Medical leave is time away from work for an employee’s own or a family member’s health condition. It may be job-protected under the FMLA for covered employers and under some state paid-leave laws, with coverage and return rights set by the applicable law and plan.
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.