{"id":14855,"date":"2020-03-30T21:51:07","date_gmt":"2020-03-30T19:51:07","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=14855"},"modified":"2025-03-18T13:25:54","modified_gmt":"2025-03-18T11:25:54","slug":"intermittent-leave","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/intermittent-leave\/","title":{"rendered":"Managing Intermittent Leave &#038; Medical Leave of Absences"},"content":{"rendered":"<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Requesting an intermittent leave of absence can be a complicated process for employers and employees alike. Applications require a lot of detail and supporting evidence in most cases. In addition, <\/span><b>intermittent FMLA (Family &amp; Medical Act) guidelines<\/b><span style=\"font-weight: 400;\"> are regularly updated which makes it hard to keep on top of current FMLA regulations and requirements.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">This post will focus on<\/span><b> managing intermittent leave<\/b><span style=\"font-weight: 400;\">, including what employers must request from employees to validate their requests, what the<\/span><b> eligibility criteria<\/b><span style=\"font-weight: 400;\"> is for granting leave for injury or illness, and what <\/span><b>best practices<\/b><span style=\"font-weight: 400;\"> are advised for administering family and medical leave.<\/span><\/p>\n<ul>\n<li><a href=\"#what\">What is an Intermittent Leave of Absence?<\/a><\/li>\n<li><a href=\"#how\">FMLA Intermittent Leave Paperwork<\/a><\/li>\n<li><a href=\"#rules\">Intermittent FMLA Guidelines<\/a><\/li>\n<li>Employer Tips to Intermittent Absence<\/li>\n<li><a href=\"#can\">Can an Employer Deny FMLA Intermittent Leave?<\/a><\/li>\n<li><a href=\"https:\/\/factorialhr.com\/holidays-leaves-software\">Time Off Management Software \u2705<\/a><\/li>\n<\/ul>\n<p><span id=\"hs-cta-wrapper-5b34063f-4e5c-420a-8bc8-af7620e5af29\" class=\"hs-cta-wrapper\"><script charset=\"utf-8\" src=\"https:\/\/js.hscta.net\/cta\/current.js\"><\/script><script type=\"text\/javascript\"> hbspt.cta.load(4960096, '5b34063f-4e5c-420a-8bc8-af7620e5af29', {\"useNewLoader\":\"true\",\"region\":\"na1\"}); <\/script><\/span><!-- end HubSpot Call-to-Action Code --><\/p>\n<h2><strong><a name=\"what\"><\/a>Intermittent Leave Meaning: What is an Intermittent Leave of Absence?<\/strong><\/h2>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.dol.gov\/general\/topic\/benefits-leave\/fmla\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">Family and Medical Leave Act (FMLA)<\/span><\/a><span style=\"font-weight: 400;\"> is a program regulated by the United States Department of Labor (DOL) that allows employees covered by the Act to take an unpaid, medical <a href=\"https:\/\/factorialhr.com\/blog\/leave-of-absence-policy\/\" target=\"_blank\" rel=\"noopener\">leave of absence<\/a> from their jobs.\u00a0<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">The FMLA allows qualified employees to take 12 weeks of unpaid, job-protected <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-annual-leave\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">leave<\/span><\/a><span style=\"font-weight: 400;\"> per year for medical reasons or to care for sick family members. Employee leaves can receive approval<\/span><span style=\"font-weight: 400;\">\u00a0after recently given birth, for serious medical conditions, or while caring for a family member with a serious medical condition. Once the leave duration is over, the employee must return to the same job or a similar position, and maintain all employment and health benefits.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Like other types of regulated <a href=\"https:\/\/factorialhr.com\/blog\/unpaid-time-off\/\" target=\"_blank\" rel=\"noopener\">unpaid time off<\/a>, there are certain<\/span><b> requirements that must be met<\/b><span style=\"font-weight: 400;\"> before an employee can apply for an intermittent leave of absence. Firstly, the employee must have worked for the employer for at least 12 months. They must also have worked at least 1,250 hours for the employer in the 12 months immediately preceding the leave.\u00a0<\/span><\/p>\n<p><iframe title=\"YouTube video player\" src=\"\/\/www.youtube.com\/embed\/4KkQhzutyrE?si=6ZIfTA-fPfNL4Yct\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\n<p><strong><em>Relevant:<\/em> <\/strong>Watch this quick overview to understand how FMLA works in the U.S. (it&#8217;s less than 6 minutes!)<\/p>\n<h2><strong>Intermittent FMLA Paperwork: How Do You Complete it?<\/strong><\/h2>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Applying for intermittent leave can be a complicated process. For this reason, it\u2019s especially vital that all employers are aware of updated requirements and guidelines. Employees should have a complete understanding of what the application entails and which requests can receive approval.<\/span><\/p>\n<h3 style=\"text-align: justify;\"><strong>Step 1: Determine Eligibility to Apply for Intermittent Leave<\/strong><\/h3>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Employees can apply for FMLA intermittent leave for the following reasons:<\/span><\/p>\n<ul style=\"text-align: justify;\">\n<li style=\"font-weight: 400;\"><b>To take care of a child.