When a serious health condition or family emergency forces you away from work, the last thing you want to worry about is money. Yet for millions of Americans, the question of how to get paid during FMLA leave is both urgent and confusing. The Family and Medical Leave Act (FMLA) guarantees eligible workers up to 12 weeks of job-protected leave per year, but it does not guarantee a paycheck. That gap between legal protection and financial security is exactly what this guide is designed to close. Whether you are looking for FMLA certification online, trying to understand your FMLA paperwork, searching for an FMLA online doctor, or simply trying to figure out how to get FMLA online so you can start your leave without delay, this comprehensive resource covers everything you need to know about staying financially stable while you take the time off you legally deserve.
Understanding your options for income during FMLA does not have to be overwhelming. In the sections that follow, you will find a clear, plain-language breakdown of what FMLA covers and what it does not, every legitimate strategy workers use to replace income while on leave, how your FMLA certification and FMLA docs factor into the process, and how new online tools make it faster and easier than ever to get your FMLA paperwork done without missing a beat.
What Is FMLA and What Does It Actually Cover?
The Family and Medical Leave Act is a federal law enacted in 1993 that gives eligible employees at covered employers the right to take up to 12 workweeks of unpaid, job-protected leave in a 12-month period. According to the U.S. Department of Labor, FMLA also requires that group health benefits be maintained during the leave period exactly as they would be if the employee had continued working. At the end of the leave, the employee is entitled to return to the same job or an equivalent position with the same pay, benefits, and terms of employment.
Who Is Eligible for online FMLA Certification?
To qualify for FMLA, an employee must meet all of the following criteria:
- Work for a covered employer, meaning a private-sector employer with 50 or more employees, or any public agency or public or private elementary or secondary school regardless of size.
- Have worked for the employer for at least 12 months (not necessarily consecutive).
- Have logged at least 1,250 hours of actual work during the 12 months immediately before the leave begins. Paid or unpaid leave time does not count toward this total.
- Work at a location where the employer has at least 50 employees within a 75-mile radius.
If you meet all four of those conditions, your employer is legally required to grant your leave request for a qualifying reason. That protection is powerful, but it does not solve the income problem on its own.
What Situations Qualify for FMLA Certifications?
FMLA leave can be taken for the following qualifying reasons:
- The birth of a child and the need to care for and bond with a newborn within the first 12 months after birth.
- The placement of a child with the employee through adoption or foster care, and the need to bond with that child within the first 12 months of placement.
- Caring for a spouse, child, or parent who has a serious health condition.
- The employee’s own serious health condition that makes them unable to perform essential job functions.
- Qualifying exigencies arising from a family member’s covered active military duty.
- Up to 26 weeks in a single 12-month period to care for a covered servicemember with a serious injury or illness.
A serious health condition under FMLA typically involves inpatient care or ongoing treatment. It includes conditions requiring an overnight hospital stay, conditions that incapacitate an employee or family member for more than three consecutive days with continuing medical treatment, chronic conditions, pregnancy-related complications, and long-term or permanent conditions under continuing supervision of a healthcare provider. For a deeper look at what qualifies and how to document it correctly, visit the
For a deeper look at what qualifies and how to document it correctly, visit the FMLADocs FMLA Rights Guide, which explains qualifying conditions, employee rights, and employer obligations in plain language.
Does FMLA Pay You? The Truth About FMLA and Compensation
This is the most important thing to understand before you plan your leave: FMLA is unpaid by default. The law only mandates job protection, benefit continuation, and the right to return to work. Your employer is not legally required to pay your salary or hourly wages during FMLA leave.
As Northwestern Mutual explains, while the law protects your job and benefits, it does not replace your paycheck. Your employer must continue your group health insurance under the same terms as if you had remained working, but actual wage replacement is not required under federal FMLA law.
That said, there are multiple legitimate avenues through which you can receive income while on FMLA leave. The rest of this guide focuses entirely on those strategies, so you can build a plan that works for your specific situation.
How to Get Paid During FMLA: 7 Income Strategies That Work
1. Use Accrued Paid Time Off
The most direct way to receive a paycheck during FMLA is to use paid time off you have already earned. Under FMLA rules, your employer may require you to use accrued paid vacation, paid sick leave, or paid family leave concurrently with your FMLA leave. Alternatively, you can choose to do this voluntarily if your employer does not require it.
