{"id":882,"date":"2019-11-04T09:43:16","date_gmt":"2019-11-04T04:13:16","guid":{"rendered":"https:\/\/www.complianceprime.com\/blog\/?p=882"},"modified":"2025-08-02T16:49:11","modified_gmt":"2025-08-02T11:19:11","slug":"what-is-the-difference-between-fmla-and-intermittent-fmla","status":"publish","type":"post","link":"https:\/\/www.complianceprime.com\/blog\/2019\/11\/04\/what-is-the-difference-between-fmla-and-intermittent-fmla\/","title":{"rendered":"What is the Difference Between FMLA and Intermittent FMLA?"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">The FMLA or Family and Medical Leave Act allow the workers to take a few hours or some days\u2019 leave to take care of their own health or the well being of their loved ones. While taking the leave under FMLA they need not worry about keeping their jobs. Any worker working in the company of 50 or more than 50 employees can take the FMLA leave after serving in the job for 12 months or 1250 hours. An employee can take up to 12 weeks of FMLA leave every year and can take leave for birth and care of newborn baby, take care of family members with a serious health condition, or care of own self because of <\/span><a href=\"https:\/\/www.complianceprime.com\/blog\/2018\/11\/07\/what-is-considered-fmla-serious-health-condition\/\"><span style=\"font-weight: 400;\">serious health conditions<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<div style=\"color:#0E1851;margin-top:20px;font-size:28px;font-weight:bold;\">Related Webinars<\/div><div style=\"width:100%;height:auto;overflow:hidden;overflow-x:auto;margin:20px 0;\"><div style=\"width:calc(3 * 260px);\"><div style=\"width:250px;height:350px;background-color:#D2E0FF;background:url(https:\/\/www.complianceprime.com\/assets\/images\/wdt-back.png);background-repeat:no-repeat;background-size:cover;border-radius:10px;margin-right:10px;float:left;text-align:center;padding:25px 10px 0 10px;cursor:pointer;\" onclick=\"location.href='https:\/\/www.complianceprime.com\/details\/1850\/fmla-2026?utm_source=cp_blog'\"><img decoding=\"async\" style=\"width:135px;height:135px;border-radius:50%;border:2px solid #2B58B5;padding:3px;\" src=\"https:\/\/www.complianceprime.com\/image.php?src=https:\/\/www.complianceprime.com\/uploads\/img_upload\/be9bd7c0b9625126f985b421036a9339.jpg&w=200&h=200&zc=1&s=1\" alt=\"Speaker\"><div style=\"color:#0E1851;margin-top:5px;font-size:18px;font-weight:bold;line-height:22px;max-height:65px;overflow:hidden;\">FMLA in 2026: New DOL Guidance, State Paid Leave Expansions & Compliance Risks Every Employer Must Know<\/div><div style=\"clear:both;\"><\/div><div style=\"margin:10px auto 0 auto;display:inline-block;\"><div style=\"width:20px;float:left;\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 448 512\" id=\"IconChangeColor\" height=\"16\" width=\"16\"><path d=\"M160 32V64H288V32C288 14.33 302.3 0 320 0C337.7 0 352 14.33 352 32V64H400C426.5 64 448 85.49 448 112V160H0V112C0 85.49 21.49 64 48 64H96V32C96 14.33 110.3 0 128 0C145.7 0 160 14.33 160 32zM0 192H448V464C448 490.5 426.5 512 400 512H48C21.49 512 0 490.5 0 464V192zM64 304C64 312.8 71.16 320 80 320H112C120.8 320 128 312.8 128 304V272C128 263.2 120.8 256 112 256H80C71.16 256 64 263.2 64 272V304zM192 304C192 312.8 199.2 320 208 320H240C248.8 320 256 312.8 256 304V272C256 263.2 248.8 256 240 256H208C199.2 256 192 263.2 192 272V304zM336 256C327.2 256 320 263.2 320 272V304C320 312.8 327.2 320 336 320H368C376.8 320 384 312.8 384 304V272C384 263.2 376.8 256 368 256H336zM64 432C64 440.8 71.16 448 80 448H112C120.8 448 128 440.8 128 432V400C128 391.2 