Recent federal decisions have expanded how courts interpret family relationships and employee rights under the FMLA. These shifts make December a smart time for employers to review their leave policies and internal procedures.
Many companies still rely on outdated definitions of family relationships when evaluating leave requests. New case law clarifies that employees may qualify for FMLA rights even when caring for nontraditional family members. This means HR teams must be prepared to ask clarifying questions and document how decisions are made.
Employers should also check how PTO, sick leave, and workers’ compensation benefits interact with FMLA. Updated federal guidance makes it clear that employers and employees must agree before PTO can be deducted while workers’ compensation benefits are being paid.
A strong leave policy protects both the company and its workforce. By updating policies now, employers can reduce risk, protect productivity, and ensure compliance when the new year begins.
