FMLA 'Rolling' 12-Month Period

What advantage is there for an employer to use the "rolling" 12-month period measured backward method for calculating the amount of FMLA leave an employee may take?


  • 4 Comments sorted by Votes Date Added
  • A rolling 12-month period for each employee prevents employees from piggy-backing 12 weeks of FMLA at the end of one year (calendar or fiscal) and 12 weeks of FMLA at the beginning of another.

  • The rolling 12 month period looking back allows the 12 months to be constantly moving, i.e., if an employee requests FMLA leave, you look back over the last 12 months from the date of the request to see how many weeks of FMLA has been used, and the balance is how much FMLA time the employee can take. If you use a calendar year for counting FMLA, every January 1 every employee has 12 new weeks of leave time. Further if you use the method to count forward from the date that leave is requested, the employee has 12 weeks of FMLA time available during the 12 months following the date of the request leave. Then on the date 12 months later, another 12 weeks is available.

  • Our current system is fiscal year, easy to track due to systems in place. I am thinking about changing to "rolling" for cost reasons and to deal with "regular" users of FML. Fiscal gives them a cutoff where the rolling will be a full year for the tracking of leave
  • Good idea, Gus. Many employers have adopted the rolling leave specifically for the reasons you mention in your email.

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