DOL's Latest Opinion Letters Clarify FMLA Travel Time and School Closure Impact

Understanding Recent Clarifications on FMLA: A New Perspective

The U.S. Department of Labor (DOL) recently issued two significant opinion letters regarding the Family and Medical Leave Act (FMLA), shedding light on frequently misunderstood aspects of the law. As Chief Human Resource Officers (CHROs) and operational leaders, it's crucial to stay updated on these developments that directly influence workforce strategy and employee performance.

School Closures: FMLA Leave—What Employers Need to Know

One of the letters focused on how partial school closures affect FMLA leave for school employees. According to DOL Administrator Andrew Rogers, if a school closes for less than a full week due to inclement weather, the FMLA leave calculation should remain unaffected. For employees utilizing intermittent leave, only the time actually taken off counts against their entitlement. This means if a school is closed on a day an employee would not have worked, such as a snow day, that time cannot be deducted from their FMLA leave. However, full-week leave requests are treated differently; if an employee is on leave for the entire week, the full time is deducted regardless of school closures.

Travel Time to Medical Appointments: Clarifying the Rules

The second letter clarified that eligible employees can use FMLA leave not only for medical appointments but also for the travel time related to those appointments. This applies whether the appointment is for the employee or a family member, thereby reinforcing the act’s intent to support employees during health-related events. However, it does not cover unrelated travel or errands that do not serve the purpose of the medical appointment.

Implications for Talent Management and Workforce Optimization

For those in HR leadership and talent management, understanding these clarifications is essential. Properly navigating FMLA leave can affect employee engagement and organizational culture. Allowing for appropriate leave and recognizing the time necessary for medical visits is part of a people-first leadership approach that fosters a high-performance culture. Moreover, it can significantly aid in employee retention strategies, demonstrating to employees that their well-being is prioritized.

The Need for Clear Communication and Employee Education

Implementing these clarifications effectively requires proactive communication. Consider creating workshops or informational sessions that explain FMLA rights clearly to all employees and management staff. This action will not only ensure compliance but also reinforce a culture of empathy and support.

Conclusion: Act on These Insights for Better Workforce Strategy

As we move forward into 2026, organizations are urged to integrate these insights into their HR policies and practices. Understanding and implementing the nuances of FMLA leave management can lead to enhanced employee performance and a stronger organizational framework. By prioritizing clarity on these issues, you'll foster an environment where employees feel valued and supported. Don't hesitate to leverage these insights to refine your workforce strategies for a more engaged and productive team.