<\/b><span style=\"font-weight: 400;\"> This includes time for bonding with a newborn baby, with a newly adopted child, or with a recently placed foster child. Employees can also take FMLA leave in the event of a complicated pregnancy.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>To care for a sick family member<\/b><span style=\"font-weight: 400;\">. This includes caring for a spouse, parent or child with a serious health condition. A medical certification from a health care provider is usually necessary.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>If you have a serious health condition <\/b><span style=\"font-weight: 400;\">that is affecting your ability to perform one or more of your essential duties. It is also a requirement to provide corresponding certifications.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A qualifying <\/span><b>exigent situation<\/b><span style=\"font-weight: 400;\"> in the event a spouse, child or parent is on active duty service (such as short-notice deployment, military events and related activities).<\/span><\/li>\n<\/ul>\n<h3 style=\"text-align: justify;\"><strong>Step 2: Download Intermittent FMLA Paperwork<\/strong><\/h3>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">The intermittent FMLA form can be downloaded from the Department of Labor\u2019s <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/fmla\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">FMLA website<\/span><\/a><span style=\"font-weight: 400;\">. Select the form that best fits your circumstances:<\/span><\/p>\n<ul style=\"text-align: justify;\">\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">WH-380-E form if you are requesting FMLA leave <\/span><b>due to a personal medical condition<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">WH-380-F form if you are <\/span><b>caring for a family member<\/b><span style=\"font-weight: 400;\"> with a serious medical condition.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">WH-384 form if you are requesting FMLA leave under the active duty <\/span><b>\u201cqualifying exigency\u201d provision.<\/b><\/li>\n<\/ul>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">You can also call the Department of Labor (DOL) directly or visit a regional DOL office to obtain an FMLA form.<\/span><\/p>\n<h3 style=\"text-align: justify;\"><strong>Step 3: Employer and Employee Complete Intermittent FMLA Paperwork<\/strong><\/h3>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Employees must ask their employer to complete Section 1 of the form. Requested information includes name, job description, work schedule, and job functions.\u00a0<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">After the employers finish, the employee must complete Section 2 of the form. If an employee is applying as a caregiver they may need to provide medical documentation for their family member&#8217;s health condition.<\/span><\/p>\n<h3 style=\"text-align: justify;\"><strong>Step 4: Employee Meets with a Healthcare Provider<\/strong><\/h3>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Employees must then take their form to their healthcare provider within 15 days of receiving it from their employer. Additionally, they should provide any information about any medical conditions in the form. This could include the type of condition, prescribed medications, side effects that may affect their ability to work, and medical treatment options.\u00a0<\/span><\/p>\n<h3 style=\"text-align: justify;\"><strong>Step 5: Employer Approves Intermittent FMLA Paperwork<\/strong><\/h3>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">After including all medical information, the employer should go over the form for a full review. If all information is complete and conditions are met, the request can be sent for approval.<\/span><\/p>\n<p><!--HubSpot Call-to-Action Code --><span id=\"hs-cta-wrapper-436ee982-67e7-49b4-bf2b-4fde27fc621a\" class=\"hs-cta-wrapper\"><span id=\"hs-cta-436ee982-67e7-49b4-bf2b-4fde27fc621a\" class=\"hs-cta-node hs-cta-436ee982-67e7-49b4-bf2b-4fde27fc621a\"><!-- [if lte IE 8]>\n\n\n<div id=\"hs-cta-ie-element\"><\/div>\n\n\n<![endif]--><a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/4960096\/436ee982-67e7-49b4-bf2b-4fde27fc621a\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" id=\"hs-cta-img-436ee982-67e7-49b4-bf2b-4fde27fc621a\" class=\"hs-cta-img aligncenter\" style=\"border-width: 0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/4960096\/436ee982-67e7-49b4-bf2b-4fde27fc621a.png\" alt=\"New call-to-action\" width=\"900\" height=\"308\" \/><\/a><\/span><script charset=\"utf-8\" src=\"https:\/\/js.hscta.net\/cta\/current.js\"><\/script><script type=\"text\/javascript\"> hbspt.cta.load(4960096, '436ee982-67e7-49b4-bf2b-4fde27fc621a', {\"useNewLoader\":\"true\",\"region\":\"na1\"}); <\/script><\/span><!-- end HubSpot Call-to-Action Code --><\/p>\n<h2><strong><a name=\"rules\"><\/a>Intermittent FMLA Guidelines<\/strong><\/h2>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Aside from the aforementioned procedures, there are various rules and guidelines to ensure the validity of requests. These rules also help guide HR departments so that they are able to efficiently manage and monitor all requests. They can then and design the best practices for administering intermittent leaves.