer support and let employees know about changes at work.
  • Confidentiality: Keep employee’s health information confidential.
  • Reintegration Plan: Develop a plan for the employee’s return to work.

Issues and Solutions

Employer Challenges

  • Operational Disruption: Managing workloads during employee’s absence.
  • Consistency: Applying leave policies consistently.
  • Documentation: Keeping records accurate and complete.

Solutions

  • Cross-training Employees: Train multiple people to do key tasks.
  • Standardized Process: Develop a process for leave requests.
  • Technology: Use HR software to manage and track leave.

Medical Time Off Policy Impact

Metrics to Track

  • Absenteeism: Monitor frequency and duration of medical leaves.
  • Employee Satisfaction: Measure satisfaction with leave policies through surveys.
  • Compliance: Track compliance with laws and company policies.

Ongoing Monitoring and Policy Changes

  • Regularly Review: Review and update leave policies to reflect changes in laws and company needs.
  • Employee Feedback: Incorporate employee feedback into policy changes.
  • Benchmarking: Compare to industry standards to stay competitive.

Medical leave policies are key to a healthy workforce. By knowing the laws, following best practices, and ongoing monitoring and adjustments, companies can support employee health and business continuity.

What happens if an employee’s medical leave goes past the maximum duration?

If an employee’s medical leave goes past the maximum duration, employers should review it on a case-by-case basis. Options may be to extend unpaid leave, offer a part-time schedule, or discuss long-term disability. Handle these situations with empathy and in compliance with the laws.

How do we manage medical leave for part-time employees?

The company's leave policy should include a medical leave policy for part-time employees. Part-time employees are usually eligible for pro-rated leave based on their work hours. Make sure part-time employees know their eligibility and the process.

How do we re-integrate employees coming back from medical leave?

To re-integrate employees coming back from medical leave, employers should:

  • Develop a re-integration plan with employees’ duties and accommodations.
  • Schedule a meeting to discuss the plan with the returning employee.
  • Provide training or support to make the transition back to work smoother.
  • Keep open communication to address any issues or adjustments during the reintegration process.

Cut the clutter in HR tasks, and grow
your business faster