When paid leave runs concurrently with FMLA, it counts against your 12-week FMLA entitlement. It does not extend your leave, but it does replace your income for the portion of FMLA covered by paid time off. For example, if you have three weeks of accrued paid vacation and six weeks of accrued paid sick leave, you could potentially receive nine weeks of paid income during your 12-week FMLA period.
The key requirement is that you follow your employer’s normal leave policies when substituting paid leave. You must apply for the leave using whatever process your employer requires, submit the necessary documentation on time, and comply with any advance notice rules for foreseeable leave situations.
2. Short-Term Disability Insurance
Short-term disability insurance replaces a portion of your income, typically between 50 and 80 percent of your regular wages, when you are unable to work due to your own illness, injury, surgery, pregnancy, or childbirth. Many employers offer short-term disability as part of their benefits package, and some states require it.
Short-term disability often runs concurrently with FMLA when the qualifying reason involves the employee’s own health condition. For example, a worker recovering from surgery would likely be eligible for short-term disability payments while simultaneously receiving FMLA job protection. The short-term disability policy pays the benefit; FMLA protects the job.
It is important to check your plan carefully. Most short-term disability policies have an elimination period, typically seven to fourteen days of disability before benefits begin. During that waiting period, you may need to rely on accrued PTO or savings. Also confirm whether your policy covers the specific condition you are dealing with, as some plans exclude pre-existing conditions or have strict definitions of disability.
For employees of the federal government, the U.S. Office of Personnel Management outlines specific provisions for how federal employees can use sick leave, annual leave, and leave without pay in conjunction with FMLA protections. Federal workers have additional tools available that private-sector employees may not have.
3. State Paid Family and Medical Leave Programs
One of the most significant income sources during FMLA is state-level paid family and medical leave programs. Depending on where you live, you may be entitled to wage replacement benefits through your state even though federal FMLA does not provide them. States with mandatory paid leave programs include California, New York, New Jersey, Washington, Massachusetts, Connecticut, Colorado, Oregon, and several others, with more states adding programs each year.
New York’s Paid Family Leave program is a good example of how these benefits work. According to the New York State Paid Family Leave website, if an employee has an event that qualifies under both FMLA and the state’s Paid Family Leave law, the employer can require the two types of leave to run concurrently. When they do run together, the employee receives both the federal job protection of FMLA and the wage replacement benefit of the state program simultaneously.
New York’s PFL provides paid leave benefits funded through employee payroll deductions, so there is no cost to the employer. Many other state programs are structured similarly. The interaction between state paid leave programs and FMLA is an area where many employees leave money on the table simply because they do not know both programs apply to their situation.
Check with your state’s labor or workforce agency to find out whether a paid family and medical leave program exists in your state, whether you are eligible, how much you would receive, and how it interacts with your federal FMLA entitlement.
4. Workers’ Compensation (for Work-Related Conditions)
If your serious health condition or injury was caused by or arose from your work, you may be entitled to workers’ compensation benefits. Workers’ compensation provides wage replacement, typically two-thirds of your average weekly wage up to a state cap, as well as coverage for medical expenses related to your workplace injury or illness.
Workers’ compensation can run concurrently with FMLA when the underlying condition qualifies under both programs. However, there are important restrictions. If you are receiving workers’ compensation for a total disability, you generally cannot simultaneously draw state Paid Family Leave benefits, though partial disability rules may allow for some overlap. Consult your employer’s human resources department and your state’s workers’ compensation authority for the specific rules that apply in your case.
5. Employer-Paid Parental Leave Policies
A growing number of employers, particularly larger corporations in competitive industries, offer paid parental leave as a standalone benefit that may supplement or run concurrently with FMLA. Some employers offer 4 to 16 weeks of fully paid parental leave for the birth, adoption, or foster placement of a child.
Paid parental leave policies vary widely from employer to employer and are separate from FMLA rights. Check your employee handbook, benefits summary, or HR department to find out whether your employer offers paid parental leave and how it interacts with your FMLA entitlement. In many cases, paid parental leave and FMLA run concurrently, meaning your paid leave counts against your 12-week FMLA entitlement rather than extending it.
6. Disability Benefits Through the Social Security Administration
In more severe or long-term cases, employees who are unable to work for an extended period may be eligible for Social Security Disability Insurance (SSDI) benefits. SSDI is a federal program that provides monthly income to workers who have a qualifying disability that prevents substantial gainful employment and is expected to last at least 12 months or result in death.