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400; text-align: justify;\"><b>Eligibility is not automatic <\/b><span style=\"font-weight: 400;\">and organizations can dispute suspicious employee claims.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\"><span style=\"font-weight: 400;\">Employees can take up to<\/span><b> 26 weeks of unpaid FMLA leave in each 12-month period<\/b><span style=\"font-weight: 400;\"> to care for family members who suffered a serious injury or illness related to military service.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\"><span style=\"font-weight: 400;\">Families of National Guard and Reserve employees on active duty can take up to 12 weeks of job-protected FMLA leave per year.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\"><span style=\"font-weight: 400;\">Leave can be designated retroactively. For example, say an employee develops a serious health condition requiring hospitalization during the second week of a holiday.\u00a0 That week of absence falls under FMLA leave rather than as vacation leave.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\"><span style=\"font-weight: 400;\">Wherever possible, employees must consult with employers to schedule medical appointments at a time that does not impact operations.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\"><span style=\"font-weight: 400;\">Companies <\/span><b>can temporarily transfer an employee on intermittent leave<\/b><span style=\"font-weight: 400;\"> to minimize the effect of that person\u2019s absence on overall operations. Pay and benefits must remain the same. Additionally, the employee must be able to return to their original position once the intermittent leave period\u2019s over.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\"><span style=\"font-weight: 400;\">Companies can lay off, discipline and terminate those employees who violate company policies or perform poorly whilst on leave.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\"><span style=\"font-weight: 400;\">To classify as a serious medical condition, employees must be absent due to incapacity for a minimum of three full, consecutive calendar days. Also, they must have two related visits to a health care provider within 30 days of the period of incapacity.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\"><span style=\"font-weight: 400;\">Employees who take intermittent FMLA leave must follow the employer\u2019s regular call-in procedures for reporting an absence.<\/span><\/li>\n<\/ul>\n<p><!--HubSpot Call-to-Action Code --><span id=\"hs-cta-wrapper-5b34063f-4e5c-420a-8bc8-af7620e5af29\" class=\"hs-cta-wrapper\"><span id=\"hs-cta-5b34063f-4e5c-420a-8bc8-af7620e5af29\" class=\"hs-cta-node hs-cta-5b34063f-4e5c-420a-8bc8-af7620e5af29\"><!-- [if lte IE 8]>\n\n\n<div id=\"hs-cta-ie-element\"><\/div>\n\n\n<![endif]--><a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/4960096\/5b34063f-4e5c-420a-8bc8-af7620e5af29\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" id=\"hs-cta-img-5b34063f-4e5c-420a-8bc8-af7620e5af29\" class=\"hs-cta-img aligncenter\" style=\"border-width: 0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/4960096\/5b34063f-4e5c-420a-8bc8-af7620e5af29.png\" alt=\"time-off-tracker\" width=\"900\" height=\"309\" \/><\/a><\/span><script charset=\"utf-8\" src=\"https:\/\/js.hscta.net\/cta\/current.js\"><\/script><script type=\"text\/javascript\"> hbspt.cta.load(4960096, '5b34063f-4e5c-420a-8bc8-af7620e5af29', {\"useNewLoader\":\"true\",\"region\":\"na1\"}); <\/script><\/span><\/p>\n<p><!-- end HubSpot Call-to-Action Code --><\/p>\n<h2>Employer Tips for Intermittent Absence<\/h2>\n<p>When an employee takes intermittent time off, it can be hard to navigate their absence and your business at the same time. After carefully understanding the FMLA guidelines, it is also good practice to follow these simple tips.<\/p>\n<ul>\n<li><strong>Be careful when denying a request for intermittent leave.<\/strong> Any hasty decisions could lead to a FMLA violation which could result in costly legal fees and penalties. To ensure you follow FMLA&#8217;s guidelines, it&#8217;s important to request all the necessary information and documents you need to make your decision. Remember, employers<\/li>\n<li><strong>Don&#8217;t limit your employee&#8217;s intermittent FMLA usage.<\/strong> If your employee is eligbile for leave, do not interfere with their time off. However, you may request if they have a planned medical treatment to schedule it during a time that does not interfere with business operations.<\/li>\n<li><strong>Keep records and document everything.\u00a0<\/strong>Make sure you communicate with your employee in a clear and open way to ensure you receive all the relevant documents to stay compliant with FMLA regulations. This could be leave requests, approvals, partial use of PTO, etc.<\/li>\n<\/ul>\n<h2><strong><a name=\"can\"><\/a>Can an Employer Deny FMLA Intermittent Leave?