FMLA Eligibility and Leave Hours Calculator

Determine whether an employee qualifies for Family and Medical Leave Act (FMLA) protections and calculate the total leave hours available during the applicable 12-month period.

FMLA applies only to employers with 50 or more employees within 75 miles.
Count all employees at the worksite and within a 75-mile radius.
Must be at least 12 months (need not be consecutive).
Must be at least 1,250 hours in the 12 months preceding the leave.
Military caregiver leave applies when caring for a covered servicemember with a serious injury or illness.
Used to convert leave weeks into equivalent hours.
Enter hours of FMLA leave already taken in the current 12-month leave year.

Formulas Used

Eligibility (all three must be true):

  • Covered Employer: Employees within 75 miles ≥ 50
  • Tenure: Months Employed ≥ 12
  • Hours: Hours Worked in Past 12 Months ≥ 1,250

Leave Entitlement:

  • Total Leave Hours = Max Weeks × Weekly Hours
    Standard FMLA: Max Weeks = 12  |  Military Caregiver: Max Weeks = 26
  • Remaining Leave Hours = Total Leave Hours − Hours Already Used
  • Remaining Leave Weeks = Remaining Leave Hours ÷ Weekly Hours
  • Equivalent Full Days = ⌊ Remaining Leave Hours ÷ 8 ⌋

Assumptions & References

  • Governed by the Family and Medical Leave Act of 1993, 29 U.S.C. §§ 2601–2654, and implementing regulations at 29 C.F.R. Part 825.
  • The 50-employee threshold counts all employees (full-time, part-time, temporary) within 75 miles of the employee's primary worksite (29 C.F.R. § 825.105).
  • The 12-month tenure requirement need not be consecutive; periods of employment separated by seven years or less are aggregated (29 C.F.R. § 825.110(b)).
  • The 1,250-hour threshold is based on hours actually worked; paid leave hours not actually worked are excluded unless the employer counts them (29 C.F.R. § 825.110(c)).
  • Standard FMLA provides up to 12 workweeks per 12-month period for qualifying reasons (29 U.S.C. § 2612(a)(1)).
  • Military Caregiver Leave provides up to 26 workweeks in a single 12-month period when caring for a covered servicemember (29 U.S.C. § 2612(a)(3)).
  • Leave entitlement is measured in workweeks, converted to hours using the employee's normal weekly schedule (29 C.F.R. § 825.205).
  • Intermittent leave may be taken in the smallest increment the employer's payroll system uses, but no greater than one hour (29 C.F.R. § 825.205(a)(1)).
  • State laws (e.g., California CFRA, New York PFL) may provide additional or broader protections; this calculator reflects federal FMLA only.
  • This calculator is for informational purposes only and does not constitute legal advice. Consult an employment attorney or HR professional for specific situations.

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