SSDI is generally not relevant for short FMLA leaves because of the 12-month duration requirement. However, for workers dealing with serious chronic or degenerative conditions who may transition from FMLA into longer-term disability, understanding SSDI can be an important part of long-term financial planning. The application process is lengthy, so beginning early is advisable if you expect your condition to qualify.
7. Long-Term Disability Insurance
Long-term disability insurance, often available as an employer benefit or purchasable individually, kicks in after short-term disability ends, typically after 90 to 180 days. It replaces a percentage of your income for months or even years, depending on the policy terms and the nature of your disability.
If you have a serious condition that may extend beyond your 12-week FMLA entitlement and beyond short-term disability coverage, long-term disability insurance becomes an essential income protection tool. Review your current policy, understand the benefit amount and duration, and confirm the definition of disability your plan uses.
Why FMLA Certification Is the Foundation of Your Leave Strategy
Before any of the income strategies above can work, one thing must happen first: you need valid, complete FMLA certification. Without it, your employer has no legal obligation to designate your leave as FMLA-protected, which means you could lose your job protections and your access to the income benefits tied to an approved FMLA leave.
FMLA paperwork consists primarily of the U.S. Department of Labor’s WH-380 series forms. These forms require your healthcare provider to describe your serious health condition, estimate the duration of your incapacity, and indicate the medical necessity of the leave you are requesting. Your employer uses these forms to determine whether your leave qualifies under FMLA, and your short-term disability insurer may also require FMLA documentation before approving wage replacement benefits.
Understanding exactly how to fill out FMLA forms correctly is critical to avoid delays, denials, or requests for additional information. The FMLADocs How to Fill Out FMLA Forms Guide walks you through each section of the required paperwork step by step, so you can submit complete, accurate documentation the first time.
The 15-Day Rule and Why Timing Matters
Under FMLA regulations, once your employer provides you with the FMLA certification form, you generally have 15 calendar days to return completed documentation. If you miss this deadline without a good reason, your employer can deny FMLA protection for your leave, even if your condition genuinely qualifies. This tight timeline is one of the most common sources of stress for employees who are already dealing with a health crisis or family emergency.
This is where online FMLA certification services provide enormous practical value. Instead of waiting days or weeks for an in-person appointment with your doctor, who may have a packed schedule and no prior familiarity with FMLA forms, you can submit your information to a licensed physician online and receive your completed FMLA certification in as little as 24 hours.
Get Your FMLA Certification Online in 24 Hours
FMLADocs connects you with licensed physicians who specialize in FMLA certification. Submit your information online, get your FMLA paperwork reviewed and signed by a licensed doctor, and receive employer-ready FMLA docs typically within 24 hours. No clinic visit required. HIPAA compliant. Accepted by employers nationwide. Trusted by over 60,000 employees.
Check Your Eligibility Now at FMLADocs.com
What Makes a Good FMLA Online Doctor?
When searching for an FMLA online doctor or FMLA online certification service, there are several important qualities to look for. The service should be staffed by licensed physicians or other licensed healthcare providers who are legally authorized to certify FMLA conditions. The platform should be HIPAA compliant to protect your sensitive medical information. The turnaround time should be fast enough to meet the 15-day certification deadline. And the completed FMLA forms should be DOL-compliant and ready for immediate submission to your employer.
FMLADocs meets all of these criteria. The platform is designed specifically for FMLA certification and is used by tens of thousands of employees across the United States. The process is fully online, secure, and straightforward. You submit your medical history and leave information, a licensed physician reviews your case for FMLA compliance, and your signed, employer-ready certification is delivered typically within 24 hours. There are no unnecessary delays, no long waits for appointments, and no ambiguity about whether the forms will be accepted.
How State Paid Leave Programs Interact with FMLA Certification
One area of significant confusion for employees is how state paid leave programs interact with the FMLA certification process. The short answer is that they are separate programs with different forms and different approval processes, but they often run concurrently and can complement each other effectively.
When your leave qualifies for both FMLA and a state paid leave program, your employer may require both designations to run at the same time. This means that your 12-week FMLA entitlement and your state paid leave benefits run concurrently rather than sequentially. From an income perspective, this is a good thing because you receive the wage replacement benefit of your state program during the same period that FMLA is protecting your job.
