Calculate remaining FMLA leave in a 12-month period. Track weeks already used and see how many of your 12 (or 26 military) weeks remain available.
FMLA provides up to 12 workweeks of leave in a 12-month period for most qualifying reasons, or up to 26 workweeks for military caregiver leave. If you've already used some FMLA leave this period, knowing your remaining balance is critical for planning additional time off.
This calculator subtracts leave already taken from your total entitlement and shows remaining weeks, days, and hours. It accounts for both standard 12-week and extended 26-week military caregiver entitlements.
Whether you're managing intermittent FMLA for chronic conditions or planning a continuous block of leave, this tool helps you track usage against your annual entitlement. Whether you are a beginner or experienced professional, this free online tool provides instant, reliable results without manual computation. By automating the calculation, you save time and reduce the risk of costly errors in your planning and decision-making process. This tool handles all the complex arithmetic so you can focus on interpreting results and making informed decisions based on accurate data.
FMLA entitlements reset on a 12-month cycle, and the method your employer uses to calculate that window affects your balance. This tool clarifies exactly how many weeks remain regardless of whether your employer uses calendar year, rolling lookback, or fixed 12-month periods. Having a precise figure at your fingertips empowers better planning and more confident decisions.
Total Entitlement = 12 weeks (standard) or 26 weeks (military caregiver) Remaining Weeks = Total Entitlement − Weeks Already Used Remaining Hours = Remaining Weeks × 40
Result: 7.5 weeks remaining (300 hours)
Standard FMLA entitlement is 12 weeks. With 4.5 weeks already used, 12 − 4.5 = 7.5 weeks remain, equivalent to 7.5 × 40 = 300 work hours.
The method your employer uses to measure the 12-month period significantly impacts your available leave. The rolling lookback method (measured from each day of leave) is most restrictive because it prevents stacking leave across calendar years. The calendar-year method is simplest but lets you take 12 weeks in December and another 12 in January.
Intermittent FMLA is common for chronic conditions, recurring treatments, or reduced schedules. Track each absence carefully using your employer's time unit. Over a year, many small absences can add up significantly without careful monitoring.
FMLA leave often runs concurrently with employer-paid leave, short-term disability, and workers' compensation. Understanding how these overlap prevents employees from losing benefits or employers from providing duplicate coverage.
Employers choose one of four methods: calendar year (Jan–Dec), any fixed 12-month period, a rolling 12 months measured backward from leave use, or a rolling 12 months measured forward from the first day of leave. The method affects when your entitlement resets.
Yes for medical treatment, chronic conditions, or military qualifying exigencies. Intermittent leave for bonding (birth/adoption) requires employer approval. It's tracked in the smallest increment your employer uses for other leave (typically hourly).
Military caregiver leave provides up to 26 workweeks in a single 12-month period to care for a covered service member with a serious injury or illness. This is the only FMLA provision that extends beyond 12 weeks.
FMLA entitlement resets when a new 12-month period begins. Unused FMLA weeks do not carry over — your entitlement refreshes to 12 (or 26) weeks based on your employer's calculation method.
Yes. Employers can require (or you can choose) to run PTO, sick leave, or vacation concurrently with FMLA leave. This means the time counts against both your PTO bank and your FMLA entitlement simultaneously.
Federal FMLA caps at 12 weeks (26 for military caregiver) per period. Additional leave may be available through ADA reasonable accommodations, state family leave laws, short-term disability, or employer-specific policies.