Many workers mistakenly believe that only hourly employees or non-supervisory staff are eligible for Family and Medical Leave Act (FMLA) protections. In reality, managers have the same rights to take FMLA leave as any other eligible employee. Being in a leadership or supervisory role does not disqualify someone from taking protected leave to care for themselves or a family member.
FMLA is a federal statute which applies to all eligible employees at covered employers. Covered employers generally include public agencies, schools and private employers with 50 or more employees within a 75-mile radius. To qualify, an employee must have worked for their employer for at least 12 months and logged at least 1,250 hours during the previous year. These requirements are based solely on tenure and hours worked, not job title.
It’s okay to take eligible time if you need it, even if you’re a manager
Managers often feel pressure to remain at work even when they’re dealing with serious health issues or family emergencies. They may worry about how their absence will affect their team or whether requesting leave will be seen as a lack of dedication. However, the FMLA protects managers just as it protects other employees. Employers cannot deny qualified leave, retaliate against someone for taking it or interfere with an employee’s decision to exercise their rights under the law.
FMLA provides up to 12 weeks of unpaid, job-protected leave per year for reasons including a serious health condition, the birth or adoption of a child or caring for a spouse, child or parent with a serious health condition. Upon returning from leave, managers are entitled to be reinstated to the same or an equivalent position with the same pay, benefits and working conditions.
Unfortunately, some employers discourage managers from taking leave, implying they should be “strong enough” to handle personal matters outside of work hours or suggesting that leadership roles do not allow for time away. Such practices violate federal law. If a manager is denied leave or experiences retaliation—such as demotion, reduced hours, or termination—they may have grounds for an FMLA interference or retaliation claim.