Family and Medical Leave Act (FMLA)
The Family and Medical Leave Act (FMLA) is a federal law which provides you with unpaid job-protected time off for a wide range of reasons, including medical issues. Although these leaves are unpaid, you may be able to use disability benefits at the same time to replace a portion of your lost income.
Eligibility
To be eligible for FMLA, you must meet two conditions:
- You must have at least one year of service with Stanford; and
- You must have worked at least 1,250 hours at Stanford within the last 12 months.
Reasons for Using FMLA
Only certain conditions qualify for FMLA, some of the most common ones include:
- You have a serious health condition that prevents you from doing your job
- You are unable to work for reasons related to pregnancy
- You are taking time off from your job to bond with a newborn child, including placement of a child for adoption or foster care
- You need to care for an immediate family member with a serious health condition
- You need to care for an armed services member who has become seriously injured in the line of duty; or for an emergency due to a family member's active duty; or call to active duty in any branch of the U.S. Armed Forces
What FMLA Gives You
If you meet the eligibility requirements, you can take up to 12 weeks of unpaid, job-protected leave during a 12-month period. You do not have to take this leave all at once.
View more information about our policy in the Administrative Guide 2.3.5
View the FMLA entitlement calculation FAQ
Pay While on Leave
FMLA is unpaid leave.
However, you may be able to use the paid time off you have accrued, including sick time, PTO, floating holiday, or vacation hours, while on FMLA.
If you are using FMLA for your own medical condition, it is possible you will be eligible to use other benefits, such as disability, to replace part of your income while you are on leave.
Learn more about disability benefits
Learn more about pregnancy-related disability benefits
Benefits While on Leave
While using a paid disability benefit, you will continue to pay your benefit contributions through the usual payroll deductions as long as you have accrued time off available.
If your FMLA is unpaid, we will continue to pay a portion of your benefits and you will be billed for your share of the cost on an after-tax basis.
The only benefit you cannot continue to receive during FMLA is a Dependent Day Care Flexible Spending Account—this account will be suspended during your leave.
Contact the University HR Service Team within 31 days of going on leave to discuss eligible changes to your coverage.
View more information about what happens to your benefits when you go on leave
Submitting a Leave Request
When it is time to file your leave, visit Liberty Mutual’s website (claimant service ID: stanford) or call (800) 896-9375.
You will need five pieces of information:
- Your physician or medical care provider’s contact information
- The reason you are going on leave
- The last day you will work
- The first day you will be absent from work, and
- Your anticipated date of return to work
If you file a disability claim first, you may not have to file a separate FMLA request. The Liberty Mutual claim team will coordinate with the FMLA leave specialist so you do not have to file twice.
Returning to Work
Before your approved leave ends, you will need to plan for your return. Notify your manager and your HR representative, and put together any necessary paperwork.
