Family and Medical Leave

The Family and Medical Leave Act (FMLA) is a federal law that provides you with unpaid, job-protected time off for a wide range of reasons, including medical issues.

About FMLA

  • If you meet the eligibility requirements, you can take up to 12 work weeks (or 480 hours) of unpaid, job-protected leave during a 12-month period for a qualifying event.
  • You do not have to take this leave all at once; FMLA can be taken consecutively or intermittently.
  • You can be paid with your available sick or vacation leave accrual, floating holidays, or salary continuation (for faculty).
  • FMLA is not optional; if you are eligible and the event qualifies, FMLA must be taken.

For more information, view the FMLA policy:

View the FMLA Policy


To be eligible for FMLA, you must meet two conditions:

  • have worked for Emory for at least 12 months (does not need to be consecutive)
  • have worked at least 1,250 hours at Emory within the last 12 months (must be actual hours worked; does not include paid leave time)

Medical Leave (non-FMLA)

If you don't meet the eligibility criteria under FMLA, you may be eligible for unpaid medical leave.

View the Medical Leave (non-FMLA) Policy

Reasons for using FMLA

Only certain conditions qualify for FMLA, some of the most common qualifying events include:

  • You have a serious health condition that prevents you from doing your job.
  • You are unable to work for reasons related to pregnancy.
  • You are a new parent and you are taking Paid Parental Leave to bond with your newborn, newly adopted child or newly placed foster child (includes fathers).
  • You need to care for an immediate family member (Care Recipient) with a serious health condition.
  • You need to care for an armed services member who has become seriously injured in the line of duty; or for an emergency due to a family member's active duty; or call to active duty in any branch of the U.S. Armed Forces.

Getting paid while on FMLA


Staff members must use available sick leave while on FMLA due to their own serious medical condition. If sick leave is exhausted, you have the option to use vacation leave/floating holidays, or to be placed on unpaid leave. If you have Short Term Disability coverage, you can file a claim with Unum.

If you are on FMLA to care for a Care Recipient, you have the option to use sick leave, vacation leave/floating holiday, or to be unpaid.


Faculty members should be paid by salary continuation while on FMLA due to their own serious medical condition. Questions related to faculty only leave types should be directed to the Provost’s Office, School of Medicine Dean’s Office, or the departmental chair.

View Salary Continuation Policy

Requesting FMLA

An FMLA leave request should be initiated by the employee (or the employee’s representative), however, the department may initiate an FMLA leave request on the employee’s behalf.

  1. Log into Self-Service.
  2. From the Self-Service page, click the tile for Time and Leave.
  3. Click on the tile for FMLA and Medical Leave, then log into the FMLA Leave Request System.
  4. Under Employee Requests, click Request a Leave of Absence.
  5. Enter all requested fields. If you are unsure of the leave start date or end date, make your best guess.  Employee Relations can adjust the dates later if needed.
  6. Once all fields are completed, submit the leave request.
  7. Print out a copy of the FMLA Healthcare Provider Certification Form. The employee should give it to the medical provider to complete and fax back to the number on the first page of the certification form.

Returning to Work

Before your approved FMLA leave ends, you will need to plan for your return. Notify your manager and your HR Representative, and put together any necessary paperwork.

Download Return to Work Form


If you have further questions relating to FMLA, please contact your HR Rep in your department/school or Employee Relations.