Family leave: what you need to know right now
Need time off to care for a newborn, a sick partner, or a seriously ill parent? Family leave exists so you don’t have to choose between your job and your family’s health. This page breaks down the basics—what counts, who qualifies, and the simple steps to get approved.
Types of family leave and who it covers
There are a few common kinds: federal family medical leave (FMLA) in the U.S., state-level paid family leave programs, parental leave after a birth or adoption, and short-term caregiver leave. FMLA covers eligible employees for up to 12 weeks for a serious health condition, childbirth, or caring for a close family member. Paid programs vary by state and employer, so check local rules.
Who counts as "family" can differ. Spouses, children, and parents are always included under FMLA. Some policies extend to domestic partners, in-laws, or chosen family. If you’re unsure, ask HR or your state labor office—paperwork will usually list eligible relations.
How to request family leave
Start early. Tell your manager or HR in writing as soon as you know you’ll need leave. Explain the reason, the expected start date, and the estimated duration. Most employers will give you a form to fill out. If a medical reason is involved, you’ll likely need a doctor’s note saying you or your family member need care.
Keep copies of every email, form, and medical note. If your employer denies the request, having documentation helps when you appeal or contact a labor agency. If you have questions about pay, ask whether the leave runs concurrently with sick time, vacation, or state paid leave programs.
Can you work part-time or remotely while on leave? Sometimes. Ask whether intermittent leave or a reduced schedule is an option—many plans allow it for ongoing care needs.
Employers have responsibilities too. They must protect your job under FMLA and usually must maintain health benefits during leave. They can ask for certification of the medical need, but they can’t fire you for using protected leave.
Paid vs unpaid: FMLA is unpaid, but you might qualify for paid state leave, employer-paid family leave, short-term disability, or use accrued PTO. Check all options before assuming unpaid time off.
Common mistakes to avoid
Don’t wait until the last minute to notify HR. Don’t forget to submit required medical forms. Don’t assume your manager will automatically apply the right program—confirm in writing which leave type is being used. Finally, don’t stop tracking your paperwork once you return; keep records for at least a year.
Need a quick checklist? 1) Notify HR in writing. 2) Get and submit medical certification. 3) Ask about pay and benefits. 4) Discuss flexible schedules if needed. 5) Save all documents. These five steps will make the process smoother for you and your employer.
If you want, contact your HR office or your state labor department for forms and timelines. Taking a little time up front will save stress later—and help you focus on what matters: your family.
