The Family and Medical Leave Act gives eligible employees up to 12 weeks of unpaid, job-protected leave for a serious health condition, a new child, or family caregiving. It applies to employers with 50 or more employees, and group health coverage must continue during the leave.
It depends on the leave. Under FMLA (employers with 50+ employees), coverage must continue on the same terms. For non-FMLA leave, it’s governed by the employer’s written policy and the carrier’s eligibility rules.
Coverage must be maintained during FMLA leave, but the employee still owes their share. The employer sets a payment arrangement; if the employee doesn’t pay within the grace period, coverage can be dropped after proper notice, and the employer may recoup advanced premiums on return.
Yes. An employer may require, or the employee may choose; that accrued paid leave (like PTO or sick time) run at the same time as unpaid FMLA leave, under the employer’s normal leave rules.
Yes. Under the federal FMLA, an employer must maintain the employee’s group health coverage during job-protected leave on the same terms as if they were still working.
Yes. An employee returning from FMLA leave must be restored to the same group health coverage on the same terms as before, with no new waiting period or re-qualification.