Federal Printable Free Sick Leave Law Posters Federal Family Medical Leave Act of 1993 (FMLA) Poster Mandatory

The Family Medical Leave Act of 1993 (FMLA) is a Federal sick leave law poster provided for businesses by the Federal Department Of Labor. This is a required poster for all Federal employers, and any business that fails to post this notification may be subject to penalties or fines.

This poster contains information for employees who are eligible under the guidelines from the Family and Medical Leave Act. The specific entitlements are included as well as any relevant benefits and protections. Eligibility requirements are also listed. The responsibilities of employers are located at the bottom of the poster.

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Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period 
for the following reasons:•	 The birth of a child or placement of a child for adoption or foster care;
•	 To bond with a child (leave must be taken within one year of the child’s birth or placement);
•	 To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
•	 For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;
•	 For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, 
child, or parent.
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks 
of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness. 
An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees 
may take leave intermittently or on a reduced schedule. 
Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee 
substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.
While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. 
Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with 
equivalent pay, benefits, and other employment terms and conditions. 
An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, 
opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.  
An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: 
•	 Have worked for the employer for at least 12 months; 
•	 Have at least 1,250 hours of service in the 12 months before taking leave;* and 
•	 Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite. 
*Special “hours of service” requirements apply to airline flight crew employees. 
Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, 
an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures. 
Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine 
if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or 
will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or 
continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which 
FMLA leave was previously taken or certified.
Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the 
certification is incomplete, it must provide a written notice indicating what additional information is required. 
Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the 
employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and 
responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as 
FMLA leave.    
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit 
against an employer.
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective 
bargaining agreement that provides greater family or medical leave rights.	LEAVE 
For additional information or to file a complaint: (1-866-487-9243)     TTY: 1-877-889-5627
U.S. Department of Labor     Wage and Hour Division	
WH1420  REV 04/16	

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More Federal Labor Law Posters 46 PDFS

Minimum-Wage.org provides an additional 45 required and optional Federal labor law posters that may be relevant to your business. Be sure to also print and post all required state labor law posters, as well as all of the mandatory federal labor law posters.

Federal Poster Name Poster Type
Required Your Rights Under USERRA (Spanish) Workers Rights Law
Required Your Rights Under USERRA Workers Rights Law
Required Family Medical Leave Act of 1993 (FMLA) Sick Leave Law
Required Family Medical Leave Act of 1993 (FMLA) (Spanish) Sick Leave Law
Required Families First Coronavirus Response Act Paid Leave Notice Sick Leave Law

List of all 46 Federal labor law posters

Federal Labor Law Poster Sources:

Labor Poster Disclaimer:

While Minimum-Wage.org does our best to keep our list of Federal labor law posters updated and complete, we provide this free resource as-is and cannot be held liable for errors or omissions. If the poster on this page is out-of-date or not working, please send us a message and we will fix it ASAP.

** This Document Provided By Minimum-Wage.org **
Source: http://www.minimum-wage.org/federal/labor-law-posters/83-family-medical-leave-act-of-1993-fmla