<\/strong><\/h2>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">For a company, FMLA intermittent leave can have a serious effect on productivity and scheduling. Because of this, it is vital for HR departments to have clear management guidelines to prevent any potential bogus claims.\u00a0<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Although employers cannot, strictly speaking, deny an intermittent Family &amp; Medical Act leave request unless, on justified grounds, the newly updated rules can enable HR departments to make direct contact with employee health care providers to clarify and verify medical reasons for requesting leave.\u00a0<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">To manage processes efficiently, HR managers must take note of FMLA regulations and revisions. In addition, it&#8217;s crucial to <a href=\"https:\/\/factorialhr.com\/blog\/conducting-an-hr-audit\/\" target=\"_blank\" rel=\"noopener noreferrer\">perform regular audits<\/a> to ensure policies and employee handbooks are up to date, and regularly check the validity of internal procedures for managing intermittent medical leave. Employees, in turn, must follow employer intermittent FMLA procedures while reporting an absence as well as while fulfilling all FMLA requirements when applying.<\/span><\/p>\n<p style=\"text-align: left;\"><strong><a href=\"https:\/\/factorialhr.com\/holidays-leaves-software\" target=\"_blank\" rel=\"noopener\">Easily manage employee leave requests with Factorial<\/a> &#8211; Try it for free!<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Requesting an intermittent leave of absence can be a complicated process for employers and employees alike. Applications require a lot of detail and supporting evidence in most cases. In addition, intermittent FMLA (Family &amp; Medical Act) guidelines are regularly updated which makes it hard to keep on top of current FMLA regulations and requirements. This<a href=\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":136,"featured_media":14857,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-14855","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"time-off"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Managing Intermittent Leave &amp; Medical Leave of Absences<\/title>\n<meta name=\"description\" content=\"Navigating intermittent leave is complicated. This guide walks you through FMLA requirements, employee eligibility, and how to manage leave.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Managing Intermittent Leave &amp; Medical Leave of Absences\" \/>\n<meta property=\"og:description\" content=\"Navigating intermittent leave is complicated. This guide walks you through FMLA requirements, employee eligibility, and how to manage leave.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2020-03-30T19:51:07+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-03-18T11:25:54+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/03\/30214924\/intermittent-leave.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"795\" \/>\n\t<meta property=\"og:image:height\" content=\"450\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Factorial\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Factorial\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/\"},\"author\":{\"name\":\"Factorial\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/7b5a5469052118a0a452edb12733e380\"},\"headline\":\"Managing Intermittent Leave &#038; Medical Leave of Absences\",\"datePublished\":\"2020-03-30T19:51:07+00:00\",\"dateModified\":\"2025-03-18T11:25:54+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/\"},\"wordCount\":1435,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; Finance\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/\",\"url\":\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/\",\"name\":\"Managing Intermittent Leave & Medical Leave of Absences\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#website\"},\"datePublished\":\"2020-03-30T19:51:07+00:00\",\"dateModified\":\"2025-03-18T11:25:54+00:00\",\"description\":\"Navigating intermittent leave is complicated. This guide walks you through FMLA requirements, employee eligibility, and how to manage leave.\",\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/factorialhr.com\/blog\/intermittent-leave\/\"]}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#website\",\"url\":\"https:\/\/factorialhr.com\/blog\/\",\"name\":\"Factorial\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/factorialhr.com\/blog\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\",\"name\":\"All-in-one business management software - Factorial\",\"url\":\"https:\/\/factorialhr.com\/blog\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png\",\"contentUrl\":\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png\",\"width\":946,\"height\":880,\"caption\":\"All-in-one business management software - Factorial\"},\"image\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\",\"https:\/\/twitter.com\/factorialapp\",\"https:\/\/www.linkedin.com\/company\/factorialhr\",\"https:\/\/www.youtube.com\/@factorialmedia\",\"https:\/\/www.instagram.com\/factorial\/#\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/7b5a5469052118a0a452edb12733e380\",\"name\":\"Factorial\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/94f45aafe3645ee8cdad439505e2817e?s=96&d=identicon&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/94f45aafe3645ee8cdad439505e2817e?s=96&d=identicon&r=g\",\"caption\":\"Factorial\"},\"url\":\"https:\/\/factorialhr.com\/blog\/author\/factorial-hr\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Managing Intermittent Leave & Medical Leave of Absences","description":"Navigating intermittent leave is complicated. This guide walks you through FMLA requirements, employee eligibility, and how to manage leave.