120.8 384 112 384H80C71.16 384 64 391.2 64 400V432zM208 384C199.2 384 192 391.2 192 400V432C192 440.8 199.2 448 208 448H240C248.8 448 256 440.8 256 432V400C256 391.2 248.8 384 240 384H208zM320 432C320 440.8 327.2 448 336 448H368C376.8 448 384 440.8 384 432V400C384 391.2 376.8 384 368 384H336C327.2 384 320 391.2 320 400V432z\" id=\"mainIconPathAttribute\" stroke-width=\"1\" stroke=\"#ff0000\" filter=\"url(#shadow)\" fill=\"#FB0351\"><\/path><filter id=\"shadow\"><feDropShadow id=\"shadowValue\" stdDeviation=\".5\" dx=\"0\" dy=\"0\" flood-color=\"black\"><\/feDropShadow><\/filter><filter id=\"shadow\"><feDropShadow id=\"shadowValue\" stdDeviation=\".5\" dx=\"0\" dy=\"0\" flood-color=\"black\"><\/feDropShadow><\/filter><\/svg><\/div><div style=\"float:left;margin-left:5px;font-size:12px;font-weight:bold;color:#FB0351;\">Jul 28th 2026 @ 01:00 PM ET<\/div><div style=\"clear:both;\"><\/div><\/div><div style=\"font-size:12px;color:#2B58B5;margin-top:-10px;\"><strong>Speaker: <\/strong>Melissa Fleischer, Esq<\/div><div style=\"width:120px;text-transform:uppercase;font-size:12px;color:#FB0351;border:2px solid #FB0351;border-radius:30px;padding:1px 5px;margin:10px auto;\">Learn More<\/div><\/div><div style=\"width:250px;height:350px;background-color:#D2E0FF;background:url(https:\/\/www.complianceprime.com\/assets\/images\/wdt-back.png);background-repeat:no-repeat;background-size:cover;border-radius:10px;margin-right:10px;float:left;text-align:center;padding:25px 10px 0 10px;cursor:pointer;\" onclick=\"location.href='https:\/\/www.complianceprime.com\/details\/1870\/fmla-ada-2026?utm_source=cp_blog'\"><img decoding=\"async\" style=\"width:135px;height:135px;border-radius:50%;border:2px solid #2B58B5;padding:3px;\" src=\"https:\/\/www.complianceprime.com\/image.php?src=https:\/\/www.complianceprime.com\/uploads\/img_upload\/be9bd7c0b9625126f985b421036a9339.jpg&w=200&h=200&zc=1&s=1\" alt=\"Speaker\"><div style=\"color:#0E1851;margin-top:5px;font-size:18px;font-weight:bold;line-height:22px;max-height:65px;overflow:hidden;\">The Bermuda Triangle of Leave Laws: Where FMLA, ADA & Workers' Comp Collide<\/div><div style=\"clear:both;\"><\/div><div style=\"margin:10px auto 0 auto;display:inline-block;\"><div style=\"width:20px;float:left;\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 448 512\" id=\"IconChangeColor\" height=\"16\" width=\"16\"><path d=\"M160 32V64H288V32C288 14.33 302.3 0 320 0C337.7 0 352 14.33 352 32V64H400C426.5 64 448 85.49 448 112V160H0V112C0 85.49 21.49 64 48 64H96V32C96 14.33 110.3 0 128 0C145.7 0 160 14.33 160 32zM0 192H448V464C448 490.5 426.5 512 400 512H48C21.49 512 0 490.5 0 464V192zM64 304C64 312.8 71.16 320 80 320H112C120.8 320 128 312.8 128 304V272C128 263.2 120.8 256 112 256H80C71.16 256 64 263.2 64 272V304zM192 304C192 312.8 199.2 320 208 320H240C248.8 320 256 312.8 256 304V272C256 263.2 248.8 256 240 256H208C199.2 256 192 263.2 192 272V304zM336 256C327.2 256 320 263.2 320 272V304C320 312.8 327.2 320 336 320H368C376.8 320 384 312.8 384 304V272C384 263.2 376.8 256 368 256H336zM64 432C64 440.8 71.16 448 80 448H112C120.8 448 128 440.8 128 432V400C128 391.2 120.8 384 112 384H80C71.16 384 64 391.2 64 400V432zM208 384C199.2 384 192 391.2 192 400V432C192 440.8 199.2 448 208 448H240C248.8 448 256 440.8 256 432V400C256 391.2 248.8 384 240 384H208zM320 432C320 440.8 327.2 448 336 448H368C376.8 448 384 440.8 384 432V400C384 391.2 376.8 384 368 384H336C327.2 384 320 391.2 320 400V432z\" id=\"mainIconPathAttribute\" stroke-width=\"1\" stroke=\"#ff0000\" filter=\"url(#shadow)\" fill=\"#FB0351\"><\/path><filter