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Family and Medical Leave for Mental Health

FMLA written in chalk style on green background

New publications from the Department of Labor (DOL) provide guidance on the applicability of family and medical leave (FML) for mental health conditions.

DOL’s new publications provide additional resources for workers on their right to take leave for serious mental health conditions and for employers to better understand how to comply with the Family and Medical Leave Act (FMLA). The intent is to ensure that obtaining job-protected leave is not another obstacle to overcome when workers seek the mental health support they need.

The new guidance includes:

A DOL press release, issued in late May, serves as a reminder that eligible employees may take FML for their own serious health condition or to care for a spouse, child, or parent because of their serious health condition. A serious health condition can include a physical or mental health condition requiring inpatient care or continuing treatment by a health care provider, including an overnight stay in a treatment center for addiction or continuing treatment by a clinical psychologist. The definition of a serious health condition is detailed in the FMLA regulations (CFR Title 29 §825.113).

Additional information on FML can be found in the Leaves section of the HR Library (member login required) and in The Administrator’s Guide to Managing Leaves and Absences.

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April Mabry
April Mabry
Best Practices: Salary Notification Letters

April Mabry oversees HR Services training services, member library products, and the HRX newsletter. She has provided HR training and guidance to Texas public schools  since 1991. Mabry was a classroom teacher for 11 years in Texas and Michigan.

Mabry has a bachelor’s degree in education from the University of Michigan and certification as a professional in human resources (PHR) and is a SHRM-CP.

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TASB HR Services supports HR leadership in Texas schools through membership offerings in specialized training, consulting, and other services.
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