However, you typically need to file separate applications for each program. Your FMLA certification satisfies your employer’s requirement to document the qualifying medical reason for your leave. Your state paid leave application goes through a separate state agency or insurer. Having your FMLA docs in order is often a prerequisite for your state paid leave application because the state agency will want to confirm the medical basis for your leave.
To find your state’s paid family and medical leave program, contact your state’s department of labor or workforce development agency directly. Requirements for eligibility, benefit amounts, and application processes vary significantly from state to state.
Planning Ahead: Building Your Income Safety Net Before You Need FMLA
Financial experts consistently advise that the best time to plan for FMLA is long before you need it. The reason is straightforward: when a health crisis or family emergency strikes, you are already dealing with significant emotional and physical stress. Adding financial uncertainty on top of that is unnecessary and avoidable with proper planning.
Here are the proactive steps you can take now to protect your income if you ever need to take FMLA leave.
Build an Emergency Fund
Financial advisors generally recommend maintaining three to six months of living expenses in a liquid savings account. For FMLA purposes, this fund can fill the gap between what your paid leave, state benefits, and disability insurance cover and your actual monthly expenses. Even a small emergency fund can dramatically reduce financial stress during leave.
Review Your Employer’s Benefit Package
Take time to review your employee benefits handbook and understand exactly what short-term disability coverage you have, how much paid time off you have accrued, whether your employer offers paid parental leave, and whether your state has a paid family leave program that applies to you. Many employees only discover these resources after their leave has already started, which can delay benefits or result in missed income.
Understand Your FMLA Rights
Knowing your rights under FMLA before you need the law is one of the most empowering steps you can take. Your employer is required to post notice of FMLA rights in the workplace and to provide written notice of your FMLA rights and responsibilities within five business days of learning that your leave may qualify under FMLA. If your employer fails to do this, they may not be able to count the leave against your FMLA entitlement.
Purchase Individual Disability Insurance If Needed
If your employer does not offer short-term or long-term disability insurance, or if the coverage offered is inadequate, consider purchasing an individual policy. Individual disability policies are portable, meaning they stay with you even if you change jobs, and they can be tailored to your specific income replacement needs.
Know How to Get FMLA Online Quickly
One of the most practical things you can do before you need FMLA is to familiarize yourself with how to get FMLA online through a service like FMLADocs. When a health crisis strikes, you do not want to spend three weeks trying to get an appointment with a physician to complete your FMLA paperwork. Knowing that a fast, reliable, HIPAA-compliant online FMLA certification service exists means you can act quickly when you need to, without compromising the 15-day certification deadline.
What Happens to Your Health Insurance During FMLA?
One of the most important non-wage protections FMLA provides is the continuation of your group health insurance coverage. During FMLA leave, your employer must maintain your group health insurance on the same terms as if you had continued to work. This means your employer pays the same share of your premium, you pay the same share, and your coverage remains intact.
However, there is an important caveat. Your obligation to pay your share of the premium continues even while you are on unpaid FMLA leave. If you are not receiving a paycheck, your employer will typically arrange for you to pay your portion of the premium directly. If you fail to make your premium payments, your employer may be permitted to drop your coverage, though they must provide you with advance notice.
If your leave is paid, your employer will typically continue to deduct your share of the premium from your paycheck as usual. The benefit continuation requirement under FMLA is one of the most significant protections the law provides, particularly for employees dealing with serious medical conditions where ongoing healthcare access is critical.
FMLA for Mental Health Conditions: An Important and Growing Need
Mental health conditions represent a significant and growing category of FMLA qualifying conditions. Anxiety disorders, depression, post-traumatic stress disorder, bipolar disorder, and other mental health diagnoses can constitute a serious health condition under FMLA when they require inpatient care or involve continuing treatment by a healthcare provider.
For employees dealing with mental health conditions, the stigma and uncertainty around FMLA certification can be particularly challenging. Questions arise about whether a mental health diagnosis qualifies, whether a therapist or psychiatrist can complete the FMLA forms, and whether the employer will honor the certification. The answers are generally yes: mental health conditions can qualify, licensed mental health professionals who are authorized to diagnose and treat these conditions can complete FMLA forms in many cases, and employers are required to honor valid certifications just as they would for physical health conditions.
