The act allows employees to take up to 12 weeks of leave for reasons called "qualifying exigencies" when a family member who is in the Armed Forces or National Guard is deployed overseas. An employee may also take up to 26 weeks of leave during a single 12-month period to care for a military servicemember who has been seriously injured while on active duty. In recent Congresses, legislation has been introduced that would amend the FMLA to expand employee eligibility or employer coverage, allow eligible employees to take leave to care for additional family or household members, and expand the types of FMLA leave. Basic Provisions of the Family and Medical Leave Act (FMLA)

The FMLA was enacted in 1993. Regular FMLA Leave

An eligible employee may take up to 12 weeks of leave during any 12-month period for the birth and care of a child; to care for an adopted or foster child; to care for a spouse, child under the age of 18, or parent with a serious health condition; or if the employee is unable to work because of the employee's own serious health condition. To assist Congress in evaluating how these proposals may affect the availability of FMLA leave, this section analyzes data from two household surveys: The Annual Social and Economic (ASEC) supplement to the monthly Current Population Survey (CPS) and a survey of employees conducted in 2012 by Abt Associates for the U.S. Department of Labor (DOL). Data from the ASEC supplement are used to estimate the number of employees who may or may not be eligible for FMLA leave, while data from the 2012 DOL employee survey are used to examine the use of leave for FMLA-related reasons by employees who may or may not be eligible for leave. The Percentage of Employees Who Are Married and the Percentage of Employees Who Have Children Under the Age of 18

According to the 2012 DOL employee survey, among all employees who took medical leave in the previous year, the most common reason for taking leave was for the employee's own illness. Comparison of Employees Who May Be Eligible for FMLA Leave With Employees Who Are Likely Ineligible for Leave

To further understand the potential impact of proposals to expand or limit the availability of FMLA leave, this section uses data from the ASEC supplement for 2011 to compare employees who may or may not have been eligible for leave. Data from the 2012 DOL employee survey show that an estimated 15.9% of eligible employees took leave for FMLA-related reasons in the past year, compared to 10.2% of ineligible employees who took leave for FMLA-related reasons. Men were also more likely than women to be eligible for leave (57.2% compared to 55.6%). However, the DOL employee survey shows that women were more likely than men to take leave for FMLA-related reasons. Among employees eligible for leave, 17.9% of women and 14.1% of men took leave in the past year. Employees between the ages of 34 and 49 were more likely than younger or older workers to be eligible for FMLA leave. Based on the DOL employee survey, among workers likely eligible for FMLA leave, older workers were more likely than younger workers to have taken leave in the past year; 17.8% of workers 50 and over took leave, compared to 15.6% of workers ages 34 to 49 and 14.7% of workers ages 18 to 33. Among employees who were likely eligible for leave, married workers were more likely than unmarried workers to have taken leave in the past year: 16.8% and 14.9%, respectively. According to the DOL employee survey, in the past year, employees with children in the household were more likely than employees with no children to have taken leave for FMLA-related reasons. Among employees who were likely ineligible for leave, 11.0% of employees with a high school degree or less and 9.9% of employees with some college took leave, compared to 8.9% of employees with a Bachelor's or advanced degree. While 91.0% of federal, 80.5% of state, and 73.5% of local government employees may have been eligible for leave, 52.1% of private-sector employees may have been eligible for leave. The percentage of employees who may be eligible for FMLA leave increases with earnings. FMLA Policy Issues

The U.S. workforce and American family were changing in the years before the FMLA was enacted in 1993. The labor force participation rate of women had been rising steadily, more married women with children were working, and more families were headed by single parents. For employees who did not have job-protected family or medical leave, the FMLA was a response to these changes. Supporters of the FMLA have proposed amendments to the act that would expand employee coverage. On the other hand, others have proposed changes in the law that would narrow the definition of a serious health condition or curtail the use of intermittent leave for a chronic health condition. Some employers may oppose an expansion of employee eligibility for FMLA leave. Such an expansion could increase employer administrative and operating costs. Employers may need to make additional adjustments to work schedules if more employees become eligible for, and take, FMLA leave. To maintain the same level of output of goods and services, some employers may need to hire more workers or pay more workers for overtime. An expansion of FMLA coverage could create an incentive for employers to hire more part-time workers, who may not be eligible for FMLA leave. According to the report on the 2012 DOL employee survey, an estimated 59.2% of employees may be eligible for FMLA leave. Among all covered employers, 65.5% reported that it was "very" or "somewhat" easy to comply with the FMLA. A larger percentage, 75.3%, of employers with FMLA-eligible employees reported that it was very or somewhat easy to comply with the FMLA. The Definition of a Serious Health Condition

