FMLA eligibilityīefore worrying about whether or not a condition qualifies as a serious health condition, it’s a good idea to verify that the employee is even eligible for FMLA leave. It can be used for bonding with newborns, adopted children, and foster children, to care for a sick family member, or when an employee is suffering from a serious health condition. The Family and Medical Leave Act (FMLA) is a federal labor law that grants eligible employees the ability to take up to 12 weeks of job-protected unpaid leave within a 12-month period for qualifying family or medical purposes.
#CALLING IN SICK MIGRAINE HOW TO#
If you’re not quite sure how to handle them, keep reading to learn more about FMLA eligibility for migraines and how to process FMLA requests related to the condition. Migraines are a relatively common medical condition, so employers may see migraine FMLA requests somewhat frequently. These symptoms often come on abruptly and understandably can make it incredibly difficult for an employee to work. Migraines are also often accompanied by nausea, vomiting, and light sensitivity. The Mayo Clinic defines a migraine as a “headache that can cause severe throbbing pain or a pulsing sensation, usually on one side of the head”. They are a neurological disorder that can severely impact individuals. However, that doesn’t mean they don’t qualify for FMLA leave. Invisible illnesses like migraines often receive the most scrutiny, as their severe impact on the employee may be less apparent to employers when compared to more visible health conditions. There is often confusion about what exactly qualifies as a serious health condition. The Family and Medical Leave Act (FMLA) allows eligible employees to take job-protected unpaid leave while they are incapacitated by or seeking care for a serious health condition.
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