Key Points

• FMLA can cover qualifying addiction treatment. Eligible employees may be able to use Family and Medical Leave Act protections to receive treatment for a substance use disorder when federal requirements are met.
• Drug and alcohol rehab may qualify. Depending on the circumstances, qualifying medical detox, residential addiction treatment, and continuing treatment can support an FMLA leave request.
• Mental health treatment may also qualify. Serious mental health conditions can fall under FMLA when they meet the definition of a serious health condition, including certain conditions requiring inpatient care or continuing treatment.
• FMLA covers much more than behavioral health. Qualifying leave can also involve serious physical health conditions, pregnancy, childbirth, bonding with a new child, caring for certain family members, and specific military-related circumstances.
• FMLA does not pay for rehab or medical treatment. FMLA is primarily a job-protection and leave law. Insurance benefits, paid leave, disability benefits, and treatment costs are separate issues.
• Addiction-related absences are not automatically protected. Federal regulations distinguish qualifying time away for substance use disorder treatment from absences caused simply by alcohol or drug use.
• FMLA eligibility is not automatic. Employer coverage, length of employment, hours worked, medical circumstances, notice, and certification requirements can all affect eligibility.
• How Brooks helps: Brooks Healing Center provides medical detox, residential addiction treatment, Partial Hospitalization Program services, and support for substance use disorders with co-occurring mental health symptoms. Our admissions team can explain treatment options, verify insurance benefits, and help patients understand what treatment documentation may be available as they navigate medical leave with their employer.

Medical and Legal Disclaimer: This article is provided for general educational purposes and is not legal advice. FMLA eligibility depends on the employee, employer, medical circumstances, treatment needs, documentation, and other factors. Employees with questions about their individual employment rights should speak with their employer’s human resources department, the U.S. Department of Labor, or a qualified employment attorney.

The Family and Medical Leave Act, commonly called FMLA, is a federal law designed to protect eligible employees who need time away from work for certain medical and family reasons. For someone experiencing addiction or a serious mental health condition, those protections can be especially important. Fear of losing a job, health insurance, income, or professional reputation may become one more reason to postpone treatment.

FMLA can potentially provide eligible employees with job-protected leave while they address a serious health condition, including qualifying treatment for a substance use disorder. It can also apply to serious mental health conditions, physical illnesses, pregnancy and childbirth, care for certain family members, and specific military-related circumstances.

However, the word “cover” can be confusing.

FMLA does not function like health insurance and does not pay for addiction treatment, psychiatric care, hospitalization, or other medical services. Instead, it provides qualifying employees with protected time away from work. For most qualifying reasons, eligible employees may receive up to 12 workweeks of FMLA leave during a 12-month period. Group health benefits generally must continue under the same conditions that would have applied if the employee had continued working.

What Does FMLA Cover?

For eligible employees working for covered employers, FMLA may provide job-protected leave for several major categories of medical and family needs.

Reason for Leave	Can FMLA Potentially Apply?
Addiction treatment	Yes, when substance use disorder treatment meets FMLA requirements
Drug or alcohol rehab	Yes, qualifying treatment may be covered
Mental health treatment	Yes, when the condition qualifies as a serious health condition
Serious physical illness or injury	Yes
Pregnancy and prenatal care	Yes
Childbirth and recovery	Yes
Bonding with a newborn	Yes
Adoption or foster placement	Yes
Caring for a spouse, child, or parent with a serious health condition	Yes
Certain military-related circumstances	Yes
Military caregiver leave	Yes, with separate rules allowing up to 26 workweeks in some circumstances
Missing work simply because of alcohol or drug use	Not necessarily
Paying for medical or addiction treatment	No. FMLA is not health insurance

Federal FMLA generally provides up to 12 workweeks of qualifying leave during a 12-month period. Qualifying military caregiver leave can provide up to 26 workweeks during a single 12-month period.

Does FMLA Cover Addiction Treatment?

Yes. FMLA can cover qualifying treatment for a substance use disorder.

Federal regulations specifically address substance use treatment. A substance use disorder may constitute a serious health condition when FMLA requirements are met, and leave may be taken for qualifying treatment provided by a healthcare provider or by a provider of healthcare services following referral from a healthcare provider.

This means an eligible employee may potentially use FMLA leave to step away from work and receive medically necessary addiction treatment.

There is, however, an important distinction.

Federal regulations state that absence because of an employee’s substance use is not automatically protected simply because that person has a substance use disorder. FMLA leave may be used for qualifying treatment rather than simply for being unable to work because someone was drinking or using drugs.

For someone considering addiction treatment in Tennessee, that difference makes it important to begin discussing leave requirements and medical documentation as early as reasonably possible.

Does FMLA Cover Drug Rehab?

Drug rehab may qualify for FMLA protection when the employee meets federal eligibility requirements and treatment is being provided for a qualifying serious health condition.

Depending on a person’s clinical needs, addiction treatment can occur at several different levels of care. Someone experiencing significant withdrawal symptoms may first require medical detox. After stabilization, another individual may require residential addiction treatment in a structured environment.

The specific name of a program does not determine FMLA eligibility by itself. The underlying medical condition, treatment being provided, clinical need, employee eligibility, documentation, and employer coverage all matter.

Does FMLA Cover Alcohol Rehab?

Qualifying treatment for alcohol use disorder may also be covered by FMLA.

The same federal regulation governing other substance use disorders applies to alcohol treatment. An eligible employee receiving qualifying treatment for alcohol use disorder may potentially take FMLA leave, while an absence caused simply by alcohol use is treated differently.

This distinction can be particularly important for employees who recognize that alcohol use is becoming unmanageable but are afraid to seek treatment because of work obligations.

Entering appropriate treatment before additional employment, medical, legal, or family consequences occur can allow someone to address the underlying condition instead of waiting for another crisis.

Can You Use FMLA for Detox?

Potentially.

Medical detox may qualify for FMLA when the employee satisfies eligibility requirements and treatment is being provided for a qualifying serious health condition.

Detox can be an important first stage of treatment when stopping alcohol or drugs creates significant withdrawal symptoms or when previous attempts to stop without medical support have been unsuccessful.

The medical detox program at Brooks Healing Center provides a structured environment with medical and clinical support during the early stages of recovery. Treatment planning can begin during detox so that stabilization leads into the appropriate next level of care rather than ending once acute withdrawal improves.

FMLA eligibility remains a separate employment determination, but documentation related to medically necessary treatment may be relevant to an employer’s medical-certification process.

Can FMLA Cover Residential Rehab?

Residential addiction treatment may qualify when the underlying substance use disorder and treatment satisfy FMLA requirements.

Under federal FMLA rules, a serious health condition can include conditions involving inpatient care or continuing treatment by a healthcare provider. U.S. Department of Labor guidance specifically notes that inpatient care for a serious mental health condition can include an overnight stay in a treatment center for addiction.

For people who need separation from everyday access to alcohol or drugs, environmental triggers, unstable surroundings, or patterns that repeatedly contribute to substance use, residential treatment at Brooks Healing Center provides a structured setting for recovery.

Residential treatment can involve individual and group therapy, relapse-prevention work, behavioral health support, education, family involvement, medication when clinically appropriate, wellness programming, and planning for continued recovery.

Can FMLA Cover a Partial Hospitalization Program?

Potentially.

A Partial Hospitalization Program, or PHP, provides intensive clinical care during the day without requiring the patient to remain in residential treatment overnight.

FMLA may sometimes be taken intermittently or through a reduced work schedule when medically necessary for a qualifying serious health condition. Protected leave therefore does not always have to consist of one uninterrupted block lasting several weeks.

The Partial Hospitalization Program at Brooks Healing Center provides structured daytime addiction treatment for people who do not require overnight residential care or who are transitioning from a higher level of care.

Whether a particular PHP schedule supports an FMLA request depends on the employee’s medical circumstances, healthcare certification, employer, and other applicable federal requirements.

Can Your Job Fire You for Going to Rehab?

An employer generally cannot retaliate against an eligible employee because that employee properly exercised FMLA rights to receive qualifying addiction treatment.

However, going to rehab does not create unlimited protection from every employment action.

Federal regulations allow employers to enforce certain established substance use policies when those policies have been properly communicated to employees and are applied in a nondiscriminatory manner. FMLA can protect qualifying leave for treatment, but it does not automatically erase otherwise-valid workplace policies or protect conduct unrelated to protected leave.

Employees dealing with disciplinary action, a positive workplace drug test, employment in a safety-sensitive occupation, or another complicated employment situation may benefit from discussing their individual circumstances with a qualified employment attorney.

Does FMLA Cover Mental Health?

Yes. Serious mental health conditions can qualify for FMLA protection.

Mental and physical health conditions are evaluated under the same serious-health-condition framework. According to the U.S. Department of Labor, a mental health condition can qualify when it involves inpatient care or continuing treatment by a healthcare provider.