Online FMLA certification services have made this process significantly easier for employees dealing with mental health conditions. Rather than facing the logistical and emotional challenge of visiting multiple offices to gather documentation, employees can complete the certification process from home, with their privacy protected by HIPAA-compliant systems.
Ready to Start Your FMLA Leave? Get Your FMLA Paperwork Done Online Today
Whether you are dealing with a physical health condition, mental health condition, pregnancy, or family caregiving need, FMLADocs makes it easy to get your FMLA certification online. Licensed physicians review your case and complete your FMLA forms typically within 24 hours. The process is fully online, HIPAA compliant, and accepted by employers nationwide. Check your eligibility in minutes.
Start Your Online FMLA Certification at FMLADocs.com
Intermittent FMLA: Getting Paid When Leave Is Not Continuous
Not all FMLA leave is taken in one continuous block. Many employees use FMLA intermittently, meaning they take leave in separate blocks of time or on a reduced schedule to manage a chronic condition, attend recurring medical appointments, or deal with episodic flare-ups of a qualifying health condition.
Intermittent FMLA raises additional complexity around income and certification. If you are using paid time off to cover intermittent FMLA absences, you need to ensure that your payroll processes are accurately tracking which absences are FMLA-designated so that you are compensated correctly and your job protections remain intact. Your employer cannot penalize you for FMLA-designated absences, including counting them under a no-fault attendance policy.
FMLA certification for intermittent leave must specifically indicate that the employee may need intermittent leave and provide an estimate of how often episodes are likely to occur and how long they will last. This type of certification requires careful completion by a qualified healthcare provider who understands FMLA documentation requirements.
Online FMLA certification services can be particularly valuable for intermittent leave situations because recertification is sometimes required. If your condition changes or your employer requests recertification after the appropriate period, having a fast, reliable online option means you can respond promptly without disrupting your treatment schedule or leave patterns.
Your Rights Against FMLA Retaliation
FMLA prohibits employers from retaliating against employees for exercising their FMLA rights. This means your employer cannot fire you, demote you, reduce your pay, deny a promotion, or take any other adverse employment action because you requested or took FMLA leave.
Retaliation can be subtle. An employer might claim that a termination or demotion was based on performance rather than FMLA use, but if the timing correlates closely with a protected FMLA leave, there may be a viable legal claim. Employees who believe they have experienced FMLA retaliation should document the adverse action, gather any evidence connecting it to their leave, and consider consulting with an employment attorney.
The U.S. Department of Labor’s Wage and Hour Division enforces FMLA, and employees can file a complaint directly with the Department of Labor if they believe their FMLA rights have been violated. Complaints must generally be filed within two years of the alleged violation, or three years if the violation was willful.
How FMLADocs Simplifies the FMLA Certification Process
FMLADocs is an online platform that connects employees across the United States with licensed physicians who specialize in completing FMLA certification forms. The service was built to solve a specific problem that millions of FMLA-eligible workers face: getting their FMLA paperwork completed quickly, accurately, and without the delay and stress of traditional in-person medical appointments.
Here is how the process works. First, you submit an online application describing your situation, medical history, and the nature of your leave request. The platform is designed to be clear and easy to use even when you are dealing with a stressful health or family situation. Second, a licensed physician reviews your information to evaluate whether your condition meets the FMLA certification criteria. No in-person visit is required. Everything is handled securely online in full compliance with HIPAA regulations. Third, once your case is approved, you receive your signed, employer-ready FMLA certification form, typically within 24 hours. The documentation is formatted to comply with DOL requirements and is ready to submit to your employer immediately.
FMLADocs offers a money-back guarantee if your certification is not approved, which reflects the platform’s confidence in the quality and thoroughness of its review process. The service has been trusted by over 60,000 employees and maintains a 4.9 out of 5 patient satisfaction rating. Users consistently describe the process as significantly faster and less stressful than navigating the traditional route of clinic visits and physician scheduling.
For workers in states with paid family leave programs, having FMLA certification completed quickly through FMLADocs can also accelerate the state benefits application process, since both programs often require documentation of the same underlying medical condition.
A Step-by-Step Action Plan to Protect Your Income During FMLA
If you are facing an upcoming or unexpected FMLA leave, the following action plan can help you secure the maximum income replacement available to you.
- Confirm your eligibility. Verify that you meet the FMLA eligibility requirements: 12 months of employment, 1,250 hours worked in the past year, and employment at a location with at least 50 employees within 75 miles.
