This week we celebrate the 30th anniversary of the Family and Medical Leave Act. Passed in 1993, the FMLA entitles eligible employees up to 12 weeks of unpaid leave each year to care for a newborn, a newly adopted child or a seriously ill family member, or to recover from their own serious health conditions, including pregnancy.
Congress later updated the law to reflect the caregiving needs of military families. Leave under the FMLA is job-protected and designed to support qualifying employees during the most vulnerable times of their lives. No longer do they face losing employment or their health insurance if they become seriously ill. Nor do they need to make the impossible choice between caring for a loved one or preserving their livelihood.
According to analysis by the National Partnership for Women and Families, the FMLA has been used 460 million times since it was signed into law. More than half of those instances were for an employee who was on leave because of their own health condition. Approximately 20% were for a family’s new child, whether that is after giving birth or welcoming an adopted or foster child.
Sparrow is proud to play a critical role in enabling employers to successfully manage employee leaves of absence, including under the FMLA. Our customers are committed to the wellbeing of their employees, and understand the value of creating a workplace culture that is equal parts compliant and compassionate. If you would like to learn more about Sparrow, check out the Sparrow Experience or book a demo.