Can an employee take FMLA leave intermittently?

Intermittent leave under the Family and Medical Leave Act (FMLA) is indeed allowed if it is medically necessary. This means that an employee can take leave in separate blocks of time rather than as a single continuous period. The FMLA was created to provide job-protected unpaid leave for certain family and medical reasons, and it recognizes that not all medical situations will require a full, uninterrupted leave. For instance, an employee might need to take leave for ongoing medical treatments, therapies, or appointments that do not warrant a continuous absence from work.

Taking intermittent leave requires proper validation, typically supported by a healthcare provider’s certification that outlines the need for such leave. This ensures that the employee's request aligns with the conditions outlined in the FMLA. By allowing for intermittent leave, the act provides flexibility for employees to manage their health needs while maintaining their employment status.

The notion of needing prior approval from a supervisor or limiting it to only medical appointments does not hold in the context of the FMLA. Similarly, stating that it must be taken in one continuous period misses the core intent of the legislation, which is to facilitate necessary time off in a manageable way for employees. Thus, the allowance for medically necessary intermittent leave stands as the