{"id":5735,"date":"2024-08-13T13:14:03","date_gmt":"2024-08-13T13:14:03","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=5735"},"modified":"2025-07-29T16:44:27","modified_gmt":"2025-07-29T16:44:27","slug":"top-faqs-on-the-intersection-of-the-fmla-and-ada","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/top-faqs-on-the-intersection-of-the-fmla-and-ada\/","title":{"rendered":"Top FAQs on the intersection of the FMLA and ADA"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>Helena Oroz<\/strong>, <strong>JD<\/strong>, Brightmine Senior Legal Editor<\/p>\n<\/div>\n\n\n\n<p class=\"\">Complying with the FMLA and ADA on their own is challenging. When they intersect, the challenge becomes even more complicated for even the most experienced <a href=\"https:\/\/www.brightmine.com\/us\/solutions\/hr-operations-compliance\/\">HR professionals<\/a>. To help you navigate these laws, we\u2019re answering seven frequently asked questions on whether and when the ADA and FMLA apply and how they interact.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"difference-between-fmla-and-ada\">1. What&#8217;s the difference between the FMLA and ADA?<\/h2>\n\n\n\n<p class=\"\">Both the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA) provide protections to employees with medical conditions. While there are some similarities, these two laws are quite different in terms of employee rights and employer obligations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Rights<\/h3>\n\n\n\n<p class=\"\">The FMLA requires covered employers to provide employees with job-protected unpaid leave for qualified medical and family reasons. This includes time off to care for the employee\u2019s or a family member&#8217;s serious health condition.<\/p>\n\n\n\n<p class=\"\">The ADA, on the other hand, prohibits workplace discrimination based on disability. It also requires employers to provide individuals with disabilities with reasonable accommodations, which may include time off.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Application<\/h3>\n\n\n\n<p class=\"\">The FMLA applies to employers with 50 or more employees. The ADA applies to employers with 15 or more employees. Thus, employers with 50 or more employees must comply with both laws, and sometimes both laws apply simultaneously.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Leave<\/h3>\n\n\n\n<p class=\"\">Under the FMLA, eligible employees can take up to 12 weeks of unpaid leave in a single 12-month period (or 26 weeks for military caregiver leave). Under the ADA, if leave is a reasonable accommodation, there isn\u2019t a specific or maximum amount of leave required. The ADA requires an employer to review each employee\u2019s individual circumstances. However, an indefinite leave of absence is generally considered unreasonable under the ADA.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"eligible-for-fmla-and-ada\">2. When is an employee eligible for FMLA and ADA protections?<\/h2>\n\n\n\n<p class=\"\">An employee is eligible for FMLA leave if they:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Work at a location with at least 50 employees within a 75-mile radius,<\/li>\n\n\n\n<li class=\"\">Have worked at least 12 months for a covered employer (which do not need to be consecutive), and<\/li>\n\n\n\n<li class=\"\">Have worked 1,250 hours in the 12 months immediately preceding the leave.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">However, an employee can request FMLA leave before they are eligible for leave. For example, if an employee has worked for a covered employer for 11 months, they can request FMLA leave that begins two months later.<\/p>\n\n\n\n<p class=\"\">The ADA does not have location, length-of-service or hours-worked eligibility requirements. The ADA protects all applicants and employees of a covered employer. It prohibits discrimination in recruiting, hiring and all aspects of employment, and it requires an employer to provide reasonable accommodations to both prospective and current employees with disabilities.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"medical-conditions-covered-fmla-and-ada\">3. What medical conditions are generally covered under the FMLA and ADA?<\/h2>\n\n\n\n<p class=\"\">Neither the FMLA nor the ADA includes a list of covered medical conditions. Rather, each law has its own criteria and coverage analysis.&nbsp;<\/p>\n\n\n\n<p class=\"\">Under the ADA, a person with a disability is someone who:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Has a physical or mental impairment that substantially limits a major life activity,<\/li>\n\n\n\n<li class=\"\">Has a record of such impairment, or<\/li>\n\n\n\n<li class=\"\">Is perceived by others (regarded as) having such an impairment.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The ADA rules include <em>examples<\/em> of conditions that will almost always be considered disabilities under the law (like cancer and diabetes), but no complete list of covered disabilities exists.<\/p>\n\n\n\n<p class=\"\">Leave under the FMLA is available for certain qualifying reasons, including an employee\u2019s or their family member\u2019s serious health condition, which involves inpatient care or continuing treatment by a health care provider.<\/p>\n\n\n\n<p class=\"\">Conditions that commonly qualify for FMLA coverage are:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Conditions that require an overnight stay in a hospital,<\/li>\n\n\n\n<li class=\"\">Conditions that cause a person to become incapacitated for more than three consecutive days and require ongoing medical treatment.<\/li>\n\n\n\n<li class=\"\">Chronic conditions causing occasional incapacity and at least twice-yearly medical treatment, and<\/li>\n\n\n\n<li class=\"\">Pregnancy, including prenatal appointments, incapacity, and medically required bed rest<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"exhausts-fmla-leave-ada-obligations\">4. When an employee exhausts their FMLA leave but is unable to return to work, what are an employer&#8217;s ADA obligations?