A Family and Medical Leave Act (FMLA) event can also qualify as a disability under the Americans with Disabilities Act (ADA).
Click here to access our training presentation on the ADA and the FMLA.
If an employee who has a covered disability under the ADA exhausts leave entitlement under the Family and Medical Leave Act or a similar state law, the employee may be entitled to additional unpaid leave as an ADA reasonable accommodation.
Further, if an employee does not qualify for FMLA leave and has a disability as defined under the ADA, the employee may be entitled to unpaid leave as an ADA reasonable accommodation.
If an individual does take a leave—either as a reasonable accommodation under the ADA or for FMLA reasons—he or she may still be eligible for additional leave, which may include time off for doctor’s appointments, therapy sessions, other medical appointments, or other accommodations.
This material and page are not intended for use by residents of New Mexico.
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