Skip to content

Family and Medical Leave Act (FMLA) Indiana: How Does It Work?

7 min read

Let’s delve into the nuances of the Family and Medical Leave Act (FMLA) as it applies in Indiana.

We will explore eligibility criteria, types of leave available, and both federal and state-specific legal provisions.

Understanding these laws is essential for Indiana’s workforce to effectively manage work-life balance.

This article serves as an invaluable resource for employees and employers alike, shedding light on the rights, responsibilities, and procedures under the FMLA in Indiana.


What is Family and Medical Leave Act (FMLA)?

As a landmark piece of legislation in the United States, the Family and Medical Leave Act (FMLA) was enacted in 1993. In the beginning, it was recognized that workers facing health crises, without losing their jobs, needed help.

In essence, FMLA allows employees 12 weeks of unpaid, job-protected leave per year while maintaining their health insurance coverage. All government agencies, elementary and secondary schools, and companies with 50 or more employees are covered by this law. FMLA covers a wide range of situations, including illness, childbirth, adoption, and military family circumstances.

demo banner human resources

FMLA: Eligibility Criteria in Indiana

In Indiana, the Family and Medical Leave Act (FMLA) sets specific criteria to determine who is covered under its provisions.

eligibility criteria fmla indiana

  • Employer Eligibility: FMLA applies to private-sector employers with 50 or more employees within a 75-mile radius, for at least 20 workweeks in the current or preceding calendar year. It also encompasses all public agencies, including local, state, and federal employers, and public and private elementary and secondary schools, regardless of the number of employees.
  • Employee Eligibility: To be eligible for FMLA leave, an employee must have worked for a covered employer for at least 12 months (not necessarily consecutive). They must have worked a minimum of 1,250 hours during the 12 months prior to the start of the FMLA leave. The employee should be working at a location where the employer has at least 50 employees within a 75-mile radius.

Qualifying Reasons under the FMLA in Indiana

Under the Family and Medical Leave Act (FMLA) in Indiana, employees are entitled to take leave for several significant reasons:

reasons fmla indiana

  • Personal: Leave for an employee’s own serious health issue
  • Family Member’s Serious Health Conditions:  This includes to care for a spouse, child, or parent suffering from a serious health condition.
  • Birth, Adoption, or Foster Care Placement of a Child: FMLA allows parents to take leave for the birth of a child, as well as for the adoption or foster care placement of a child, providing time for bonding and care.
  • Military-Related Exigencies and Caregiver Leave: Employees may take leave for reasons related to a family member’s military service, including exigencies arising from a family member’s deployment. FMLA also provides for a longer leave (up to 26 weeks) to care for a family member who is a service member with a serious injury or illness.

Duration and Types of Family and Medical Leaves in Indiana

Duration of leaves under the Family and Medical Leave Act (FMLA)

  • Maximum Duration of FMLA Leave: Employees are entitled to a maximum of 12 weeks of unpaid leave within a 12-month period. In the case of military caregiver leave, this duration extends to 26 weeks.

Types of Family and Medical Leaves in Indiana

  • Continuous Leave: This involves taking a continuous, uninterrupted leave period.
  • Intermittent Leave: This type of leave allows employees to take FMLA leave in separate blocks of time due to a single qualifying reason.
  • Reduced Schedule Leave: This allows an employee to reduce their working hours, either daily or weekly, for a period of time due to a qualifying reason.

Employee Rights and Employer Obligations Under the FMLA Leave

rights fmla indiana

Job Security

Employees are guaranteed the right to return to the same or an equivalent position.

This protection ensures job security, even after an extended period away for qualifying reasons.

Health Insurance Maintenance

Employers must maintain the employee’s health insurance under the same terms and conditions as if they had not taken leave.

Employees continue to be responsible for their portion of health insurance premiums.

Protection of Employee Benefits

Employee’s benefits are maintained as if the worker is actively working.

Employer’s Role in Granting Leave and Maintaining Compliance

Employers are required to grant leave to eligible employees for qualifying reasons under the FMLA.

They must also keep accurate records and comply with all aspects of the FMLA, including not interfering with, restraining, or denying the exercise of FMLA rights.

Employers are prohibited from retaliating against employees for taking FMLA leave.

