Define: Intermittent Leave

Intermittent leave refers to a type of leave that allows employees to take time off work in separate blocks or increments rather than in one continuous period.

Employees who work for a covered employer and meet the eligibility requirements under the Family and Medical Leave Act (FMLA) may be eligible for intermittent leave.

Intermittent leave can be taken for various reasons, including the employee’s own serious health condition, the care of a family member with a serious health condition, or the birth, adoption, or foster care placement of a child.

Continuous leave is taken in one continuous period, while intermittent leave allows employees to take time off in separate blocks or increments, such as a few hours per day or a few days per week.

Employers cannot deny intermittent leave if the employee is eligible and the reason for the leave qualifies under the FMLA. However, employers may require employees to provide appropriate medical certification for the need of intermittent leave.

Intermittent leave is calculated based on the actual time taken off by the employee. For example, if an employee takes two hours off in the morning and three hours off in the afternoon, a total of five hours would be counted as intermittent leave.

Yes, employers can require employees to provide reasonable notice for foreseeable intermittent leave. However, if the need for intermittent leave is unforeseeable, employees should notify their employer as soon as possible.

Employers are generally required to make reasonable efforts to accommodate intermittent leave. This may include adjusting an employee’s schedule or allowing them to make up missed work hours.

Yes, employers can require employees to provide appropriate medical certification to support the need for intermittent leave. However, employers must follow the FMLA guidelines regarding the request and use of medical documentation.

No, employers cannot terminate an employee for taking intermittent leave if the employee is eligible and the leave is protected under the FMLA. However, employers may take disciplinary action if the employee abuses intermittent leave or fails to follow the company’s policies and procedures.