Letter Advising Employee that FMLA Leave is About to End
Understanding this form
The Letter Advising Employee that FMLA Leave is About to End is a formal notification sent to an employee to inform them that their Family and Medical Leave Act (FMLA) leave is nearing its conclusion. While the law does not require this notification, it serves as a best practice to ensure employees are aware of their leave status and the implications of not returning to work on time. This letter is particularly useful for employers who wish to maintain clear communication with employees during their leave period, distinguishing it from other FMLA-related communications that primarily focus on the initiation of leave.
Form components explained
- Date of the letter
- Employer's name and address
- Employee's name and address
- Date leave commenced
- Number of weeks of FMLA leave available
- Notification of the end date of leave and implications of not returning to work
- Contact information for discussing options
Situations where this form applies
This letter should be used when an employee is nearing the end of their approved FMLA leave. It is appropriate to send this notification approximately two weeks before the leave is set to expire. This proactive communication can help avoid misunderstandings about return-to-work expectations and ensures that the employee understands the significance of their leave expiration.
Who should use this form
- Employers who have an employee currently on FMLA leave
- Human resources professionals managing employee leave
- Managers and supervisors overseeing team members on leave
- Companies seeking to comply with FMLA regulations and maintain communication
Completing this form step by step
- Enter the date of the letter at the top of the page.
- Fill in the employer's name and address in the designated fields.
- Add the employee's name and address correctly.
- Specify the date their FMLA leave began and the total leave available.
- Indicate the expiration date of the leave and mention the consequences of not returning on that date.
- Provide your contact information for the employee to reach out if they have questions.
Is notarization required?
This form usually doesn’t need to be notarized. However, local laws or specific transactions may require it. Our online notarization service, powered by Notarize, lets you complete it remotely through a secure video session, available 24/7.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Avoid these common issues
- Failing to specify the exact end date of the leave.
- Not including contact information for follow-up questions.
- Using unclear language regarding the consequences of not returning to work.
- Neglecting to double-check employee details for accuracy.
Why complete this form online
- Convenience of downloading and completing the form on your schedule.
- Editability allows for customization to meet specific needs.
- Access to professional legal templates drafted by licensed attorneys.
- Instant availability, reducing the time spent on paperwork.
Legal use & context
- This letter serves as an important communication tool for employers under the FMLA.
- While not legally required, sending this notification may help mitigate potential disputes regarding leave and reinstatement.
- Clarifying the end of FMLA leave contributes to workplace transparency and integrity.
Main things to remember
- The form helps inform employees about the status of their FMLA leave.
- It encourages a smooth transition back to work or discussion of options if the employee cannot return.
- Employers benefit from maintaining clear communication and compliance with FMLA regulations.
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FAQ
Understand your legal rights regarding time off and pay. Make the request in person. Give sufficient advance notice. If possible, work with your boss to develop an agreeable plan. Keep track of relevant paperwork.
Do Provide Notice of the FMLA to Employees Employers are required to inform employees of their rights under the FMLA. This is typically done via posting information on a company web page that employees access, in the employee handbook, and in posters in a commonly accessed area such as a break room.
If you send an intra-office letter, you need to include the date and the contact information of your supervisor or HR manager at the beginning. Your email subject line should contain your name and Absence Excuse. Always begin your letter formally: Dear Ms. Jones or Dear Phyllis.
Dear (Supervisor / HR Manager): Please be advised that I hereby request an FMLA leave for a period of (number of weeks) in connection with my serious health condition. The leave is to start on (date). Attached is my medical note reflecting the need for FMLA leave.
Provide complete employee contact information, which includes name, address, and phone number. Include the date you will submit the letter. Include the supervisor or manager's name. Include supervisor or manager's title. Add the company name. Include the company's location.
At some point, you may need to request a leave of absence from work. It could be for one of a variety of reasons: personal or family health problems, the birth or adoption of a child, relief from excessive job stress, the loss of a loved one, or the desire to travel or pursue a hobby.
Of course, if the employee wishes to discuss his/her own medical information with others, that is not an employer violation.So, the court is stating that despite the fact that the employer provided the leave requested, confidentiality is a separate right that is enforceable under the FMLA.
Employers may use Form WH-381, which is available at no cost from the WHD website at www.dol.gov/agencies/whd/fmla, to provide notice of eligibility and rights and responsibilities. Employers must be responsive to answer questions from employees concerning their FMLA leave.
Warn your employer early on. Don't send the application without a word of warning. Be specific. Discuss how your work will be handled in your absence. Consider any alternatives. For medical leave. To care for a sick family member.