<\/h2>\n\n\n\n<p class=\"\">An employee with a serious health condition who exhausts their 12 weeks of FMLA leave may need additional time off if they can\u2019t yet return to work due to their medical condition. An employee in that situation may have the right to additional time off under the ADA.<\/p>\n\n\n\n<p class=\"\">An employer should engage in the interactive process with the employee to determine whether additional time off is reasonable under the circumstances and will address the employee\u2019s limitation (i.e., allow them to eventually return to work).<\/p>\n\n\n\n<p class=\"\">The Equal Employment Opportunity Commission (EEOC) has made it clear that policies that lead to the termination of employees immediately upon the expiration of FMLA leave conflict with the ADA.<\/p>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading\">Premium resource: How to handle an employee returning from FMLA leave who may need an ADA accommodation<\/h3>\n\n\n\n<p class=\"\">Access our practical How-to guide on how to handle an employee&#8217;s request for an accommodation upon return from FMLA-protected leave<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/how-to\/how-to-handle-an-employee-returning-from-fmla-leave-who-may-need-an-ada-accommodation\/7823\/\" style=\"border-radius:100px\" target=\"_blank\" rel=\"noreferrer noopener\">Read now<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"follow-up-on-medical-certification\">5. Can an employer follow up on an employee\u2019s medical certification?<\/h2>\n\n\n\n<p class=\"\">The FMLA allows employers to request information from employees to support certain FMLA-qualifying reasons for leave. The FMLA has specific requirements for the various types of certifications allowed. These requirements address:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The content of each certification,<\/li>\n\n\n\n<li class=\"\">The timing of when the employer must provide it to employees, and<\/li>\n\n\n\n<li class=\"\">When employees must return the completed form.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The Department of Labor, Wage and Hour Division makes model forms available for employer use, including certifications for an employee\u2019s own serious health condition or that of a family member (<a href=\"https:\/\/www.dol.gov\/agencies\/whd\/fmla\/forms\" target=\"_blank\" rel=\"noreferrer noopener\">WH-380-E and WH-380-F<\/a>).<\/p>\n\n\n\n<p class=\"\">The FMLA permits an employer to contact the employee\u2019s health care provider to authenticate or clarify a certification. However, the employee&#8217;s direct supervisor cannot be the individual to contact the health care provider. Instead, an employer must use one of the following individuals to contact the health care provider:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">A management official,<\/li>\n\n\n\n<li class=\"\">A leave administrator,<\/li>\n\n\n\n<li class=\"\">A human resources professional, or<\/li>\n\n\n\n<li class=\"\">A third-party health care provider.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">In addition, the FMLA allows the employer to request second and third opinions, at its expense, under certain circumstances.<\/p>\n\n\n\n<p class=\"\">The ADA does not have concrete requirements like the FMLA. An employer may seek medical documentation to support a request for accommodation under the ADA, but the information requested must be directly connected to the employee&#8217;s impairment. Under the ADA, employers can\u2019t subject the employee to medical exams that have nothing to do with the employee&#8217;s need for accommodation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"request-ada-fitness-for-duty-certification\">6. Can an employer request a fitness-for-duty certification when an employee wants to return from a leave of absence?<\/h2>\n\n\n\n<p class=\"\">Under the ADA, a request for fitness-for-duty certification must be job-related and consistent with business necessity.<\/p>\n\n\n\n<p class=\"\">For example, an employer may ask returning employees to provide such certification if it reasonably believes that the employee\u2019s ability to perform essential job functions is impaired or that the employee poses a direct threat to themselves or others. The fitness-for-duty certification, like other medical certifications, must be limited in scope.<\/p>\n\n\n\n<p class=\"\">The FMLA allows an employer to require employees to submit a fitness-for-duty certification when they take leave for their own serious health condition, at the employee\u2019s expense. However, the employer must:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Notify employees of the fitness-for-duty certification requirement in the <a href=\"https:\/\/hrcenter.us.brightmine.com\/letters-and-forms\/wh-382-designation-notice-form\/9489\/\" target=\"_blank\" rel=\"noreferrer noopener\">Designation Notice<\/a>, and include a job description or list of essential functions if the employer requires the certification to specifically address the employee&#8217;s ability to perform essential job functions,<\/li>\n\n\n\n<li class=\"\">Seek certification only with regard to the particular health condition that caused the employee&#8217;s need for FMLA leave, and<\/li>\n\n\n\n<li class=\"\">Apply its fitness-for-duty certification requirements to all similarly situated employees (e.g., those with the same occupation or the same serious health condition).<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ada-substance-abuse-protected-leave\">7. Can an employee with a substance abuse problem take a protected leave of absence to go to rehab?<\/h2>\n\n\n\n<p class=\"\">The ADA does not protect illegal drug use. It only protects recovering drug addicts who:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Are participating in a supervised rehabilitation program, or<\/li>\n\n\n\n<li class=\"\">Have successfully completed rehab and are no longer engaging in the illegal use of drugs.