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It explains basic FMLA leave reasons, including pregnancy-related incapacity, bonding and placement for adoption or foster care, care for family members with serious health conditions, and inability to perform job duties. The poster also covers military family leave, special servicemember leave up to 26 weeks, health coverage maintenance, job restoration, benefit protection, and eligibility thresholds including 12 months’ work, 1,250 service hours, and employee-size and distance limits.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":35,"@type":76,"position":81},"https://docshare.wps.com/document/healthcare/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/employee-rights-and-responsibilities-under-the-family-and-medical-leave-act-basic-leave-entitlement/529752/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/employee-rights-and-responsibilities-under-the-family-and-medical-leave-act-basic-leave-entitlement/529752.png","ImageObject",300,407,{"name":92,"@type":93},"WPS_1790064749","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-19","2026-10-09",true,{"@type":102,"interactionType":103,"userInteractionCount":39},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What basic reasons qualify an employee for FMLA leave under the poster?","Question",{"text":112,"@type":113},"FMLA leave may be used for incapacity due to pregnancy, prenatal medical care, or childbirth; to care for a child after birth or after adoption/foster placement; to care for a spouse, son, daughter, or parent with a serious health condition; or for a serious health condition that prevents the employee from performing job functions.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How does FMLA address military family leave?",{"text":117,"@type":113},"Eligible employees may use their 12-week entitlement for qualifying exigencies related to a spouse, son, daughter, or parent on covered active duty or call to active duty. FMLA also provides a special leave entitlement allowing eligible employees to take up to 26 weeks to care for a covered servicemember during a single 12-month period.",{"name":119,"@type":110,"acceptedAnswer":120},"What protections and benefits apply during and after FMLA leave?",{"text":121,"@type":113},"During leave, the employer must maintain the employee’s health coverage under group health plans on the same terms as if the employee continued working. Upon return, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and employment terms, and using FMLA cannot result in loss of employment benefits that accrued before the leave began.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},529752,1791591561,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":34,"category_name":35,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":39,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":8,"language":139,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":67,"update_tm":143,"read_time":81},3985747859154,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","EMPLOYEE RIGHTS AND RESPONSIBILITIES  \nUNDER THE FAMILY AND MEDICAL LEAVE ACT  \nBasic Leave Entitlement  \nFMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:  \n• for incapacity due to pregnancy, prenatal medical care or child birth;  \n• to care for the employee’s child after birth, or placement for adoption or foster care;  \n• to care for the employee’s spouse, son, daughter or parent, who has a serious health condition; or  \n• for a serious health condition that makes the employee unable to perform the employee’s job.  \nMilitary Family Leave Entitlements  \nEligible employees whose spouse, son, daughter or parent is on covered active duty or call to covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.  \nFMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is:  \n(1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness. *  \n*The FMLA definitions of “serious injury or illness” for current servicemembers and veterans are distinct from the FMLA definition of “serious health condition”.  \nBenefits and Protections  \nDuring FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.  \nUse ofFMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.  \nEligibility Requirements  \nEmployees are eligible if they have worked for a covered employer for at least 12 months, have 1,250 hours of service in the previous 12 months*, and ifat least 50 employees are employed by the employer within 75 miles.  \n*Special hours of service eligibility requirements apply to airline flight crew employees.  \nDefinition of Serious Health Condition  \nA serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.  \nSubject to certain conditions, the continuing treatment requirement maybe met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and  \na regimen of continuing treatment, or incapacity due to pregnancy, orincapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.  \nUse of Leave  \nAn employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedul","cbCaiqANqqxtFece","https://ap.wps.com/l/cbCaiqANqqxtFece","pdf",262792,"English","# Basic Leave Entitlement\n# Military Family Leave Entitlements\n# Benefits and Protections\n# Eligibility Requirements\n# Definition of Serious Health Condition\n# Use of Leave\n# Substitution of Paid Leave for Unpaid Leave\n# Employee Responsibilities\n# Employer Responsibilities","[{\"question\":\"What basic reasons qualify an employee for FMLA leave under the poster?\",\"answer\":\"FMLA leave may be used for incapacity due to pregnancy, prenatal medical care, or childbirth; to care for a child after birth or after adoption/foster placement; to care for a spouse, son, daughter, or parent with a serious health condition; or for a serious health condition that prevents the employee from performing job functions.\"},{\"question\":\"How does FMLA address military family leave?\",\"answer\":\"Eligible employees may use their 12-week entitlement for qualifying exigencies related to a spouse, son, daughter, or parent on covered active duty or call to active duty. FMLA also provides a special leave entitlement allowing eligible employees to take up to 26 weeks to care for a covered servicemember during a single 12-month period.\"},{\"question\":\"What protections and benefits apply during and after FMLA leave?\",\"answer\":\"During leave, the employer must maintain the employee’s health coverage under group health plans on the same terms as if the employee continued working. Upon return, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and employment terms, and using FMLA cannot result in loss of employment benefits that accrued before the leave began.\"}]","EMPLOYEE RIGHTS AND RESPONSIBILITIES - UNDER THE FAMILY AND MEDICAL LEAVE ACT - Basic Leave Entitlement | PDF",1791521899]