- Notify your employer promptly. For foreseeable leave such as scheduled surgery or planned parental leave, provide at least 30 days advance notice when possible. For unexpected leave, notify your employer as soon as practicable.
- Request FMLA paperwork from your employer. Your employer should provide the FMLA designation notice and certification form within five business days. You then have 15 calendar days to return the completed certification.
- Get your FMLA certification completed quickly. Use an online FMLA certification service like FMLADocs to get your paperwork done within 24 hours and avoid missing the 15-day deadline.
- Apply for any accrued paid leave. Check whether your employer requires or permits you to use vacation, sick, or PTO concurrently with your FMLA leave and submit the appropriate requests.
- File for short-term disability if applicable. Contact your employer’s HR or benefits department, or your insurance carrier, to begin a short-term disability claim if your condition qualifies.
- Apply for state paid family leave benefits if available. Check whether your state has a paid family or medical leave program and submit your state application alongside your FMLA paperwork.
- Track your FMLA usage. Keep personal records of every FMLA-designated absence, including dates, times, and any communication with your employer about the reason for the absence.
- Know your rights if something goes wrong. If your employer interferes with your FMLA rights or retaliates against you for taking leave, contact the U.S. Department of Labor or consult an employment attorney.
FMLA vs. State Paid Leave: Quick Comparison
The table below summarizes the key differences between federal FMLA and a typical state paid family leave program to help you understand how both can work together.
| Feature | Federal FMLA | State Paid Family Leave (e.g., NY PFL) |
|---|---|---|
| Pay | Unpaid | Paid (partial wage replacement) |
| Employer Coverage | Private employers with 50+ employees; all public employers | Most private employers; some public employers opt in |
| Employee Eligibility | 12 months, 1,250 hours worked | Typically 26 consecutive weeks or 175 days worked |
| Duration | Up to 12 weeks | Varies by state (typically 6 to 12 weeks) |
| Own Health Condition | Yes, covered | Often not covered (varies by state) |
| Concurrent Running | Can run with state paid leave | Can run with federal FMLA |
Frequently Asked Questions
1. Does FMLA pay you while you are on leave?
No. FMLA is a federal law that provides unpaid, job-protected leave. Your employer is not required to pay your wages during FMLA. However, you can receive income during FMLA by using accrued paid time off, short-term disability insurance, state paid family leave benefits, or employer-provided paid parental leave, depending on what applies to your situation.
2. Can I get FMLA certification online?
Yes. Online FMLA certification services like FMLADocs allow you to get your FMLA certification completed by a licensed physician without an in-person appointment. You submit your medical information online, a licensed doctor reviews your case for FMLA compliance, and you receive your signed, employer-ready FMLA forms typically within 24 hours. This is especially useful when you are under the 15-day certification deadline.
3. What happens to my health insurance while I am on FMLA?
Your employer must maintain your group health insurance during FMLA leave on the same terms as if you had continued working. You are still responsible for paying your share of the premium. If you are on unpaid leave and are not receiving a paycheck, your employer will typically arrange for you to pay your portion directly to avoid a lapse in coverage.
4. Can my employer require me to use paid vacation or sick leave during FMLA?
Yes. Your employer can require you to use accrued paid vacation, sick, or family leave concurrently with your FMLA leave. You can also voluntarily choose to use paid leave during FMLA. The paid leave runs at the same time as FMLA and does not extend your total 12-week entitlement. You must follow your employer’s normal paid leave policies when substituting paid leave for FMLA.
5. How long does FMLA certification take and what is the deadline?
Once your employer provides you with the FMLA certification form, you have 15 calendar days to return completed documentation. Traditional in-person appointments with a physician can take days or weeks to arrange. Online FMLA certification services can complete your paperwork typically within 24 hours, ensuring you meet the deadline without adding stress to an already difficult situation.
6. Can I take FMLA leave for a mental health condition?
Yes. Mental health conditions can qualify as a serious health condition under FMLA when they require inpatient care or involve continuing treatment by a healthcare provider. Conditions such as severe depression, anxiety disorders, PTSD, and bipolar disorder may all qualify depending on the severity and treatment involved. A licensed mental health professional may be able to complete your FMLA certification, or you can work with an online FMLA certification service that connects you with physicians experienced in evaluating mental health-related FMLA claims.
