How do I apply for FMLA, and how is leave time calculated and used?

Quick answer
Notify your employer of an FMLA-qualifying event to begin the leave process with Tilt; a medical certification from a qualifying healthcare provider may be required. Leave is tracked within a 12-month "leave year" set by your employer using one of four methods, and can be used continuously, intermittently, or on a reduced schedule.

Who this applies to / Prerequisites

• Employees requesting or using FMLA leave.

Steps

1. Notify your employer that you're experiencing, or will experience, an FMLA-qualifying event, and begin the leave process with Tilt.
2. If a medical certification is required, have a qualifying healthcare provider complete it fully and submit it. Qualifying providers include doctors, certain specialists (dentists, chiropractors, optometrists, podiatrists, clinical psychologists), nurse practitioners, nurse-midwives, clinical social workers, physician assistants, Christian Science practitioners, or any provider the employer's benefits manager will accept.
3. If your certification is incomplete, you'll typically have the chance to correct it before your employer can deny the request based on insufficient paperwork.
4. If required, obtain a return-to-work certification from your healthcare provider before resuming work, for leave related to your own serious health condition.

Key facts

1. FMLA leave is tracked in a defined 12-month "leave year," set by the employer using one of four methods: Calendar Year (January 1–December 31); Fixed Year (any 12-month period the employer chooses, like fiscal year or hire date); Measured Forward (starts on the employee's first day of FMLA use); or Measured/Rolling Backward (rolls continuously — each hour used is regained exactly one year later).
2. Employees can check which method their employer uses in the Rights & Responsibilities document in their Tilt files.
3. Leave can be used continuously (a single block of time), intermittently (occasional absences at unpredictable intervals), or on a reduced schedule (partial hours/days on a set schedule) — or some combination, generally with healthcare provider certification of the type needed.

What if it doesn't work

• My certification was incomplete: You'll typically get the chance to correct it before a denial.
• I don't know which leave year method my employer uses: Check the Rights & Responsibilities document in your Tilt files.
• I have more specific questions about my leave time: Contact your Leave Success Manager and/or HR team.
• If none of these apply, contact your Leave Success Manager.

Limits and exceptions

• If a certification is incomplete or insufficient and not corrected when given the opportunity, the employer may deny the FMLA request.
• The leave year method is chosen by the employer, not the employee.
• The healthcare provider generally needs to certify the specific type of leave use needed.

Related questions

• Am I eligible for FMLA, and is my employer covered?
• What is a qualifying leave reason under FMLA, and what counts as a serious health condition?