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/factorialhr.com\/blog\/intermittent-leave\/","og_locale":"en_US","og_type":"article","og_title":"Managing Intermittent Leave & Medical Leave of Absences","og_description":"Navigating intermittent leave is complicated. This guide walks you through FMLA requirements, employee eligibility, and how to manage leave.","og_url":"https:\/\/factorialhr.com\/blog\/intermittent-leave\/","og_site_name":"Factorial","article_publisher":"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/","article_published_time":"2020-03-30T19:51:07+00:00","article_modified_time":"2025-03-18T11:25:54+00:00","og_image":[{"width":795,"height":450,"url":"https:\/\/factorialhr.com\/wp-content\/uploads\/2020\/03\/30214924\/intermittent-leave.jpg","type":"image\/jpeg"}],"author":"Factorial","twitter_card":"summary_large_image","twitter_creator":"@factorialapp","twitter_site":"@factorialapp","twitter_misc":{"Written by":"Factorial","Est. reading time":"7 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/factorialhr.com\/blog\/intermittent-leave\/#article","isPartOf":{"@id":"https:\/\/factorialhr.com\/blog\/intermittent-leave\/"},"author":{"name":"Factorial","@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/7b5a5469052118a0a452edb12733e380"},"headline":"Managing Intermittent Leave &#038; Medical Leave of Absences","datePublished":"2020-03-30T19:51:07+00:00","dateModified":"2025-03-18T11:25:54+00:00","mainEntityOfPage":{"@id":"https:\/\/factorialhr.com\/blog\/intermittent-leave\/"},"wordCount":1435,"commentCount":0,"publisher":{"@id":"https:\/\/factorialhr.com\/blog\/#organization"},"articleSection":["Legal &amp; Finance"],"inLanguage":"en-US","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/factorialhr.com\/blog\/intermittent-leave\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/factorialhr.com\/blog\/intermittent-leave\/","url":"https:\/\/factorialhr.com\/blog\/intermittent-leave\/","name":"Managing Intermittent Leave & Medical Leave of Absences","isPartOf":{"@id":"https:\/\/factorialhr.com\/blog\/#website"},"datePublished":"2020-03-30T19:51:07+00:00","dateModified":"2025-03-18T11:25:54+00:00","description":"Navigating intermittent leave is complicated. This guide walks you through FMLA requirements, employee eligibility, and how to manage leave.","inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/factorialhr.com\/blog\/intermittent-leave\/"]}]},{"@type":"WebSite","@id":"https:\/\/factorialhr.com\/blog\/#website","url":"https:\/\/factorialhr.com\/blog\/","name":"Factorial","description":"","publisher":{"@id":"https:\/\/factorialhr.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/factorialhr.com\/blog\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/factorialhr.com\/blog\/#organization","name":"All-in-one business management software - Factorial","url":"https:\/\/factorialhr.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png","contentUrl":"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/07\/18155144\/factorial-logo.png","width":946,"height":880,"caption":"All-in-one business management software - Factorial"},"image":{"@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/","https:\/\/twitter.com\/factorialapp","https:\/\/www.linkedin.com\/company\/factorialhr","https:\/\/www.youtube.com\/@factorialmedia","https:\/\/www.instagram.com\/factorial\/#"]},{"@type":"Person","@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/7b5a5469052118a0a452edb12733e380","name":"Factorial","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/94f45aafe3645ee8cdad439505e2817e?s=96&d=identicon&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/94f45aafe3645ee8cdad439505e2817e?s=96&d=identicon&r=g","caption":"Factorial"},"url":"https:\/\/factorialhr.com\/blog\/author\/factorial-hr\/"}]}},"_links":{"self":[{"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/posts\/14855"}],"collection":[{"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/users\/136"}],"replies":[{"embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/comments?post=14855"}],"version-history":[{"count":18,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/posts\/14855\/revisions"}],"predecessor-version":[{"id":154041,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/posts\/14855\/revisions\/154041"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/media\/14857"}],"wp:attachment":[{"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/media?parent=14855"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/categories?post=14855"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/factorialhr.com\/blog\/wp-json\/wp\/v2\/tags?post=14855"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}