Depending on the circumstances, qualifying conditions can include:

• Anxiety disorders
• Major depressive disorder
• Bipolar disorder
• Post-traumatic stress disorder
• Obsessive-compulsive disorder
• Eating disorders
• Schizophrenia and related disorders
• Other serious psychiatric or behavioral health conditions

A diagnosis by itself does not automatically establish FMLA eligibility. The severity of the condition, periods of incapacity, treatment requirements, employee eligibility, and other circumstances can all matter.

Does FMLA Cover Anxiety?

Anxiety may qualify when it rises to the level of a serious health condition under FMLA.

Some people experience occasional anxiety that does not substantially interfere with daily functioning. Others experience panic attacks, severe anxiety disorders, recurring periods of incapacity, or symptoms requiring continuing medical or psychological treatment.

The U.S. Department of Labor specifically uses chronic anxiety as an example of a condition that can qualify when the applicable requirements for continuing treatment are satisfied.

Does FMLA Cover Depression?

Depression may also qualify for FMLA when the condition meets the federal definition of a serious health condition.

Someone experiencing severe depression may require recurring psychiatric appointments, psychotherapy, medication management, intensive treatment, hospitalization, or periods away from work because symptoms prevent them from performing essential job duties.

As with anxiety, receiving a depression diagnosis does not automatically guarantee FMLA protection. Eligibility depends on the circumstances and whether federal requirements are met.

Can FMLA Cover Dual Diagnosis Treatment?

Potentially.

A dual diagnosis occurs when someone experiences both a substance use disorder and a co-occurring mental health condition. Someone might, for example, experience alcohol use disorder alongside depression, opioid addiction alongside anxiety, or another combination of substance use and psychiatric symptoms.

Either condition may potentially satisfy FMLA’s serious-health-condition requirements depending on the individual’s circumstances.

Brooks provides dual diagnosis treatment for people experiencing substance use disorders alongside co-occurring mental health symptoms that can be safely treated within Brooks’ addiction treatment setting.

Addressing both concerns can be important because untreated psychiatric symptoms may contribute to continued substance use, while ongoing substance use can worsen emotional and psychological symptoms.

What Other Health Conditions Does FMLA Cover?

FMLA is not limited to addiction treatment or mental healthcare.

A serious health condition may involve an illness, injury, impairment, or physical or mental condition involving qualifying inpatient care or continuing treatment by a healthcare provider.

Rather than maintaining one simple list of approved diagnoses, federal rules focus on whether the person’s condition and treatment meet the applicable criteria.

Depending on the circumstances, FMLA can potentially apply to serious conditions involving:

• Surgery and recovery
• Cancer treatment
• Serious injuries
• Chronic illnesses
• Neurological conditions
• Cardiovascular conditions
• Kidney disease
• Severe respiratory conditions
• Pregnancy-related medical conditions
• Other illnesses requiring qualifying inpatient care or continuing treatment

Does FMLA Cover Pregnancy and Childbirth?

Yes.

Eligible employees may use FMLA for qualifying pregnancy-related medical needs, prenatal care, periods of incapacity related to pregnancy, childbirth, and recovery.

Eligible parents can also use FMLA leave for bonding with a newborn.

Similar protections can apply following adoption or placement of a child in foster care.

Can You Take FMLA to Care for a Family Member?

Eligible employees can use FMLA to care for certain family members with qualifying serious health conditions.

Federal FMLA generally applies to care for a:

• Spouse
• Child
• Parent

Federal definitions involving individuals who stood in loco parentis, or in the role of a parent, can also apply in some circumstances.

Importantly for addiction treatment, an eligible employee may potentially take FMLA leave to provide qualifying care for a family member receiving substance use disorder treatment.

Department of Labor guidance specifically provides examples involving family participation in behavioral health and addiction treatment.

Can My Spouse Take FMLA While I Am in Rehab?

Potentially.

If one spouse is receiving qualifying addiction treatment, the other spouse may potentially use FMLA when their involvement constitutes qualifying care for a spouse with a serious health condition.

Providing care can include more than being physically present. Depending on the circumstances, it may include participating in treatment, helping with transportation, providing psychological support, or participating in clinically recommended family care.

The family member seeking leave must independently satisfy FMLA eligibility requirements.

What Military-Related Leave Does FMLA Cover?

FMLA also contains protections for qualifying military families.

