FMLA Eligibility Calculator 2026 — Am I Eligible for FMLA? ★★★★★

How This FMLA Eligibility Calculator Works

The most common question for US employees facing a medical or family situation is "am I eligible for FMLA?" This calculator answers that in seconds. It checks the three requirements set by the U.S. Department of Labor under the Family and Medical Leave Act. All three must be met for you to qualify. If you do, the tool also shows how many weeks of leave you can take and what kind of leave applies to your situation.

Here is what it checks:

• Months of employment — you must have worked for your employer for at least 12 months. The 12 months do not have to be consecutive.
• Hours worked — you must have worked at least 1,250 hours in the past 12 months. That is about 24 hours per week on average.
• Company size — your employer must have 50 or more employees within 75 miles of your worksite.

Everything is calculated on your device. No account, no email, no data stored.

The Three FMLA Requirements Explained

FMLA is a federal law that gives eligible employees up to 12 weeks of unpaid, job-protected leave per year. But "eligible" is a strict standard. All three of these must be true:

1. Twelve months of employment. You must have worked for your employer for at least 12 months. Those 12 months do not have to be consecutive — so if you worked 6 months, took a break, and came back for another 6 months, you still qualify.

2. 1,250 hours worked in the past 12 months. You must have logged at least 1,250 hours of actual work in the 12 months before your leave starts. That works out to about 24 hours per week. Part-time employees can qualify, but only if they work enough hours.

3. 50 or more employees within 75 miles. Your employer must have at least 50 employees within 75 miles of your worksite. This is based on the total number of employees at all locations within that radius, not just at your specific site.

When FMLA Leave Applies

Even if you meet all three requirements, your leave must be for a reason covered by FMLA. The most common reasons are:

• Birth of a child, and bonding with the newborn within the first year
• Adoption or foster care placement of a child
• Your own serious health condition that makes you unable to work
• Caring for a spouse, child, or parent with a serious health condition
• A qualifying emergency related to a family member's military deployment
• Caring for a covered service member with a serious injury or illness (military caregiver leave — up to 26 weeks)

Military Family Leave Rules

FMLA has two special provisions for military families. Qualifying Exigency leave gives you up to 12 weeks to handle issues related to a family member's military deployment — such as childcare, legal matters, or financial arrangements. Military Caregiver leave gives you up to 26 weeks to care for a covered service member who has a serious injury or illness from active duty. Both require proper documentation.

How Your Job and Health Insurance Are Protected

One of the most important parts of FMLA is job protection. When you return from FMLA leave, your employer must give you back the same job or an equivalent one with the same pay, benefits, and terms. Your employer must also keep your group health insurance active during your FMLA leave, under the same conditions as if you had kept working. If your employer fails to do this, they are breaking federal law.

Intermittent and Reduced Schedule Leave

FMLA is not always taken in one block. You can take leave intermittently — for example, a few hours at a time for doctor visits or treatment — or on a reduced schedule, such as working 30 hours per week instead of 40. Intermittent leave usually requires medical certification. Your employer may temporarily transfer you to an equivalent role that better fits your schedule, but they cannot reduce your pay or benefits because you took FMLA leave.