Family and Medical Leave Act of 1993

Family and Medical Leave Act of 1993

Long title	An Act to grant family and temporary medical leave under certain circumstances.
Acronyms (colloquial)	FMLA
Enacted by	the 103rd United States Congress
Citations
Public law	Pub. L. 103–3
Statutes at Large	107 Stat. 6
Codification
Titles amended	29 USC: Labor
U.S.C. sections created	29 U.S.C. § 2601
Legislative history
Introduced in the House as H.R. 1 by William D. Ford (D–MI) on January 5, 1993 Committee consideration by House Education and Labor, House Post Office and Civil Service Passed the House on February 3, 1993 (265–163) Passed the Senate on February 4, 1993 (71–27) with amendment House agreed to Senate amendment on February 4, 1993 (Via H.Res. 71, 247–152) Signed into law by President Bill Clinton on February 5, 1993
Major amendments
No Child Left Behind Act
United States Supreme Court cases
Ragsdale v. Wolverine World Wide, Inc., 535 U.S. 81 (2002) Nevada Department of Human Resources v. Hibbs, 538 U.S. 721 (2003) Coleman v. Court of Appeals of Maryland, 566 U.S. 30 (2012)

The Family and Medical Leave Act of 1993 (FMLA) is a United States labor law requiring covered employers to provide employees with job-protected, unpaid leave for qualified medical and family reasons.^[1] The FMLA was a major part of President Bill Clinton's first-term domestic agenda, and he signed it into law on February 5, 1993. The FMLA is administered by the Wage and Hour Division of the United States Department of Labor.

The FMLA allows eligible employees to take up to 12 work weeks of unpaid leave during any 12-month period to care for a new child, care for a seriously ill family member, or recover from a serious illness. The FMLA covers both public- and private-sector employees, but certain categories of employees, including elected officials and highly compensated employees, are excluded or face certain limitations. To be eligible for FMLA leave, an employee must have worked for their employer for at least 12 months, have worked at least 1,250 hours over the past 12 months, and work for an employer with at least 50 employees within a 75-mile radius. Several states have passed laws providing additional family and medical leave protections for workers.