LeaveCheck
FMLA eligibility, explained clearly

Check the core FMLA rules before you guess, escalate, or over-promise.

LeaveCheck turns the usual article maze into a plain-language screener. It walks through employer coverage, service length, hours worked, and likely leave reason, then tells you where the answer looks clear and where records still need confirmation.

Built for operators, managers, and employees who want a fast first pass grounded in U.S. Department of Labor guidance, with every rule callout labeled as of February 2025.

Start the screenerBrowse the guides
4 core testsCoverage, service, hours, and qualifying reason.
Trust-firstClear disclaimers, source links, and no hidden legal certainty theater.
Mobile-readyDesigned to work cleanly at 375px without clipped actions.

What LeaveCheck does well

Spot likely blockers fastIf the employer threshold, service months, or actual hours are clearly missing, the screener says so directly.
Handle nuance honestlyRemote work and non-consecutive service do not get flattened into fake confidence.
Give the next factual checkEvery module tells you what payroll, HR, or worksite fact to confirm next.

Sources: U.S. Department of Labor FMLA and Fact Sheet #28.

How the screener thinks

LeaveCheck does not guess based on one question. It breaks the FMLA analysis into separate modules so you can see which part is passing, failing, or still uncertain before you talk to HR or legal.

Employer coverage

Private employers usually need 50 employees. Public agencies and schools use different entry logic.

Service length

The 12-month rule can still involve prior service. LeaveCheck calls out when a break in service needs confirmation.

Hours worked

The 1,250-hour threshold focuses on actual hours worked, not every paid absence or estimate.

Leave reason

Some reasons usually qualify. Others usually do not. The tool keeps that distinction plain and practical.

FAQ

These are the misunderstandings we see most often when someone tries to decide if FMLA likely applies.

Do the 12 months need to be consecutive?

Not always. Prior service can still count depending on the break and the facts, so LeaveCheck flags that branch for confirmation instead of pretending it is simple.

Do paid holidays or PTO count toward the 1,250 hours requirement?

The DOL generally focuses on actual hours worked, not paid time that was not worked. The guide hub links to a deeper explanation.

How does remote work change the analysis?

Remote employees still need a relevant worksite analysis. The home address is not automatically the location that controls the 50-within-75-miles rule.

Does every medical issue qualify?

No. The screener distinguishes common likely qualifying reasons from routine sick-day situations that usually do not trigger FMLA.