From the Guidelines
Yes, stress can be a legitimate reason for a short FMLA leave if it qualifies as a serious health condition that makes you unable to perform your job functions. To qualify, your stress must be documented by a healthcare provider as a condition requiring continuing treatment, such as an anxiety disorder, depression, or another mental health condition, as defined by the National Comprehensive Cancer Network Distress Management Guidelines Panel 1. You'll need to obtain certification from a healthcare provider, typically a psychiatrist, psychologist, or primary care physician, who can verify that your condition meets FMLA requirements, as outlined in the 2022 ACC Health Policy Statement on Career Flexibility in Cardiology 1. The certification should detail the nature of your condition, expected duration of leave, and why you're unable to work. FMLA allows for intermittent leave, which means you could take time off in separate blocks or by reducing your work schedule. Treatment might include therapy sessions, medication such as SSRIs (like Prozac, Zoloft, or Lexapro), benzodiazepines for short-term use (like Xanax or Ativan), or other prescribed treatments. Key points to consider include:
- Eligibility for FMLA leave requires working for your employer for at least 12 months and 1,250 hours in the past year
- Your employer must have at least 50 employees within 75 miles of your workplace
- FMLA provides up to 12 weeks of unpaid, job-protected leave per year It's essential to note that while federal law provides the baseline requirement, state laws may offer additional benefits or expanded eligibility for FMLA leave 1.
From the Research
Stress and FMLA Leave
- There is no direct evidence in the provided studies to support the claim that stress can be a legitimate reason for a short FMLA leave 2, 3, 4, 5, 6.
- The studies primarily focus on the treatment of depression, anxiety, and stress-related disorders using selective serotonin reuptake inhibitors (SSRIs) and cognitive behavioral therapy (CBT) 2, 3, 4, 5, 6.
- While stress is mentioned as a related disorder, there is no specific discussion on its impact on employment or the legitimacy of taking a short leave due to stress 6.
- The studies do provide insight into the effectiveness of various treatments for anxiety, obsessive-compulsive, and stress-related disorders, which may be relevant to understanding the potential impact of stress on an individual's ability to work 3, 4, 6.
Treatment of Stress-Related Disorders
- SSRIs and SNRIs are found to be effective in reducing symptoms of anxiety, obsessive-compulsive, and stress-related disorders 3, 4, 6.
- CBT is also shown to be an effective treatment for these disorders, particularly when combined with pharmacotherapy 3, 4.
- The studies suggest that treatment outcomes can vary depending on individual characteristics, such as age, severity of symptoms, and presence of comorbidities 3, 5, 6.
Implications for Employment
- While the studies do not directly address the issue of FMLA leave, they do highlight the importance of effective treatment for stress-related disorders in improving overall well-being and potentially reducing the need for extended leaves of absence 3, 4, 6.
- Employers and employees may benefit from exploring available treatment options and accommodations to support individuals experiencing stress-related disorders, potentially reducing the need for short-term leaves and promoting a healthier work environment 3, 4, 6.