FMLA Pregnancy Leave Calculator
급여 유형
기본급 + 고정수당 (비과세 제외)
출산 구분
단태아 90일 / 다태아 120일
사업장 규모
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How to use
- 1 Confirm FMLA eligibility: employer has 50+ employees within 75 miles of your worksite, and you've worked at least 1,250 hours in the previous 12 months for the employer.
- 2 Enter your average weekly wage to project state PFL benefit (if your state has paid leave).
- 3 Select your state — drives PFL benefit calculation and additional state-specific protections.
- 4 Click Calculate to see total weeks, paid weeks (state PFL), and weekly benefit amount during paid portion.
- 5 Notify your employer 30 days in advance when foreseeable. For unforeseen events, notify as soon as practicable. Coordinate with HR and your state PFL agency to align timing.
About FMLA Pregnancy Leave Calculator
FAQ
Q How long is FMLA leave for pregnancy?
12 weeks of unpaid, job-protected leave per 12-month period. This covers prenatal care, childbirth, postpartum recovery, and bonding with the new baby. The 12 weeks is total across all FMLA-qualifying reasons in the period — not 12 weeks each separately.
Q Is FMLA paid?
No — FMLA itself is unpaid. However, you can use accrued paid time off (PTO, sick days) concurrently. State Paid Family Leave (PFL) in 13 states + DC adds wage replacement (50-95%) during FMLA. Federal employees get 12 weeks fully paid under PPLA (since 2020).
Q Does my health insurance continue during FMLA?
Yes — your employer must maintain group health insurance on the same terms as if you were working. You continue to pay your normal employee share. If you don't return to work after FMLA, the employer may recover the employer-paid portion of premiums in some cases.
Q Can my partner also take FMLA?
Yes. Both parents can each take 12 weeks for bonding with the same baby (within 12 months of birth/adoption). If both parents work for the same employer, FMLA may limit combined leave to 12 weeks for the same event — unless taking other-qualifying leaves separately.
Q How much advance notice do I need to give my employer?
30 days for foreseeable leave (planned birth, scheduled surgery). For emergencies or unforeseeable events (premature birth, sudden illness), notify as soon as practicable — usually within 1-2 days. Submit any required medical certifications within 15 days of employer request.
Q What if my employer has fewer than 50 employees?
You're not covered by federal FMLA. However, many states extend FMLA-like protections to smaller employers: California (5+ employees), Connecticut, Massachusetts, New Jersey, Oregon, Vermont, Washington, DC, and others. Some states also have separate Pregnancy Disability Leave for any employer size.
Q Can FMLA be taken intermittently?
Yes. FMLA can be taken in blocks (full leave) or intermittently (e.g., 1 day per week for prenatal appointments, reduced schedule for postpartum recovery). Employer can require a "transfer" to an equivalent position if intermittent leave significantly disrupts operations.
Q What protections does FMLA provide for return to work?
Your employer must reinstate you to the same or equivalent position, with same pay, benefits, and working conditions. Exception: "key employees" (highest-paid 10% within 75 miles) may be denied reinstatement if it causes substantial economic harm — rare in practice. Discrimination based on FMLA use is prohibited.
Official resources
US DOL — Family and Medical Leave Act
Authoritative US Department of Labor source for FMLA rules and employee rights.
EEOC — Pregnant Workers Fairness Act
Equal Employment Opportunity Commission guidance on PWFA accommodations.
OPM — Federal Paid Parental Leave
Office of Personnel Management guidance on federal employee paid parental leave (PPLA).
A Better Balance — State PFL Comparison
Independent state-by-state comparison of paid family leave laws.