Qualifying exigency leave may be available when an employee’s spouse, child, or parent is on covered active duty or receives notice of a qualifying deployment.

Military caregiver leave can provide an eligible employee with up to 26 workweeks of leave during a single 12-month period to care for a qualifying covered servicemember with a serious injury or illness.

Who Qualifies for FMLA?

Not every employee is eligible for federal FMLA protection.

Generally, an employee must:

• Work for a covered employer.
• Have worked for that employer for at least 12 months.
• Have completed at least 1,250 hours of service during the 12 months immediately before FMLA leave begins.
• Work at a location where the employer has at least 50 employees within 75 miles.

Private employers are generally covered when they employ at least 50 employees during the applicable federal period. Different employer-coverage rules apply to public agencies and public or private elementary and secondary schools.

Special rules and exceptions can apply to certain workers, so employees should verify their individual eligibility rather than assuming that having a qualifying medical condition automatically makes FMLA available.

How Long Does FMLA Last?

Eligible employees can generally receive up to 12 workweeks of FMLA leave during a 12-month period for most qualifying reasons.

The law does not necessarily require all 12 weeks to be taken continuously.

When medically necessary, FMLA can sometimes be taken intermittently or through a reduced work schedule. This may be relevant to people who require recurring treatment appointments, therapy, continuing medical care, or periodic time away because symptoms prevent them from working.

Qualifying military caregiver leave follows separate rules and can provide up to 26 workweeks during a single 12-month period.

Is FMLA Paid?

FMLA itself does not guarantee paid leave.

An eligible employee may receive job-protected FMLA leave even when the time away from work is unpaid.

However, FMLA leave may sometimes run at the same time as:

• Employer-provided sick leave
• Paid time off
• Vacation time
• Other employer-provided paid leave
• Certain disability benefits
• Applicable state paid-leave programs

The availability of those benefits depends on the employer, insurance coverage, state law, and individual circumstances.

Does FMLA Pay for Rehab?

No.

This is one of the most important distinctions for someone researching FMLA and addiction treatment.

FMLA protects qualifying leave from work. It does not function as health insurance and does not pay the cost of rehab.

Payment for addiction treatment is a separate issue involving health insurance benefits, deductibles, copays, coinsurance, medical-necessity requirements, network status, self-pay arrangements, and other funding considerations.

Brooks Healing Center accepts many major commercial health insurance plans. Individuals considering treatment can verify their insurance benefits with Brooks before admission.

Does Health Insurance Continue During FMLA?

During qualifying FMLA leave, an employer generally must maintain an employee’s group health insurance coverage under the same terms and conditions that would have applied if the employee had continued working.

That does not necessarily mean health insurance becomes free while the employee is away.

An employee who normally contributes toward health insurance premiums may generally still be responsible for their usual portion of those premiums.

Maintaining employer-sponsored insurance can be particularly important for someone entering addiction treatment because the health plan may separately provide benefits for detox, residential treatment, medications, behavioral healthcare, or other services.

Do You Have to Tell Your Employer You Are Going to Rehab?

Employees generally have to provide enough information for an employer to recognize that a request for leave may qualify under FMLA.

That does not necessarily mean an employee must tell coworkers, managers, or other staff every detail about a diagnosis or treatment plan.

An employer may request medical certification.

The Department of Labor states that FMLA medical certification does not necessarily have to include a specific diagnosis. It must instead provide sufficient appropriate medical information to support the need for qualifying leave.

Employees concerned about confidentiality can ask their HR department what documentation is required and how medical information is handled.

Who Fills Out FMLA Paperwork for Rehab?

The process typically involves the employee and employer, with medical certification completed by an appropriate healthcare provider when certification is requested.

Medical certification may include information such as:

• When the serious health condition began
• How long the condition is expected to last
• Appropriate medical facts concerning the condition
• Whether the employee is unable to perform one or more essential job functions
• How much leave is medically necessary
• Whether intermittent or reduced-schedule leave is medically necessary

A healthcare provider may provide a diagnosis, but Department of Labor guidance states that a diagnosis is not necessarily required for a complete certification.

When certification is requested, an employee generally must be allowed at least 15 calendar days to provide it, although additional time may be appropriate when circumstances outside the employee’s control prevent completion despite diligent, good-faith efforts.

How Do You Request FMLA for Addiction Treatment?

When addiction treatment can be planned in advance, beginning the FMLA process early can reduce unnecessary complications.

