02 Nov Understanding FMLA Leave for Mental Health Conditions
It’s no secret that Mental health is a growing concern in the workplace. While employers pursue various ways to support employees struggling with mental health issues, it’s important that they be aware of and offer appropriate leave under the Family and Medical Leave Act (FMLA). Over the past few years, many employees have experienced mental health issues. These include burnout, depression, anxiety, and substance misuse. Employers have responded by expanding mental health benefits, including adding mental health programs, increasing schedule flexibility, offering telemedicine options for mental health and providing more mental health education. Despite the amplified focus on mental health, employees’ mental health issues are still commonly overlooked. This is often because they may not be as readily apparent as physical ailments. However, in reality, employees may sometimes be unable to work because of their mental health issues.
By understanding FMLA requirements for mental health conditions, employers can better support their workforce. The U.S. Department of Labor (DOL) recently issued a fact sheet relating to an employee’s ability to use FMLA leave for their own or a family member’s mental health condition. This blog provides an overview of the FMLA, the DOL’s guidance, FMLA assistance for employees struggling with mental health issues and ways employers can support their employees.
What is FMLA?
FMLA provides job-protected leave for eligible employees of covered employers for their own or a family member’s serious health condition. To be eligible, an employee must:
-Work for a covered employer
-Have worked for the covered employer for at least 12 months
-Have worked at least 1,250 hours for the covered employer during the 12 months prior to leave
-Work at a location where the covered employer has at least 50 employees within a 75-mile radius
The FMLA provides eligible employees with up to 12 weeks of unpaid leave. Leave may be taken continuously or intermittently. An employer must maintain the employee’s group health benefits while on leave. Upon return, the employee must be restored to the same or equivalent job with similar pay and responsibilities.
How might this apply to situations involving mental health?
Leave for Mental Health Conditions
Under the FMLA, a mental health condition is considered a serious health condition if it requires inpatient care or continuing treatment by a health care provider. Eligible employees may take FMLA leave to address mental health conditions.
Inpatient care—A serious mental health condition that requires inpatient care includes an overnight stay in a hospital or other medical care facility, such as a treatment center for addiction or eating disorders.
Continuing treatment—A serious mental health condition that requires continuing treatment by a health care provider includes the following:
-Conditions that incapacitate an individual for more than three consecutive days and require ongoing medical treatment, either multiple appointments with a health care provider or a single appointment and follow-up care.
-Chronic conditions causing periods when an individual is incapacitated and requires treatment by a health care provider at least twice a year.
Some mental health conditions satisfy both of the definitions of “disability” and “serious health condition.” Under the FMLA, a disability is a mental or physical impairment that substantially limits one or more major life activities. The FMLA uses the Equal Employment Opportunity Commission’s (EEOC) regulations under the Americans with Disabilities Act (ADA) to determine if a condition is a disability. According to the EEOC, conditions that “should easily be concluded” to be “substantially limiting” include major depressive disorder, bipolar disorder, post-traumatic stress disorder, obsessive-compulsive disorder and schizophrenia. Periodic conditions are disabilities if they substantially limit a major activity when active.
Employers may require employees to submit a certification from a health care provider to support their need for FMLA leave. While the certificate does not require a diagnosis, the information provided must be sufficient to support the need for leave.
Caring For A Family Member With a Mental Health Condition
The FMLA permits eligible employees to take leave to care for a spouse, child or parent who is unable to work or perform regular daily activities because of a mental health condition. Providing psychological comfort and reassurance that would benefit a family member with a serious health condition who is receiving inpatient or home care is covered under the FMLA.
FMLA leave to care for a child with a serious health condition is generally limited to children under 18. However, a parent may use FMLA leave to care for a child 18 years and older if the adult child is incapable of self-care due to a mental or physical disability. The disability may start at any age, not only before 18.
Employers’ Duty of Confidentiality
The FMLA requires employers to keep employee medical records confidential and maintain them in separate files from regular personnel files. Employers also must maintain employee records with confidentiality as required under other laws. However, employers may inform supervisors and managers of an employee’s need for leave or if an employee requires work restrictions or accommodations.
Employees Are Protected from Retaliation
Employers may not interfere with, restrain or deny an employee’s exercise—or attempt to exercise—any FMLA right. This includes disclosing—or threatening to disclose—an employee’s situation to discourage them from taking FMLA leave.
Employers Can Support Their Employees
Employers can support employees struggling with mental health conditions by recognizing situations where their behavior creates difficulties at work. Businesses can train managers to recognize when an employee may need FMLA leave for mental health issues. By speaking to that employee, an employer can identify any assistance that may help the employee perform their job or manage their mental health. In some cases, an employer may need to treat an employee’s behavior as a request for FMLA leave.
For more compliance resources or employee benefits information, contact Byars|Wright Insurance today.