FMLA leave is only becoming more complicated, and the cost to an employer who mismanages FMLA leave can be astronomical. The good new is BIG-HR can help! FMLA" refers to the Family and Medical Leave Act, which is a federal law that guarantees certain employees up to 12 workweeks of unpaid leave each year with no threat of job loss.  FMLA also requires that employers covered by the law maintain the health benefits for eligible workers just as if they were working. 

Managing & administering FMLA can be extremely complex! Employers have difficulty determining if an employee is eligible, tracking down the proper information they need to verify that the employee’s reason for an absence is legitimate, and run the risk of becoming involved in costly litigation or dealing with low workplace morale at a company where FMLA leave is not managed well. Also, employers who violate the provisions of FMLA can find themselves facing large fines. FMLA outsourcing with BIG-HR helps reduce administrative burden on a busy HR department or employer by helping to manage paperwork, ensuring compliance with leave policies to avoid fines, and even facilitating communication between employers and their employees who are on leave.

More than 20% of employers already outsource FMLA management & services to a third-party company, and over 30% of employers have expressed interest in doing so in the future.

What employers does FMLA apply to?
Only those employers that reach the minimum requirements must comply with FMLA. All public agencies must follow FMLA rules, including State, Federal and local employers, as well as schools.  For private employers, FMLA applies to those employers who employed 50 or more employees for at least 20 workweeks during either this year or the previous year.

What sorts of situations qualify for FMLA leave?
Covered employers must grant FMLA leave for one or more of the following situations:

  • The employee cannot work because of a serious medical condition.

  • The employee must care for an immediate family member that has a serious medical condition.

  • The birth and/or subsequent care of the employee's child.

  • The placement and/or subsequent care of an adopted or foster care child.


  • A "qualifying exigency" that arises out of the fact that the employee's spouse, child or parent is on active duty or has been called to active duty for the National Guard or Reserve in support of a contingency operation.


FMLA Consulting & Advisory

FMLA Procedures, Review, Creation

FMLA Staff Training

FMLA Processing & Admin

​Enrolling in BIG-HR FMLA Services allows us to:


  • Receive and process all FMLA claims to determine eligibility and approval.

  • Sending via first class mail or email the FMLA initial status letter including the Certification of Health Care Provider form, Medical Release form and Return to Work Release forms.

  • Communicating with HR and Managers on FMLA status (approval or denial) of  claimants.

  • Tracking  FMLA time frames for notifications and employee paperwork completion to ensure compliance with approval and denial procedures.

  • Sending certfication of approval letters to employees and employer (HR and Supervisors)

  • Monitoring, tracking and calculating all employee eligibility data including, hours earned, absences, FMLA hours remaining, intermittent leaves, military leaves, status changes (Part-time due to FMLA) etc.

  • Maintain proof of all documentation, letters, notices, and determinations.

  • Track Maximum Coverage Period, First Day of FMLA/Last Day of FMLA, FMLA Enrollment Period, Initial notice Grace Period etc.

  • Collect and process FMLA Election forms.

  • Collect and process Disability Extension Requests and Second Qualifying Events.

  • Collect and process Benefit Change Requests from Qualified Beneficiaries.

  • Notify carrier(s) of COBRA elections, changes and terminations by EDI, online portal, email or fax.

  • Provide dedicated client HR support & consulting services on FMLA processes and procedures.

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Seven Hills, OH 44131