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The ADA treats alcoholism differently than drug addiction. For example, the law covers both current and past alcohol addiction. An employer can therefore terminate an employee with alcoholism who drinks during work hours. However, an employer may not terminate an employee solely because they requested time off for treatment.<\/p>\n\n\n\n<p class=\"\">Substance abuse may be a serious health condition if it meets FMLA requirements. Qualified individuals are eligible for FMLA leave for substance abuse treatment as long as it is administered by a healthcare provider or a healthcare service provider referred by a healthcare provider. Employees who are absent due to their use (as opposed to treatment) won&#8217;t qualify for FMLA leave.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Learn more about ADA and FMLA requirements<\/h2>\n\n\n\n<p class=\"\">Compliance with both the ADA and FMLA can be a daunting task. Especially when they intersect. Our resources can help. Access in-depth coverage of these and other employment laws through the Brightmine HR &amp; Compliance Center, formerly XpertHR tools and resources.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">FAQs:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">1. <a href=\"#difference-between-fmla-and-ada\">What&#8217;s the difference between the FMLA and ADA?<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">2. <a href=\"#eligible-for-fmla-and-ada\">When is an employee eligible for FMLA and ADA protections?<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">3. <a href=\"#medical-conditions-covered-fmla-and-ada\">What medical conditions are generally covered under the FMLA and ADA?<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">4. <a href=\"#exhausts-fmla-leave-ada-obligations\">When an employee exhausts their FMLA leave but is unable to return to work, what are an employer&#8217;s ADA obligations?<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">5. <a href=\"#follow-up-on-medical-certification\">Can an employer follow up on an employee\u2019s medical certification?<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">6. <a href=\"#request-ada-fitness-for-duty-certification\">Can an employer request a fitness-for-duty certification when an employee wants to return from a leave of absence?<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">7. <a href=\"#ada-substance-abuse-protected-leave\">Can an employee with a substance abuse problem take a protected leave of absence to go to rehab?<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organization up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/08\/12152205\/helena-oroz-jd-150x150.webp\" alt=\"Helena Oroz, JD, Senior Legal Editor at Brightmine\" class=\"wp-image-5739\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/08\/12152205\/helena-oroz-jd-150x150.webp 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/08\/12152205\/helena-oroz-jd.webp 200w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Helena Oroz, JD<\/strong><\/p>\n\n\n\n<p class=\"\">Helena Oroz is a former Senior Legal Editor at Brightmine and an attorney with over 19 years of employment law counseling and litigation experience. She joined Brightmine in 2022 as a legal editor covering various leave topics such as paid sick leave and FMLA as well as disability, multistate employer issues and other emerging HR trends.<\/p>\n\n\n\n<p class=\"\">Helena earned a Bachelor of Arts in communication and English from Denison University and a Juris Doctor from Cleveland-Marshall College of Law, Cleveland State University.<\/p>\n\n\n\n<p class=\"\">Before joining Brightmine, Helena worked as a law firm associate counseling and defending employers with respect to a wide variety of employment law issues, including leave management, restrictive covenants, harassment and discrimination, the Fair Credit Reporting Act, and COVID-related compliance issues. She also wrote and edited legal content concerning critical employment law issues. Helena also previously worked as in-house Employment Counsel for a global consumer goods company.<\/p>\n\n\n\n<p class=\"\">Connect with Helena on <a href=\"https:\/\/www.linkedin.com\/in\/helenaoroz\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/vacation-and-paid-time-off-benefits-by-state\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/01\/22230217\/Employee-coaching-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Charts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/vacation-and-paid-time-off-benefits-by-state\/\">Vacation and paid time off benefits by state<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Stay compliant with state PTO regulations using this guide detailing whether jurisdictions allow vacation caps or require payout &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div 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class=\"lnrs-resource-hub-widget__category\">HR law guides<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/washington-state-paid-sick-leave-guide\/\">Washington\u00a0paid sick leave guide<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">This guide provides an in-depth review of Washington paid sick and safe leave requirements, including employer coverage, employee &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" 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When they intersect, it can be a serious challenge to ensure compliance. To help you navigate these laws, we&#8217;re answering seven key FAQs.<\/p>\n","protected":false},"author":24,"featured_media":5744,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[9],"tags":[],"topic":[68,71],"class_list":["post-5735","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-blogs","topic-employee-leaves","topic-discrimination"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Top FAQs on the intersection of the FMLA and ADA | Brightmine<\/title>\n<meta name=\"description\" content=\"When the FMLA and ADA intersect, it can be a serious compliance challenge. 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