Intermittent FMLA allows you to take protected time off in separate blocks rather than all at once.

It’s often used for chronic medical conditions, ongoing treatments, or recurring flare-ups — situations where you need occasional absences instead of continuous leave.

Think of it as “a few hours or days here and there” instead of one long stretch.

Common Examples

Here are a few real-world situations where intermittent FMLA might apply:

• Example 1:
  Tanya has migraines twice a month. Her doctor certifies intermittent FMLA so she can take a few hours off when symptoms hit — without fear of discipline.

• Example 2:
  Marcus needs physical therapy three times a week after knee surgery. Intermittent FMLA lets him attend appointments during work hours as needed.

• Example 3:
  Renee’s child has asthma. She uses intermittent FMLA to take her child to medical visits or stay home during severe flare-ups.

How It’s Approved

Your doctor must specify frequency and duration (like “2 episodes per month, 1–2 days each”) on the certification form.
Your employer can then approve leave only within that range — anything beyond may require re-certification.

Tip: Keep track of each absence on a personal log or tracker (you can even sell or link to one from your site).

Pay & Benefits

FMLA itself is unpaid, but your company may let you use paid time off, vacation days, or short-term disability (if it qualifies). Always confirm how these overlap with HR.

Takeaway

Intermittent FMLA gives you flexibility — but it also requires organization. Keep documentation, communicate clearly with HR, and always note the reason for each absence.