How To Request FMLA Leave in Indiana

Step-by-Step Guide on How Employees Can Request FMLA Leave

  1. Determine Eligibility: You must work at a location with 50 or more employees within a 75-mile radius and be employed for at least 12 months by a covered employer.
  2. Understand the Reason for Leave: Determine your FMLA qualifying reason, such as personal health issues, family member care, birth or adoption of a child, or military exigencies.
  3. Notify Your Employer: Notify your employer in writing or verbally of your need for FMLA leave. While immediate notice is not always possible, FMLA generally requires 30 days’ advance notice.
  4. Submit Required Forms and Documentation: Complete any FMLA leave request forms provided by your employer. Provide medical certification or other required documentation to support your leave request, such as a doctor’s note or military orders, if applicable.
  5. Await Employer Response: After submitting your request, your employer must respond within five business days, notifying you of your eligibility and detailing any additional information required.
  6. Coordinate Leave Details: Discuss with your employer the specifics of your leave, such as the start date, duration, and any potential need for intermittent leave or a reduced schedule.
  7. Understand Your Rights and Responsibilities: Review the rights and responsibilities under FMLA, including job protection, health insurance continuation, and any obligations you have during your leave.

Documentation and Notice Requirements

  • Medical Certification: If you need leave due to serious medical conditions (personal or family), provide a medical certificate. The certification should include the date the condition began, its expected duration, and relevant medical facts.
  • Advance Notice: In case of foreseeable leave, such as childbirth or planned medical treatment, provide at least 30 days’ notice.
  • Periodic Updates: Keep your employer informed about your status and intent to return to work, especially if the leave duration changes.
  • Fitness-for-Duty Certification: Provide your employer with a fitness-for-duty certification before returning to work from serious health leave.

Federal vs State Specifics: Comparison of FMLA and Indiana’s State Law

Nature of Leave

  • FMLA: Provides up to 12 weeks of unpaid, job-protected leave for various reasons, including serious health conditions, care for a new child, a seriously ill family member, or certain military family needs.
  • Indiana Law: Aligns with FMLA, offering similar provisions for state employees. Additional details and procedures are specified for state personnel.

Eligibility and Coverage

  • FMLA: Applicable to public agencies, public/private schools, and private-sector employers with 50 or more employees. Requires 12 months of employment and at least 1,250 hours worked in the preceding 12 months.
  • Indiana Law: Follows FMLA guidelines. State-specific details apply to state employees, including processes for application and determining eligibility.

Job Protection and Health Insurance

Both FMLA and Indiana law ensure job protection during leave. Under FMLA, maintaining health insurance during leave is mandated.

Discrimination and Retaliation Protections

Both federal and Indiana law safeguard employees from discrimination or retaliation for taking leave under FMLA.

Coordination with Other Benefits

Indiana law, in line with FMLA, coordinates leave with other state-specific benefits for state employees.

Interaction Between Federal and State Laws

Indiana’s approach to family and medical leave closely mirrors the FMLA, with specific applications for state employees. There aren’t additional state-specific leave entitlements beyond what is outlined in the FMLA, but the state provides detailed guidelines for its employees.

Resources for Indiana

Here are other important Indiana related articles

FMLA per State

demo banner human resources

FAQ about Family and Medical Leave in Indiana

1. What is FMLA?

Enacted in 1993, the FMLA allows for 12 weeks of unpaid, job-protected leave per year, covering various situations like illness, childbirth, adoption, and military family circumstances.

2. Who is eligible for FMLA in Indiana?

Employees must have worked for a covered employer for 12 months and 1,250 hours in the previous year. Employers covered include those with 50+ employees within 75 miles, all government agencies, and schools.

3. What are the qualifying reasons for FMLA leave in Indiana?

Reasons include an employee’s own serious health condition, caring for an ill family member, childbirth, adoption, foster care, and military-related needs.

4. How long can I take FMLA leave in Indiana?

Up to 12 weeks of unpaid leave in a 12-month period, extended to 26 weeks for military caregiver leave.

5. What types of leave are available under FMLA in Indiana?

Continuous, intermittent, and reduced schedule leave.

6. What are my rights under FMLA leave?

Job security, health insurance maintenance, and protection of employee benefits.

7. What are my responsibilities when requesting FMLA leave in Indiana?

Determine eligibility, understand the reason for leave, notify your employer, submit required documentation, and coordinate leave details.

8. Are there specific documentation and notice requirements for FMLA?

Yes, including medical certification, advance notice for foreseeable leave, periodic updates, and fitness-for-duty certification.

9. How does Indiana’s FMLA law compare to federal law?

Indiana aligns with federal FMLA guidelines, with specific applications and processes for state employees.

HR Expert | Talent Management Enthusiast. You've found the right place! I'm Jose Sanchez, your expert HR guide with extensive experience in HR insight and talent management. I write about how businesses can thrive by nurturing and leveraging their talent. When I'm not immersed in HR, I love to explore the fascinating worlds of physics and psychology.

Related posts