A typical process may involve:

1. Determine whether your employer is covered by FMLA.
2. Determine whether you meet employee eligibility requirements.
3. Speak with your employer or human resources department about the need for medical leave.
4. Complete any required employee paperwork.
5. Have an appropriate healthcare provider complete requested medical certification.
6. Return documentation within the required timeframe.
7. Follow employer procedures for communicating during leave and returning to work.

When the need for leave is foreseeable, an employee generally must provide 30 days’ advance notice when doing so is possible and practical.

When 30 days’ notice is not possible, notice generally must be provided as soon as practicable.

Addiction treatment is not always foreseeable. Someone may experience escalating withdrawal symptoms, relapse, overdose risk, psychiatric symptoms, or another situation requiring care quickly. Federal FMLA rules account for circumstances where advance notice cannot reasonably be provided.

Can FMLA Be Taken Intermittently?

Yes, FMLA may be taken intermittently when medically necessary for a qualifying serious health condition.

Instead of taking several consecutive weeks away from work, an eligible employee could potentially take smaller blocks of protected leave.

Depending on the medical circumstances, intermittent leave might involve recurring:

• Medical appointments
• Therapy sessions
• Psychiatric appointments
• Continuing treatment
• Medication management
• Periods of incapacity
• Follow-up healthcare visits

Whether intermittent leave is appropriate depends on the serious health condition, medical necessity, healthcare certification, and FMLA requirements.

What Does FMLA Not Cover?

FMLA does not create unlimited medical leave for every employee or every health-related absence.

Federal FMLA may not protect an absence when:

• The employee does not meet FMLA eligibility requirements.
• The employer is not covered by FMLA.
• The medical condition does not qualify as a serious health condition.
• Required notice is not provided.
• Required medical certification is not provided.
• Available FMLA leave has already been exhausted.
• The reason for the absence is not an FMLA-qualifying reason.
• An addiction-related absence results from substance use itself rather than qualifying treatment.

FMLA also does not:

• Guarantee paid leave.
• Pay medical bills.
• Determine whether health insurance covers treatment.
• Eliminate every workplace drug or alcohol policy.
• Prevent an employment action that would have occurred independently of protected FMLA leave.

Can You Go to Rehab Without Losing Your Job?

For employees who qualify, FMLA can provide an important pathway for taking time away from work to receive addiction treatment while retaining federal employment protections.

That does not mean every employee, employer, or treatment situation is automatically protected.

However, fear about employment should not prevent someone from learning what protections may actually be available.

If addiction is affecting your health, family, relationships, finances, work performance, or ability to function, delaying treatment may allow those consequences to become more severe.

Before assuming that treatment and employment cannot coexist, find out:

• Whether you qualify for FMLA.
• Whether your employer offers another medical-leave program.
• What level of treatment is clinically appropriate.
• What medical certification your employer requires.
• Whether your health insurance covers addiction treatment.
• Whether paid leave or disability benefits may be available.
• What will be required when you return to work.

You can also review the different levels of addiction treatment available at Brooks Healing Center before speaking with our admissions team.

How Brooks Healing Center Helps

Brooks Healing Center provides individualized addiction treatment for adults struggling with alcohol and substance use disorders in Tennessee and beyond.

Depending on a person’s clinical needs, care may include medical detox, residential addiction treatment, and our Partial Hospitalization Program. For people experiencing addiction alongside co-occurring psychiatric symptoms, Brooks also provides dual diagnosis treatment when those needs can be safely managed within our addiction treatment setting.

Our admissions team can help you understand which Brooks services may be appropriate, explain the admission process, review current availability, and verify your insurance benefits.

Brooks Healing Center does not approve FMLA requests, determine legal eligibility, or provide employment-law advice. However, if work responsibilities are one of the barriers preventing you from seeking treatment, we can help you understand what treatment may involve so you can have a better-informed conversation with your employer, human resources department, and healthcare providers.

You do not need to wait for addiction to cost you your career, health, relationships, or stability before asking what options are available.

Contact Brooks Healing Center or call admissions at (931) 486-8824 to discuss treatment options confidentially.

Frequently Asked Questions

Does FMLA cover rehab?

Qualifying addiction treatment can be protected under FMLA for eligible employees working for covered employers. The substance use disorder and treatment must meet applicable federal requirements.

Does FMLA cover drug rehab?

It can. Qualifying treatment for a drug-related substance use disorder may support FMLA leave when the employee and treatment circumstances satisfy federal requirements.

Does FMLA cover alcohol rehab?

