Family and Medical Leave

The Family and Medical Leave Act (FMLA) was enacted in 1993 and entitles eligible employees at The University of Alabama to take unpaid, job-protected leave for specified family and medical reasons with continuation of applicable insurance coverage under the same terms and conditions as if the employee had not taken leave.

Eligible employees are entitled to twelve (12) work weeks of leave in a rolling 12-month period for:

  1. An employee’s serious health condition,
  2. A serious health condition of the employee’s spouse, parent, or child,
  3. Bonding with the employee’s newborn child, 
  4. Placement of a child with the employee for adoption or foster care, or
  5. Any qualifying exigency arising out of the fact that the employee’s spouse, parent, or child is on active duty, or twenty-six (26) work weeks of military caregiver leave to care for a covered servicemember with a serious injury or illness.

Family and Medical Leave may be taken on a continuous or intermittent basis (see instructions below), subject to certain conditions and requirements outlined in the Family and Medical Leave Policy.

The Benefits Office has been designated to coordinate all FMLA requests. Employees should click on the appropriate link below and follow the outlined procedures.  If you requested and were approved for FMLA, you should report any changes in your leave to the FML Administrator.

Please contact the HR Service Center at or (205) 348-7732 with any questions.

Family and Medical Leave Policy and Procedures

Timeline: When the need for leave is foreseeable, the employee must give 30 days advance written notice, if practicable. If the need for leave is unforeseen, the employee must provide such notice as is practical, which means following one’s supervisor’s usual and customary notice call-in procedures for reporting an absence, unless unusual circumstances exist.

Conditional Approval: After submission of the Family and Medical Leave Request Form for leave due to one of the specified family or medical reasons listed above, an eligible employee will receive conditional approval from the FML Administrator; otherwise the application will be denied.

Pregnancy: If the employee is requesting leave for the birth of a child, two separate applications may need to be completed: 1) for the employee’s own serious health condition and 2) for bonding with the newborn child, as such leaves are administered separately. An employee who does not qualify for FMLA, but needs a leave of absence to recover from the birth of a child, should submit a Pregnancy Recovery Leave Request form.

Health Care Provider Certification Forms

Timeline: Employees should make a good-faith effort to return the Health Care Provider Certification form within 15 days of submission of the leave request form, if practicable. Some providers may take longer to complete the form, so you should notify the FML Administrator.

Final Approval: An employee’s leave approval is final once the Health Care Provider Certification form is received by the Benefits Office; otherwise the application will be denied.

Intermittent Leave

Additional Resources

For additional information regarding your rights and responsibilities under FMLA, visit The Department of Labor’s website or review the Department of Labor’s Workplace Poster. You can also access the comprehensive Employee’s Guide to the Family and Medical Leave Act