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What Conditions Qualify for FMLA Leave
If you’re wondering what conditions qualify for FMLA leave, the answer depends on specific legal definitions. The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid, job-protected leave for qualifying health and family-related reasons. Understanding whether your situation meets those standards is crucial. An employment lawyer can help assess your eligibility and protect your rights under this federal law.
What Conditions Qualify for FMLA Leave: Medical and Family Grounds
To qualify for FMLA leave, an employee must have a valid reason covered under the law. The most common qualifying conditions include:
A serious health condition that makes the employee unable to perform essential job duties
Caring for an immediate family member (spouse, child, or parent) with a serious health condition
The birth of a child, and care for the newborn within one year of birth
Placement of a child for adoption or foster care, and care for the child within one year of placement
A qualifying exigency related to a family member’s active duty military service
Caring for a covered service member with a serious injury or illness (up to 26 weeks of leave)
According to the U.S. Department of Labor, a “serious health condition” typically includes:
Conditions requiring inpatient care
Chronic conditions requiring ongoing treatment
Incapacitating illnesses or injuries lasting more than three consecutive days and involving treatment
What Conditions Qualify for FMLA Leave in Ohio?
Ohio employees are covered under the federal FMLA, not a separate state version. That means the same federal rules apply, but Ohio Revised Code § 4112 may offer additional protections in cases involving disability or pregnancy-related discrimination.
Some examples of qualifying FMLA conditions in Ohio include:
Surgery with a recovery period (e.g., joint replacement, hernia repair)
Mental health conditions like major depression or PTSD requiring therapy or medication
Serious complications from pregnancy (e.g., preeclampsia, bed rest orders)
Care for a parent recovering from a stroke
Postpartum complications affecting the employee’s ability to work
An employment attorney can determine if your health issue or family need meets the FMLA threshold, especially when gray areas arise.
What Conditions Do Not Qualify for FMLA Leave?
Not every illness or personal issue qualifies. Some non-qualifying situations include:
The common cold or flu (unless complications develop)
Cosmetic treatments (unless hospitalization is involved)
Routine dental or eye exams
Minor, short-term conditions without continuing treatment
Taking leave for non-family members or personal travel
Even if a condition doesn’t meet the FMLA standard, you may be protected under other laws like the Americans with Disabilities Act (ADA) or Ohio Revised Code § 4112.
How Does Your Employer Determine Eligibility?
To take FMLA leave, both you and your employer must meet certain requirements:
Your employer must have at least 50 employees within 75 miles
You must have worked at least 1,250 hours in the past 12 months
You must provide proper notice, and in many cases, medical certification
An employment lawyer can help if your employer disputes your eligibility, denies your leave, or retaliates after you request time off. Courts have ruled in favor of employees in such cases, such as in Brunelle v. Norfolk Southern Railway Co., where an employee was fired after requesting FMLA leave, and the court allowed his retaliation claim to proceed.
Contact Coffman Legal for a Free Consultation
If you’re unsure what conditions qualify for FMLA leave or believe your rights have been violated, contact Coffman Legal today. Our experienced employment lawyers can evaluate your situation, explain your options, and help you assert your rights. Your job and your health matter – don’t wait. Call us now for a free consultation.
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