id=\"shadow\"><feDropShadow id=\"shadowValue\" stdDeviation=\".5\" dx=\"0\" dy=\"0\" flood-color=\"black\"><\/feDropShadow><\/filter><filter id=\"shadow\"><feDropShadow id=\"shadowValue\" stdDeviation=\".5\" dx=\"0\" dy=\"0\" flood-color=\"black\"><\/feDropShadow><\/filter><\/svg><\/div><div style=\"float:left;margin-left:5px;font-size:12px;font-weight:bold;color:#FB0351;\">Aug 25th 2026 @ 01:00 PM ET<\/div><div style=\"clear:both;\"><\/div><\/div><div style=\"font-size:12px;color:#2B58B5;margin-top:-10px;\"><strong>Speaker: <\/strong>Melissa Fleischer, Esq<\/div><div style=\"width:120px;text-transform:uppercase;font-size:12px;color:#FB0351;border:2px solid #FB0351;border-radius:30px;padding:1px 5px;margin:10px auto;\">Learn More<\/div><\/div><div style=\"width:250px;height:350px;background-color:#D2E0FF;background:url(https:\/\/www.complianceprime.com\/assets\/images\/wdt-back.png);background-repeat:no-repeat;background-size:cover;border-radius:10px;margin-right:10px;float:left;text-align:center;padding:25px 10px 0 10px;cursor:pointer;\" onclick=\"location.href='https:\/\/www.complianceprime.com\/details\/184\/intermittent-fmla?utm_source=cp_blog'\"><img decoding=\"async\" style=\"width:135px;height:135px;border-radius:50%;border:2px solid #2B58B5;padding:3px;\" src=\"https:\/\/www.complianceprime.com\/image.php?src=https:\/\/www.complianceprime.com\/uploads\/img_upload\/be9bd7c0b9625126f985b421036a9339.jpg&w=200&h=200&zc=1&s=1\" alt=\"Speaker\"><div style=\"color:#0E1851;margin-top:5px;font-size:18px;font-weight:bold;line-height:22px;max-height:65px;overflow:hidden;\">Intermittent FMLA Leave: Understand The Requirements And Prevent Abuse<\/div><div style=\"clear:both;\"><\/div><div style=\"height:45px;\"><\/div><div style=\"font-size:12px;color:#2B58B5;margin-top:-10px;\"><strong>Speaker: <\/strong>Melissa Fleischer, Esq<\/div><div style=\"width:120px;text-transform:uppercase;font-size:12px;color:#FB0351;border:2px solid #FB0351;border-radius:30px;padding:1px 5px;margin:10px auto;\">Learn More<\/div><\/div><\/div><\/div>\n<p><span style=\"font-weight: 400;\">There are mostly three types of FMLA leave: Intermittent FMLA leave, Continuous FMLA leave, and reduced schedule FMLA leave.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><strong>Continuous FMLA Leave<\/strong>: This type of leave is taken up by employees for a continuous period of time. Such leave is not broken up by a period of work and is continuous when the employee is absent for three consecutive working days or more. He can take the leave for an immediate family member or own self for serious health issues.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><strong>Intermittent FMLA Leave<\/strong>: it is the more flexible way of taking leave. In such type of leave, the employee can take leave for a few hours or a few days. Like if the employee is suffering from migraine then he can take leave for a few hours during the excessive pain period. He can also use <\/span><a href=\"https:\/\/www.complianceprime.com\/details\/474\/Intermittent-FMLA-Leave-Updates\"><span style=\"font-weight: 400;\">intermittent leave<\/span><\/a><span style=\"font-weight: 400;\"> to attend a doctor\u2019s appointment for a few hours. The intermittent leave allows the employee to take short leaves without going for long breaks.