FMLA Medical Leave Calculator

How the FMLA medical leave calculator works

1. 1

   Enter your months and hours worked for this employer

   FMLA eligibility requires at least 12 months of employment and at least 1,250 hours worked in the 12 months before the leave starts. Enter both figures so the calculator can check them against the federal thresholds.

2. 2

   Enter the employer's size and covered status

   FMLA generally applies to employers with 50 or more employees within 75 miles of your worksite. Confirm whether your employer meets this test, since it is a separate eligibility condition from your own tenure and hours.

3. 3

   Enter the weeks you are requesting and any already used

   FMLA leave is capped at 12 weeks in the applicable 12-month period. If you have already used some FMLA leave in that period, for this or another qualifying reason, enter it so the calculator can show your remaining balance.

4. 4

   Read your likely eligibility and remaining protected weeks

   The calculator checks all four eligibility conditions together and shows how many of your requested weeks would be protected against your remaining entitlement.

How FMLA medical leave eligibility and weeks are worked out

Eligible = covered employer AND 12+ months worked AND 1,250+ hours in the last 12 months AND 50+ employees within 75 miles Remaining weeks = 12 - FMLA weeks already used in the 12-month period Protected weeks = lower of (requested weeks, remaining weeks)

• •All four eligibility conditions must be met at the same time -- meeting three out of four does not qualify you for FMLA protection.
• •The 12-month period itself can be defined differently by different employers (calendar year, fixed 12-month period, or a rolling look-back), which changes how much of your entitlement is currently available.
• •FMLA leave is unpaid by default. Employers may require, or employees may choose, to use accrued paid leave concurrently with FMLA leave.
• •This calculator estimates eligibility signals and remaining weeks only; it does not replace your employer's or the Department of Labor's formal determination.

Worked example: requesting 8 weeks with none used yet

An employee has worked for a covered employer for 12 months, logged 1,250 hours in the last 12 months, works at a site with 50 or more employees within 75 miles, and requests 8 weeks of FMLA medical leave having used none of the 12-week entitlement so far.

Months worked

12

Hours worked in the last 12 months

1,250

Employees within 75 miles

50

Likely eligible

Yes

Weeks requested

8

FMLA weeks already used

0

Protected weeks

8

The employee is likely eligible and all 8 requested weeks would be protected, leaving 4 weeks remaining in the 12-month period.

FMLA eligibility conditions and entitlement

All four eligibility conditions apply together under the federal Family and Medical Leave Act.

Source: U.S. Department of Labor, U.S. Department of Labor

What FMLA medical leave does and does not guarantee

All four eligibility tests must pass together

You need a covered employer, 12 months of employment, 1,250 hours worked in the prior 12 months, and a worksite with 50 or more employees within 75 miles. Missing any one of the four means the federal FMLA protection does not apply, regardless of the others.

A serious health condition has a specific legal definition

FMLA medical leave requires a serious health condition as defined by the Department of Labor -- generally involving inpatient care or continuing treatment by a health care provider -- verified through medical certification, not simply any illness.

FMLA is job protection, not pay

FMLA guarantees your job and group health benefits during the leave, but the leave itself is unpaid unless you use accrued paid leave concurrently or your state has a separate paid family and medical leave program.

State paid leave programs may run alongside FMLA

A number of states operate their own paid family and medical leave insurance programs, which can provide pay during a period that also qualifies for federal FMLA job protection. Check your specific state's program separately from this federal calculator.

Frequently asked questions

Is FMLA leave paid?

Not under federal law. The FMLA guarantees job protection and continued group health insurance coverage during the leave, but it does not require the employer to pay wages during that time. Many employees use accrued paid vacation, sick leave, or a state paid-leave program concurrently with FMLA to receive some pay during the leave.

How many weeks of FMLA leave am I entitled to?

Up to 12 weeks in the applicable 12-month period for your own serious health condition, assuming you meet all four eligibility conditions. If you have already used some FMLA leave in the same 12-month period for this or another qualifying reason, that reduces the weeks remaining, which this calculator accounts for.

What counts as a serious health condition under FMLA?

The Department of Labor defines it generally as an illness, injury, impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider. It is a specific legal standard verified through medical certification, not simply any short-term illness.

Does my employer have to be a certain size for FMLA to apply?

Yes. Private-sector employers must have 50 or more employees within 75 miles of your worksite for FMLA coverage to apply (public agencies and schools are covered regardless of size). If your worksite does not meet the 50-employee/75-mile test, federal FMLA protection generally does not apply even if you meet the other eligibility conditions.

What is the FMLA 12-month period, and why does it matter?

Your employer must designate how the 12-month period is measured -- options include the calendar year, a fixed 12-month period starting on a set date, or a rolling look-back from the date leave is used. The method your employer chooses affects exactly how much FMLA leave you have available at any given time, so it is worth confirming with HR.