Intermittent leave is available under the Family and Medical Leave Act in the US and allows for protected leave for legitimate family and medical emergencies. It can be beneficial for those with chronic conditions or caregiving needs. Eligibility requires proof of illness or emergency and scheduling notice. Employers may require documentation and clear communication is important. It cannot be used for sick days or personal reasons.
Intermittent leave is leave from work taken in separate chunks, rather than a big chunk. It is available in the United States under the Family and Medical Leave Act, and many nations have similar laws in place to allow people to take protected leave. Protected leisure allows people to lose their jobs to legitimate family and medical emergencies without worrying about losing their jobs or being demoted. The law surrounding furlough is very complicated, and employees who know they need furlough may want to consult an attorney for specific information.
There are a number of benefits to intermittent leave. Some people have disabilities or chronic conditions that flare up occasionally. Being allowed to take a large chunk of time off isn’t very helpful, as once they get back to work, their condition will return. Being allowed to take smaller breaks will allow them to adjust to their circumstances as they continue to work. Intermittent leave can also be used for caregiving, with family members swapping in to provide full care without missing long periods of time at work or burning out providing ongoing care.
To be eligible for intermittent leave, people must be able to demonstrate a real illness or emergency. They may also be eligible for leave to settle down with a new child. Leave generally needs to be scheduled in advance, with reasonable notice to allow the employer to make arrangements. People requiring intermittent leave can be transferred to equivalent positions with more scheduling flexibility, but are entitled to return to their regular job after returning to work.
Employers often ask for documentation. For people with medical conditions, a note from a doctor explaining the situation and providing information on what kind of leave is needed, such as Wednesdays off for 12 weeks to attend physical therapy, is very helpful. Individuals who make caregiver arrangements can work with their family members to develop a schedule and present this schedule to employers so that their leave can be planned as efficiently and smoothly as possible.
Intermittent leave cannot be used for sick days or days when employees simply don’t feel like going to work. Employees may be able to arrange for vacation days to be used for these events. There are regulations governing responsibilities on both sides of the leave equation and it is important that employers provide employees with clear information about their leave policies, who to contact for leave planning and how to handle emergencies.
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