LeaveCheck
FMLA eligibility, explained clearly

Check FMLA eligibility in one pass.

LeaveCheck turns the usual article maze into a plain-language screener. Answer seven core questions, then see where the answer looks clear and where records still need confirmation.

Built for operators, managers, and employees who want a fast first pass with source-backed references labeled as of February 2025.

Start the screener
Source-backed referencesGrounded in U.S. Department of Labor guidance.
Not legal adviceUse it to prep facts before HR or counsel review.

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 from one answer. It checks the four core tests separately so you can see what looks solid and what still needs a record check.

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.

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.