Who qualifies for FMLA leave?

To qualify for FMLA, you must: (1) work for a covered employer (50+ employees within 75 miles), (2) have worked for that employer for at least 12 months, (3) have logged at least 1,250 hours in the 12 months before leave. The 12 months don't have to be consecutive.

How many weeks of FMLA leave am I entitled to?

Most eligible employees are entitled to 12 workweeks of unpaid FMLA leave per 12-month period for qualifying reasons (birth, adoption, serious health condition of self or family member). Military caregiver leave can extend this to 26 workweeks.

FMLA itself is unpaid. However, employers may require (and you may choose) to use accrued paid leave (PTO, vacation, sick days) concurrently with FMLA. Some states have paid family leave programs that run alongside FMLA.

Can FMLA leave be taken intermittently?

Yes. FMLA leave can be taken continuously (full weeks at once), as reduced schedule (e.g., 4 hours per day instead of 8), or intermittently (separate blocks of time — e.g., 2 hours every Thursday for a chronic condition). All formats draw from the same 12-week bank.

What counts as a qualifying FMLA reason?

Qualifying reasons include: birth, adoption, or foster placement of a child; serious health condition of the employee; serious health condition of a spouse, child, or parent; qualifying military exigency; or caring for a covered servicemember with a serious injury (up to 26 weeks).

FMLA Leave Calculator 2026

Check your FMLA eligibility and calculate total leave entitlement.
See leave hours, income impact, and return date.

12-month + 1,250-hour eligibility rules · 12-week & 26-week entitlements · 2026

Employment & Leave Details

Eligibility Check

Months Worked for This Employer *

Minimum required: 12 months (need not be consecutive)

Hours Worked in Past 12 Months *

Minimum required: 1,250 hours. Full-time ≈ 2,080 hrs/yr.

Leave Details

Leave Reason

Leave Type

Scheduled Hours Per Week

Hourly Rate (for income impact)

Or enter 0 to skip income impact

Hours of Leave Per Week (reduced/intermittent)

For reduced: hours taken off per week. For intermittent: avg hours used per week.

Accrued PTO Available

Hours of accrued paid leave employer may require you to use concurrently

FMLA Leave: What You Need to Know in 2026

The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid, job-protected leave per year. Understanding eligibility and planning the leave period reduces surprises on both sides.

The Two Eligibility Tests

12-month tenure: Must have worked for the employer at least 12 months total (not necessarily consecutive). Breaks in service under 7 years count.
1,250 hours: Must have actually worked 1,250 hours in the 12 months immediately before leave begins. Paid leave (PTO, vacation) generally does not count toward this total.

How Leave Hours Are Calculated

Leave entitlement is 12 workweeks — not 480 hours for everyone. If you work 30 hours per week, your 12 weeks = 360 hours. If you work 40 hours/week, 12 weeks = 480 hours. Hours scale to your actual scheduled work week.

Using PTO Concurrently

Employers may require (and employees may elect) to substitute accrued PTO, vacation, or sick leave for unpaid FMLA leave. This means you get paid during the PTO portion, but those days count against your 12-week FMLA bank — not in addition to it.

FAQ

FMLA leave questions answered

Who qualifies for FMLA?

You must work for a covered employer (50+ employees within 75 miles), have 12 months of tenure, and have logged 1,250 hours in the past year. Public agencies and schools have different thresholds.

Is FMLA leave paid?

FMLA itself is unpaid. However, employers may require you to use accrued PTO concurrently. Many states (CA, NY, WA, NJ, MA, CT, OR, CO) have paid family leave programs that provide wage replacement.

Can I take FMLA intermittently?

Yes. FMLA can be taken in any combination of continuous, reduced schedule, or intermittent blocks. All formats draw from the same 12-week bank. Your employer may ask for a medical certification and a schedule estimate.

Will my job be protected while on FMLA?

Yes. FMLA guarantees return to the same or an equivalent position with the same pay, benefits, and terms. Employers cannot retaliate for taking FMLA leave — termination while on FMLA is a serious legal violation.