Family Medical Leave (FML)

The university’s benefit programs have two distinct types of sick leave absences: absences for minor illness, injuries, and professional appointments; or absences for health conditions that qualify under the university’s Family and Medical Leave provisions. Family and Medical Leave (FML) will be granted when an employee takes leave for one of the following reasons:

  • The employee is unable to work because of a serious health condition.
  • The employee’s or spouse’s health is affected by pregnancy.
  • Childbirth
  • To care for a newborn child (within the first 12 months following birth)
  • For the placement of a child through adoption or foster care (within the first 12 months following placement)
  • To care for a spouse or an immediate family member with a serious health condition
  • FML-eligible absences covered by worker’s compensation


Family Medical Leave Request Form(pdf)
Family Medical Leave Certification of Health Care (Off site - pdf at bottom of page under forms.)


FML Approval Process

Upon approval of the employee’s request or need for FML, the employee will be granted FML for up to 720 hours in a 12-month period. FML taken on an intermittent or reduced schedule may not continue for a period longer than 12 months.



An employee should give 30 days’ notice for scheduled or anticipated leave, such as scheduled surgery, childbirth or adoption. If 30 days’ notice is not possible, the employee must give notice as soon as it is practicable to do so.



To be eligible to use FML, an employee must have been employed with the University of Alaska for at least six consecutive months and worked for at least 910 hours over the prior 12 months with no breaks in employment, or have been employed for at least 1,250 hours during the 12-month period immediately preceding the commencement of the leave. The use of FML is not considered a COBRA event until employees have exhausted their 720 hours in a 12-month period.

The employer will place an employee on FML when there is cause to believe a serious health condition exists. The employee will be asked to provide certification of the serious health condition from their health care provider. FML is counted concurrently with Workers’ Compensation leave.

If you anticipate the need for leave under FML, please contact your regional human resources office for more information and the necessary forms.

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