FMLA Eligibility Calculator

About the FMLA Eligibility Calculator

The Family and Medical Leave Act (FMLA) entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per year for qualifying family and medical reasons. However, not everyone qualifies. Three criteria must all be met: you must have worked for your employer for at least 12 months, you must have logged at least 1,250 hours during the 12 months before leave begins, and your worksite must have 50 or more employees within a 75-mile radius.

This calculator evaluates all three requirements simultaneously and tells you whether you meet each criterion. It's a quick pre-check before formally requesting FMLA leave from your employer.

Understanding your eligibility upfront prevents the frustration of submitting paperwork only to be denied, and helps HR teams guide employees to alternative leave options if FMLA doesn't apply.

When This Page Helps

FMLA eligibility is frequently misunderstood. Many employees assume they qualify simply because they work for a large company, or they don't realize the 1,250-hour threshold is the 12 months before leave starts, not the calendar year. This calculator checks all three criteria quickly.

How to Use the Inputs

1. Enter the number of months you've been employed by your current employer.
2. Enter the total hours you've worked in the last 12 months.
3. Enter the number of employees at your worksite (within 75 miles).
4. Review each requirement's pass/fail status.
5. Check the overall eligibility determination.
6. If ineligible, review which criteria you don't meet.

Example Calculation

Tips & Best Practices

• The 12-month employment period does not need to be consecutive — prior employment with the same employer may count.
• Only hours actually worked count toward the 1,250 threshold — PTO, holidays, and unpaid leave do not.
• The 50-employee count includes all employees within a 75-mile radius of your worksite.
• Part-time employees can qualify if they meet the 1,250-hour threshold.
• Military family FMLA has different rules — you may qualify for up to 26 weeks.
• Some states have their own family leave laws with broader eligibility than federal FMLA.

The Three FMLA Eligibility Requirements

FMLA eligibility is a conjunction of three requirements — all must be satisfied simultaneously. The 12-month service requirement ensures a baseline commitment. The 1,250-hour threshold prevents abuse by employees who barely work. The 50-employee rule exempts small businesses from the administrative burden.

When You Don't Qualify

If you fail one or more criteria, explore alternatives: your state's family leave law (many have lower thresholds), short-term disability, ADA reasonable accommodations, or employer-specific leave policies.

Employer Responsibilities

Employers must post FMLA notices, provide eligibility determinations within five business days of a leave request, and designate qualifying leave as FMLA-protected. Failure to comply can result in DOL enforcement actions and private lawsuits.

Frequently Asked Questions

• What does FMLA cover?

  FMLA covers: birth and care of a newborn, adoption or foster care placement, caring for a spouse/child/parent with a serious health condition, your own serious health condition, and qualifying exigencies from military service. Military caregiver leave extends to 26 weeks for caring for a covered servicemember with a serious injury or illness. Each qualifying reason has specific documentation requirements that the employer may request.

• Does the 12-month period need to be consecutive?

  No. The 12 months of employment do not need to be consecutive. If you left and returned to the same employer, prior service counts as long as there wasn't a break of 7 or more years (with exceptions for military obligations).

• How are the 1,250 hours calculated?

  Only hours actually worked count. This excludes PTO, holidays, sick leave, and any other time the employee was not performing work duties. For flight crew, special rules apply with a 504-hour threshold.

• What if my worksite has fewer than 50 employees?

  The count includes all employees of your employer within a 75-mile radius of where you report to work. If that total is less than 50, you don't meet this criterion for federal FMLA, but state laws may still provide coverage.

• Is FMLA leave paid?

  FMLA leave is unpaid at the federal level. However, employees may use (or be required to use) accrued PTO, sick leave, or vacation during FMLA. Some states with paid family leave programs provide partial wage replacement.

• Can my employer deny FMLA leave?

  If you meet all three eligibility requirements and have a qualifying reason, your employer cannot deny FMLA leave. However, they can require medical certification and may deny leave if certification is not provided.

• What happens to my job during FMLA?

  FMLA provides job protection. Upon return, you must be restored to the same job or an equivalent position with the same pay, benefits, and working conditions. Health insurance must be maintained during the leave.