FMLA in the Workplace

The Family Medical Leave Act is a government required employment law. This law mandates that any company involved in commerce with over 50 employees to provide its employees 12 weeks of unpaid but job protected leave to individuals that are eligible for severe illnesses of themselves or close family (spouse, children etc...), pregnancy, pregnancy troubles, adoption, and foster care placement. It mirrors another law Title VII, which also requests that employers allow medical leave to employees in specific situations. The reasoning behind the law is that Congress thought it would be a way to promote the family unit by allowing time for families to be off for sicknesses or babies. Congress was also concerned that the lack of labor laws was creating a significant dilemma for pregnant mothers, and it was making it so employees had to choose between their children/family and their job security.

The cost for FMLA for one year for companies is $21 billion. This is with an average of 18% of employees using FMLA an average of 10 days. The money required for FMLA is not even counting a general corporations money already invested in current sick leave programs and maternity plans. Individuals use FMLA instead of the company's other plans which risks their job security. This law appears to be accessible and easily used within companies. However, there are significant troubles with how employers apply the law within their own companies.

The problems that you see most with FMLA are listed here: