What Is Medical Leave and How Does It Work?

Medical leave allows employees to address health challenges while ensuring workplace compliance and engagement. This article outlines eligibility, duration, and mental health considerations.

By Douglas Wade, Attorney

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Table of Contents

1. How Does a Medical Leave of Absence Work?

2. For what kinds of medical reasons can one request a leave of absence?

3. What Does a Medical Leave of Absence Entail in Terms of Time Off and Compensation?

4. If I Need Time Off Due to Mental Health Issues, How Can I Get It?

How Does a Medical Leave of Absence Work?

When an employee’s physical or mental health is impaired to the point that they are unable to carry out essential job duties, they may be eligible for a medical leave of absence. A medical leave of absence, like any other kind of leave, will have consequences for employee engagement and compliance.

For what kinds of medical reasons can one request a leave of absence?

An employee is eligible for medical leave under the Family and Medical Leave Act (FMLA) if their severe health prevents them from carrying out the duties of their job. Employees and their healthcare providers work together to verify that the employee is unable to perform any vital function of their job or cannot work at all due to their condition.

What Does a Medical Leave of Absence Entail in Terms of Time Off and Compensation?

It is mandatory for companies to offer up to 12 weeks of medical leave under the Family and Medical Leave Act. Like other types of FMLA leave, the company doesn’t have to pay for this type of leave. Employers who provide paid leave, such as vacation and sick days, may also mandate that workers take their accrued leave over that 12-week period.

If I Need Time Off Due to Mental Health Issues, How Can I Get It?

Illnesses do not always manifest physically. Employees with mental health issues, such as depression, anxiety, PTSD, or bipolar illness, may struggle to maintain the physical and mental health necessary for productive work. An in-depth piece published by the Society of Human Resource Management (SHRM) offers valuable guidance on how to handle a medical leave of absence related to mental health:

Stay away from making assumptions about the effects of mental (or physical) illness on staff members, such as thinking that PTSD causes aggressiveness and anger.
Determine the specific ways in which the employee’s actions cause stress or worry on the job.
Managers should talk to their staff to figure out what’s going on and how to help them cope with whatever is triggering the behavior.
Clearly communicate the organization’s expectations for performance and act in a consistent manner to meet them.
Pay attention to what workers have to say and then ask, “How can I assist you?””

The twelve weeks allotted for a medical leave of absence need not be taken consecutively. Being adaptable allows workers to cope with chronic issues or setbacks without worrying about losing their employment.

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