Your FMLA policy must provide for Military Caregiver Leave, allowing an eligible employee to take up to 26 weeks in a 12 month period to care for a covered family service member who has suffered a serious illness or injury in the line of duty while on active duty.

Qualifying Exigency Leave may be taken by an eligible employee for up to 12 weeks when an “exigency” arises because a covered family member belonging to the National Guard or Military Reserves is on active duty or is called to active duty.  The new regulations specify 8 broad categories that are regarded as exigencies.

The new regulations provide for a revised FMLA notice to be posted, as well as new forms to be used when either of these leaves or traditional FMLA is requested.  The notice and forms are available on the DOL’s website. 

There is also a change in the time periods involved in administering FMLA requests.

I recommend that all employers inform their managers of these changes, in addition to conducting internal training for FMLA administrators.