Yes, qualifying treatment for alcohol use disorder may potentially receive FMLA protection. Federal regulations distinguish treatment from an absence caused simply by alcohol use.

Does FMLA cover detox?

Medical detox may potentially qualify when treatment is medically necessary, the substance use disorder meets applicable serious-health-condition requirements, and the employee otherwise qualifies for FMLA.

Does FMLA cover residential rehab?

Potentially. Federal guidance recognizes inpatient care as one way a serious health condition can qualify and specifically identifies overnight stays at addiction treatment facilities in its behavioral-health guidance.

Can I take FMLA for mental health?

Yes. A mental health condition may qualify when it meets FMLA’s definition of a serious health condition, including qualifying conditions requiring inpatient care or continuing treatment.

Does FMLA cover anxiety and depression?

Anxiety and depression may qualify when the severity, treatment requirements, and periods of incapacity satisfy FMLA requirements. Receiving a diagnosis alone does not automatically establish eligibility.

Is FMLA paid?

FMLA itself does not guarantee paid leave. Employer-provided PTO, sick time, other paid leave, disability benefits, or applicable state programs may sometimes provide income while FMLA is also being used.

Does FMLA pay for addiction treatment?

No. FMLA provides qualifying leave and employment protections. Health insurance and other payment arrangements separately determine how addiction treatment is paid for.

How long can you take FMLA?

Eligible employees may generally receive up to 12 workweeks of FMLA leave during a 12-month period for most qualifying reasons. Qualifying military caregiver leave can provide up to 26 workweeks during a single 12-month period.

Can my employer ask for proof that I need rehab?

An employer may request appropriate medical certification supporting the need for FMLA leave. The certification can include relevant medical facts and expected leave needs, although a specific diagnosis is not necessarily required.

Do I have to tell my employer that I have an addiction?

You generally must provide sufficient information for your employer to recognize that FMLA may apply, and medical certification may be required. That does not necessarily mean every detail of your diagnosis or treatment must be disclosed.

Can a spouse take FMLA while someone is in rehab?

Potentially. An eligible employee may take FMLA leave to provide qualifying care for a spouse, child, or parent receiving treatment for a serious health condition, including qualifying substance use disorder treatment.

References

Legal Information Institute. (n.d.). 29 C.F.R. § 825.119: Leave for treatment of substance abuse. Cornell Law School. https://www.law.cornell.edu/cfr/text/29/825.119

U.S. Department of Labor, Wage and Hour Division. (2022, May). Fact Sheet #28O: Mental health conditions and the FMLA. https://www.dol.gov/agencies/whd/fact-sheets/28o-mental-health

U.S. Department of Labor, Wage and Hour Division. (2023, March). Fact Sheet #28F: Reasons that workers may take leave under the Family and Medical Leave Act. https://www.dol.gov/agencies/whd/fact-sheets/28f-fmla-qualifying-reasons

U.S. Department of Labor, Wage and Hour Division. (2025, March). Fact Sheet #28: The Family and Medical Leave Act. https://www.dol.gov/agencies/whd/fact-sheets/28-fmla

U.S. Department of Labor, Wage and Hour Division. (2025, March). Fact Sheet #28A: Employee protections under the Family and Medical Leave Act. https://www.dol.gov/agencies/whd/fact-sheets/28a-fmla-employee-protections

U.S. Department of Labor, Wage and Hour Division. (2025, March). Fact Sheet #28E: Employee notice requirements under the Family and Medical Leave Act. https://www.dol.gov/agencies/whd/fact-sheets/28e-fmla-employee-notice

U.S. Department of Labor, Wage and Hour Division. (2025, March). Fact Sheet #28G: Medical certification under the Family and Medical Leave Act. https://www.dol.gov/agencies/whd/fact-sheets/28g-fmla-serious-health-condition

U.S. Department of Labor, Wage and Hour Division. (n.d.). Fact Sheet #28P: Taking leave from work when you or your family member has a serious health condition under the FMLA. https://www.dol.gov/agencies/whd/fact-sheets/28p-taking-leave-when-you-or-family-has-health-condition

U.S. Department of Labor, Wage and Hour Division. (n.d.). Mental health and the FMLA. https://www.dol.gov/agencies/whd/fmla/mental-health

U.S. Department of Labor, Wage and Hour Division. (n.d.). How to talk to your employer about taking time off for family and medical reasons. https://www.dol.gov/agencies/whd/fmla/how-to-talk-to-your-employer-about-leave