What is Intermittent Leave?

Intermittent leave is a type of leave that allows employees to take time off in separate blocks of time rather than one continuous period. This can be particularly useful for managing chronic health conditions, attending medical appointments, or addressing recurring family responsibilities. Intermittent leave is often covered under policies such as the Family and Medical Leave Act (FMLA) in the United States, which provides guidelines for how this leave can be used.

Key Elements of Intermittent Leave

Eligibility and Conditions

Eligible Employees: To qualify for intermittent leave under policies like the FMLA, employees typically must have worked for their employer for at least 12 months and have clocked a minimum of 1,250 hours during that period.

Example: An employee with two years of service and more than 1,250 hours worked in the past year is eligible for intermittent leave.

Qualifying Reasons: Intermittent leave can be taken for a variety of reasons, including managing a serious health condition, caring for a family member with a serious health condition, or bonding with a newborn or newly adopted child.

Example: An employee takes intermittent leave to attend physical therapy sessions for a chronic back condition.

Medical Certification: Employees may need to provide medical certification to substantiate the need for intermittent leave. This ensures that the leave is used appropriately and helps employers plan for absences.

Example: An employee submits a medical certificate from their doctor outlining the need for intermittent leave to manage a chronic illness.

Usage and Scheduling

Block of Time: Intermittent leave allows employees to take time off in short blocks, such as hours or days, instead of a single extended period. This flexibility can help employees manage their health and personal responsibilities more effectively.

Example: An employee takes intermittent leave in four-hour blocks twice a week for dialysis treatments.

Reduced Schedule: In some cases, intermittent leave may involve a reduced work schedule, where employees work fewer hours each day or week. This can help accommodate ongoing medical treatments or caregiving responsibilities.

Example: An employee with a part-time schedule due to chemotherapy treatments uses intermittent leave to cover the hours they are unable to work.

Notice and Approval: Employees are generally required to provide advance notice when possible, especially for planned medical treatments. Employers may also require employees to make efforts to schedule leave in a way that minimizes disruption to operations.

Example: An employee gives two weeks’ notice for planned surgery and the need for intermittent leave during recovery.

Impact on Employees and Employers

Employee Well-being

Health Management: Intermittent leave allows employees to manage their health conditions effectively without fearing job loss or financial instability. This support is crucial for employees dealing with chronic illnesses or long-term treatments.

Example: An employee with diabetes uses intermittent leave for regular endocrinologist visits, ensuring they maintain good health while continuing to work.

Work-Life Balance: The flexibility of intermittent leave helps employees balance their work and personal responsibilities, reducing stress and improving overall well-being.

Example: An employee caring for an elderly parent takes intermittent leave to attend medical appointments, allowing them to fulfill family obligations without sacrificing their job.

Employer Considerations

Operational Continuity: Managing intermittent leave requires careful planning to ensure that business operations continue smoothly. Employers may need to arrange temporary coverage or redistribute tasks among team members.

Example: A manager coordinates with HR to arrange for temporary staff to cover an employee’s duties during their intermittent leave periods.

Legal Compliance: Employers must comply with relevant laws and regulations regarding intermittent leave, such as the FMLA. This includes ensuring that employees’ rights are protected and that proper documentation is maintained.

Example: PTO tracker detailed records of intermittent leave usage to provide compliance with FMLA regulations and to address any potential disputes.

Find out more about FMLA: What is the Family and Medical Leave Act (FMLA)?

Communication and Support

Clear Policies: Clear communication about intermittent leave policies is essential. Employees should understand their rights and responsibilities, and employers should provide detailed information on how to request and use intermittent leave.

Example: The employee handbook includes a comprehensive section on intermittent leave, outlining eligibility, procedures, and documentation requirements.

Manager Training: Managers should be trained to handle intermittent leave requests sensitively and fairly, ensuring that they support employees while maintaining operational efficiency.

Example: Managers attend workshops on managing intermittent leave and learning best practices for balancing employee needs with business requirements.