Currently, regulations define a serious health condition as an illness, impairment, injury, or mental or physical condition that involves:
inpatient care, which means an overnight stay in a hospital, hospice, or residential mental facility; or continuing treatment by a health care provider, which includes (1) a period of incapacity of more than three consecutive days and any subsequent treatment or period of incapacity due to the same condition; (2) any period of incapacity due to pregnancy or for prenatal care; (3) any period of incapacity or treatment due to a chronic serious health condition that requires visits at least twice a year for treatment by (or under the supervision of) a health care provider, continues over an extended period, and may cause episodic (rather than continuing) periods of incapacity (e.g., asthma or diabetes); (4) a period of incapacity that is permanent or long-term due to a condition for which treatment may not be effective (e.g., Alzheimer's disease or terminal stages of a disease); and (5) any period of absence to receive multiple treatments (including any period of recovery there from) by a health care provider for a condition that likely would result in incapacity of more than three consecutive days absent medical intervention (e.g., chemotherapy, physical therapy for severe arthritis, or dialysis for kidney disease).
The Family and Medical Leave Act (FMLA) requires covered employers to allow eligible employees to take up to 12 weeks of leave during any 12-month period to care for a newborn, adopted, or foster child; to care for a family member with a serious health condition; or because of the employee's own serious health condition. The act allows eligible employees to take up to 12 weeks of leave because of "qualifying exigencies" when a family member who is in the Armed Forces or National Guard is deployed overseas. An employee may also take up to 26 weeks of leave during a single 12-month period to care for a servicemember who was seriously injured while on active duty.
To assist Congress in evaluating proposals to expand or limit the availability of FMLA leave, this report uses data from two household surveys. The Annual Social and Economic (ASEC) supplement to the monthly Current Population Survey (CPS) is used to estimate the number of employees who may or may not be eligible for FMLA leave. Data from a 2012 survey conducted for the U.S. Department of Labor (DOL) are used to compare the use of leave for FMLA-related reasons by employees who may or may not be eligible for leave.
An analysis of employees ages 18 and over shows that a majority of employees may be eligible for FMLA leave. Based on responses from 91,349 employees to the ASEC supplement, in 2011 an estimated 56.5% of employees were likely eligible for FMLA leave. According to the 2012 DOL survey of 2,852 employees, approximately 59.2% of employees may be eligible for FMLA leave. According to the 2012 DOL employee survey, an estimated 15.9% of employees who may have been eligible for FMLA leave used leave for FMLA-related reasons in the year before they were surveyed. By contrast, approximately 10.2% of employees who were likely ineligible for FMLA leave took leave for FMLA-related reasons. According to the ASEC supplement, in 2011 men were more likely than women to be eligible for FMLA leave (57.2% compared to 55.6%). However, according to the 2012 DOL employee survey, women were more likely than men to take leave for FMLA-related reasons. Among employees who were likely eligible for leave, 17.9% of women and 14.1% of men took leave in the past year. Employees between the ages of 34 and 49 were more likely (62.7%) than younger (48.5%) or older (57.9%) workers to be eligible for FMLA leave. But, workers ages 50 and over were more likely (17.9%) to have taken leave in the past year for FMLA-related reasons. Married employees were more likely (60.4%) than employees who were not married to be eligible for FMLA leave. Married workers were also more likely (16.8%) than unmarried workers to have taken FMLA-related leave in the past year. For a majority of employees (56.6%), the most recent medical reason for taking leave was for the employee's own illness. Employees with a Bachelor's or advanced degree were more likely than other employees to be eligible for FMLA leave. By contrast, employees with a high school degree or less were more likely than other employees to have taken FMLA-related leave in the past year. An estimated 91.0% of federal, 80.5% of state, and 73.5% of local government employees may be eligible for FMLA leave, compared to 52.1% of private-sector employees. The percentage of employees who may be eligible for FMLA leave increased with annual earnings. On the other hand, among employees who were likely ineligible for FMLA leave, the percentage who took leave for FMLA-related reasons in the past year was higher among employees with lower incomes. Approximately 75.3% of employers with FMLA-eligible employees report that it is "very" or "somewhat" easy to comply with the FMLA, while 14.6% report that it is "very" or "somewhat" difficult to comply with the FMLA.
In the years before 1993, when the FMLA was enacted, the U.S. workforce and American family had changed. The labor force participation rate for women had been rising steadily, more married women with children were working, and more families were headed by single parents. For employees who did not have job-protected family or medical leave, the FMLA was intended to address these changes. Since it was enacted, supporters of the FMLA have proposed different ways to expand the program. Among the changes are proposals to expand employee eligibility, cover more employers, allow eligible employees to take leave to care for more family or household members, or expand the types of FMLA leave. On the other hand, others have proposed changes that would narrow the definition of a serious health condition or curtail the use of intermittent leave for a chronic health condition.
In general, those who favor expanding the FMLA argue that these changes would further the objectives of the act. For a number of reasons, some employers and policymakers may oppose an expansion of FMLA leave. For instance, expansion could increase employer administrative and operating costs. If additional employees become eligible for, and take, FMLA leave, employers may have to make more adjustments to work schedules. In order to maintain the same level of output of goods or services, some employers may need to hire more workers or pay more workers for overtime. An expansion of FMLA leave could create an incentive for employers to hire more part-time workers. Extending FMLA coverage to smaller employers could impose greater costs on those employers than on larger employers.