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><strong>Reduced schedule FMLA Leave<\/strong>: An employee can take such leave to take care of the family member, take care of their own serious health problem or to reduce stress. The reduced schedule FMLA leave allows the employees to reduce the number of hours worked per day or per week so that they can take care of themselves or their loved ones in their spare hours. The employer counts the hours or works reduced towards the 12-week allowance given under the <\/span><a href=\"https:\/\/www.complianceprime.com\/blog\/2018\/11\/02\/what-is-fmla-overview-of-fmla-rules\/\"><span style=\"font-weight: 400;\">FMLA leave<\/span><\/a><span style=\"font-weight: 400;\">. It is necessary for the employee to inform his employer regarding the need for leave.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">During the 12-weeks of FMLA leave, the employer is under obligation to pay group health insurance benefits to his employee on leave. But if the employee\u2019s 12-week FMLA leave expires then he cannot avail such benefit during further leaves. Therefore it is important for the employees to pay attention to their leave period and when shall it expire.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To know more about <a href=\"https:\/\/www.complianceprime.com\/blog\/2019\/03\/19\/can-an-employer-deny-intermittent-fmla-leave\/\"><strong>whether employer can deny FMLA leave<\/strong><\/a><\/span><span style=\"font-weight: 400;\">, do give our in- depth blog a read.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Conclusion<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Depending upon his or her physical health and the family member\u2019s condition an employee can avail of the facility of FMLA leave. The terms of the leave are flexible and designed to provide maximum benefit to the employees. Availing FMLA leave allows the employee to take care of the health of their loved ones and also self and also retain the job and the position at the same time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To know more about <\/span><a href=\"https:\/\/www.complianceprime.com\/blog\/2025\/04\/22\/does-fmla-cover-employee-burnout\/\"><b>FMLA and Mental Health<\/b><\/a><span style=\"font-weight: 400;\">, do give our in- depth blog a read.<\/span><\/p>\n<p>For those looking to deepen their understanding and stay updated on the latest trends, don\u2019t miss out on our series of engaging <a href=\"https:\/\/www.complianceprime.com\/industry\/185\/human-resource\"><strong>Human Resources webinars<\/strong><\/a> designed to educate and inspire.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The FMLA or Family and Medical Leave Act allow the workers to take a few hours or some days\u2019 leave to take care of their own health or the well&hellip;<\/p>\n","protected":false},"author":4,"featured_media":886,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[4],"tags":[75],"class_list":["post-882","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-blog","tag-intermittent-fmla-leave"],"post_mailing_queue_ids":[],"_links":{"self":[{"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/posts\/882","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/comments?post=882"}],"version-history":[{"count":4,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/posts\/882\/revisions"}],"predecessor-version":[{"id":6625,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/posts\/882\/revisions\/6625"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/media\/886"}],"wp:attachment":[{"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/media?parent=882"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/categories?post=882"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/tags?post=882"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}