FMLA Eligibility Calculator
Determine whether you qualify for FMLA job-protected leave and how many hours of leave remain available to you. Useful for employees planning medical or family leave under US federal law.
About this calculator
The Family and Medical Leave Act (FMLA) grants eligible US employees up to 12 weeks (480 hours for a 40-hour/week schedule) of unpaid, job-protected leave per year. To be eligible, two conditions must both be met: you must have been employed for at least 12 months AND have worked at least 1,250 hours in the last 12-month period. If either condition is not met, available FMLA hours equal zero. If both are met, your remaining entitlement is: Remaining Hours = max(0, (workSchedule × 52) − usedFMLAHours). Here, workSchedule is your standard weekly hours, giving your annual entitlement in hours. Subtracting already-used FMLA hours yields what you have left. The employer must also have 50 or more employees within 75 miles for FMLA to apply.
How to use
Say you have been employed for 14 months, worked 1,400 hours in the past year, work a 40-hour week, and have already used 80 FMLA hours. Step 1 — Check eligibility: 14 months ≥ 12 ✓ and 1,400 hours ≥ 1,250 ✓. You are eligible. Step 2 — Calculate annual entitlement: 40 × 52 = 2,080 hours total scheduled; FMLA caps this at 480 hours (12 weeks). Step 3 — Subtract used hours: 480 − 80 = 400 hours remaining. You may still take up to 400 hours of FMLA-protected leave this year.
Frequently asked questions
How many hours do you need to work to qualify for FMLA leave?
You must have worked at least 1,250 hours for your current employer in the 12 months immediately preceding the start of your leave. This equates to roughly 24 hours per week on average throughout the year. Hours of paid leave (vacation, sick time) that were not actually worked may not count toward the 1,250-hour threshold unless your employer's policy or a collective bargaining agreement says otherwise. Part-time employees can qualify if they consistently meet this threshold.
What counts as a qualifying reason for FMLA leave?
FMLA covers five main qualifying reasons: the birth, adoption, or foster placement of a child; caring for a spouse, child, or parent with a serious health condition; your own serious health condition that prevents you from performing your job; qualifying exigencies arising from a family member's military deployment; and caring for a covered servicemember with a serious injury or illness (which allows up to 26 weeks). Routine illnesses that do not rise to the level of a 'serious health condition' under the FMLA definition do not qualify, though they may be covered by other leave policies.
Can an employer deny FMLA leave even if you are eligible?
An employer cannot deny leave to an eligible employee for a qualifying reason — doing so is a violation of federal law and can result in significant legal liability. However, the employer can require advance notice (30 days when foreseeable), medical certification from a healthcare provider, and periodic status updates during leave. Employers may also require employees to use accrued paid leave concurrently with FMLA leave. If you believe your FMLA rights have been violated, you can file a complaint with the US Department of Labor's Wage and Hour Division.