Navigating The Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) and its state-law counterpart, the Wisconsin Family and Medical Leave Act (WFMLA) are laws that grant employees the right to take unpaid leave for qualifying reasons while ensuring job protection. However, understanding FMLA and WFMLA and effectively managing employee leave issues can be complex for employers. This blog aims to provide valuable insights, practical advice, and legal solutions to help businesses navigate the intricacies of FMLA and WFMLA compliance and address employee leave matters with confidence.

Overview of FMLA

The Family and Medical Leave Act (FMLA) is a federal law that applies to private sector employers with 50 or more employees, as well as public agencies and schools. FMLA allows eligible employees to take up to 12 weeks of unpaid leave within a 12-month period for qualifying reasons. These reasons include the birth or adoption of a child, caring for a seriously ill family member, or the employee’s own serious health condition. Additionally, FMLA provides eligible military caregivers with up to 26 weeks of leave to care for a covered service member with a serious injury or illness.

To be eligible for FMLA, employees must meet certain requirements. They must have worked for the employer for at least 12 months, which do not have to be consecutive, and have accumulated at least 1,250 hours of service during the previous 12-month period.

Both the WFMLA and FMLA cover rights and protections for eligible employees. For example, the FMLA ensures job protection by allowing employees to return to their same position or an equivalent position with the same pay, benefits, and working conditions after taking FMLA leave, with few exceptions.

During their leave, employees’ health insurance coverage must be maintained by their employers under the same terms as if they had not taken leave. FMLA also allows for intermittent or reduced schedule leave when necessary due to medical conditions or qualifying family reasons. Moreover, employers are prohibited from retaliating against employees for exercising their rights under FMLA, meaning they cannot terminate, demote, or negatively impact an employee’s employment status or benefits because they took FMLA leave.

Legal Solutions for FMLA Compliance

To ensure compliance with the Family and Medical Leave Act (FMLA) and the Wisconsin Family and Medical Leave Act (WFMLA), employers can implement a range of legal solutions. First and foremost, developing robust FMLA policies and procedures is crucial. Employers should establish clear guidelines for employees to request FMLA leave, including the necessary documentation and notification requirements. These policies should align with the FMLA regulations and address specific organizational needs and practices.

Training managers and supervisors on FMLA and WFMLA regulations and compliance is another vital step in mitigating legal risks. Managers need to understand the intricacies of the FMLA, such as employee eligibility, leave duration, and job protection rights. By receiving comprehensive training, managers can effectively handle and administer FMLA requests, ensuring consistency and fairness throughout the process.

Inevitably, complaints and non-compliance issues may arise despite the best efforts to establish compliant FMLA practices. Employers must be prepared to respond promptly and appropriately to these situations. Addressing complaints involves conducting thorough investigations, gathering all relevant information, and taking appropriate corrective actions when necessary. Proactive communication and transparency are essential during this process to maintain trust and foster positive employee relations. 

Staying Up-to-Date with FMLA Changes

Staying up-to-date with changes and developments in state and federal employment laws is crucial for employers to maintain compliance. One method of accomplishing this is through constant monitoring of FMLA regulations and updates. Employers should regularly review official sources such as the Department of Labor’s website or subscribe to newsletters and publications that provide updates on FMLA-related matters. This active monitoring ensures that employers are aware of any changes to the law that may impact their policies and practices.

Engaging with legal resources and staying informed is another effective way to keep up-to-date with FMLA changes. Seeking guidance from employment law attorneys, attending seminars or webinars, and participating in industry-specific forums or associations can provide valuable insights into emerging trends and case law related to the FMLA. Regularly consulting with legal experts ensures employers remain informed about potential compliance issues and helps them make educated decisions when implementing FMLA policies.

In addition to monitoring and staying informed, employers should take proactive compliance measures to adapt to changes in the FMLA. This involves conducting periodic reviews of existing policies and procedures to ensure they align with the most recent FMLA regulations. Employers may need to make updates or modifications to their policies to reflect any new requirements or interpretations of the law. By consistently assessing and adjusting their practices, employers can demonstrate a commitment to compliance and minimize the risk of non-compliance.


In conclusion, navigating the Family and Medical Leave Act (FMLA) and its state-level equivalent, the WFMLA, requires a comprehensive understanding of the regulations and a commitment to compliance. While this blog has provided an overview of key considerations and strategies, it is important to note that every situation is unique. Encouraging consultation with a legal professional is crucial for employers seeking specific guidance and support tailored to their organization’s needs. An experienced employment lawyer can provide valuable insights, clarify any uncertainties, and ensure compliance with the FMLA. 

By working closely with experts in the field, employers can confidently navigate the intricacies of these two laws and address any challenges that may arise. Remember, obtaining professional guidance is a prudent step to protect both the rights of employees and the best interests of the organization.