{"id":4919,"date":"2026-10-27T06:46:45","date_gmt":"2026-10-27T06:46:45","guid":{"rendered":"https:\/\/kewlegal.com\/resources\/florida-employer-legal-obligations\/fmla-leave-requests-florida-employer-response\/"},"modified":"2026-10-27T14:34:02","modified_gmt":"2026-10-27T14:34:02","slug":"fmla-leave-requests-florida-employer-response","status":"publish","type":"page","link":"https:\/\/kewlegal.com\/resources\/florida-employer-legal-obligations\/fmla-leave-requests-florida-employer-response\/","title":{"rendered":"FMLA Leave Request Employer Florida | KEW Legal"},"content":{"rendered":"\n<div class=\"wp-block-cover alignfull is-dark chg-hero\" style=\"min-height:460px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-70 has-background-dim wp-block-cover__gradient-background has-background-gradient\" style=\"background:linear-gradient(90deg,rgba(32,36,46,1) 0%,rgba(32,36,46,1) 55%,rgba(32,36,46,0.7) 100%)\"><\/span><img class=\"wp-block-cover__image-background wp-image-4918\" alt=\"Desk covered with employee handbooks, compliance records, and workplace policy correspondence in a small business office.\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-covered-with-employee-handbooks-compliance-records-and-photo.jpg\" width=\"1376\" height=\"768\" srcset=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-covered-with-employee-handbooks-compliance-records-and-photo-150x150.jpg 150w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-covered-with-employee-handbooks-compliance-records-and-photo-300x167.jpg 300w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-covered-with-employee-handbooks-compliance-records-and-photo-768x429.jpg 768w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-covered-with-employee-handbooks-compliance-records-and-photo-1024x572.jpg 1024w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-covered-with-employee-handbooks-compliance-records-and-photo.jpg 1376w\" sizes=\"(max-width: 825px) 825px, 100vw\" fetchpriority=\"high\" decoding=\"async\"\/><div class=\"wp-block-cover__inner-container has-global-padding is-layout-constrained wp-block-cover-is-layout-constrained\">\n<p class=\"chg-eyebrow has-base-color has-text-color wp-block-paragraph\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Employment Law for Employers | Coral Gables &amp; Sunny Isles Beach<\/p><h1 class=\"wp-block-heading has-base-color has-text-color\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Handling an FMLA Leave Request? Respond With Confidence<\/h1><p class=\"has-base-color has-text-color wp-block-paragraph\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.625), 1.25rem);text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">KEW Legal advises Florida employers in Miami-Dade and Broward on family and medical leave requests, from recognizing a possible FMLA need to documenting a consistent, written response.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Schedule a Free Consultation<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Schedule a Free Consultation<\/a><\/div><\/div>\n<\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:0.85rem;color:#6b7280;margin-bottom:1.5rem\">By Kristina E. Wilson \u00b7 Published October 27, 2026<\/p>\n\n<article lang=\"en\">\n\n\n<p>An FMLA leave request is a worker&#8217;s request for time off for a qualifying medical or family reason under the federal Family and Medical Leave Act (FMLA). If you&#8217;re an employer in Florida facing one, your response matters as much as your answer. This guide explains which rules may apply, the steps to take, and the mistakes that create trouble. It&#8217;s written for owners, HR staff, and managers in Miami-Dade, Broward, and South Florida. Kristina E. Wilson, one of KEW Legal&#8217;s lawyers, is the responsible lawyer for this page.<\/p>\n<h2>What an FMLA Leave Request Is and Who This Guide Is For<\/h2>\n<p>An FMLA leave request is a request for time off that may qualify under the federal FMLA. Employees often don&#8217;t use the word &#8220;FMLA.&#8221; Treat any request for medical or family leave as a possible FMLA request.<\/p>\n<p>This guide is for business owners, HR staff, and supervisors who must respond now. Many are covering an absence they didn&#8217;t plan for. The rules below focus on the employer&#8217;s side, not on an employee&#8217;s claim.<\/p>\n<p>Whether the request came by text, email, or a hallway conversation, write down the date and the details. Clear records make every later step easier to explain.<\/p>\n\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Not sure what your next step is?<\/h3><p class=\"wp-block-paragraph\">Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/employment-contract-pen-and-seasonal-hire-note-arranged-on-a-photo.jpg\" alt=\"Overhead view of an employment contract, pens, and a seasonal hire note on a wooden desk.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>Does the Federal FMLA Apply to Your Business?<\/h2>\n<p>The <a href=\"https:\/\/nationalpartnership.org\/wp-content\/uploads\/2023\/02\/guide-to-fmla.pdf\">National Partnership FMLA coverage guide<\/a> explains these coverage rules.<\/p>\n<p>Don&#8217;t assume a small team is exempt. Start with a headcount from payroll records, then check each employee who asked for leave.<\/p>\n<p>Use this quick check before you respond:<\/p>\n<ul>\n<li>Count employees over the relevant period.<\/li>\n<li>Note each worksite and where employees actually work.<\/li>\n<li>Confirm how long the employee has worked for you and whether their hours meet the eligibility rules.<\/li>\n<li>Save the results in the request file.<\/li>\n<\/ul>\n<h2>Qualifying Reasons and Leave Amounts<\/h2>\n<p>Your business should plan coverage and track each period of leave.<\/p>\n<p>Leave is not always one block of time. Some employees take it in smaller pieces or on a reduced schedule. Log each piece, the days or hours used, and the reason.<\/p>\n<p>Florida&#8217;s domestic violence leave is separate and shorter. It works under its own rules, covered in the next section.<\/p>\n<h2>Florida Law: What Federal FMLA Does and Does Not Cover<\/h2>\n<p>Florida adds its own leave rule for employees who are victims of domestic violence or sexual violence, or whose family or household member is a victim. It applies to employers with 50 or more employees and to employees who have worked for the employer for 3 or more months.<\/p>\n<p>Under that statute, an employee may request and take up to 3 working days of leave in any 12-month period. You decide whether the leave is paid or unpaid. The leave can be used to seek an injunction for protection, obtain medical care or mental health counseling, obtain services from a victim services organization, such as a domestic violence shelter or rape crisis center, make the home secure or seek new housing to escape the perpetrator, or seek legal assistance or attend and prepare for court-related proceedings arising from the act of domestic violence or sexual violence.<\/p>\n<p>Check these rules before you respond:<\/p>\n<ul>\n<li><strong>Notice and documentation:<\/strong> The employee must give advance notice under your policy, with sufficient documentation. Imminent danger is an exception.<\/li>\n<li><strong>Other leave first:<\/strong> The employee must use available annual, vacation, personal, and sick leave first, unless you waive that requirement.<\/li>\n<li><strong>Confidentiality:<\/strong> A private employer must keep all information about the leave confidential.<\/li>\n<\/ul>\n<p>Federal and state rules can overlap. Write down which rule you relied on for each decision.<\/p>\n<h2>Step-by-Step: How to Respond to a Leave Request<\/h2>\n<p>Respond in writing, check each rule that may apply, and keep a record of every decision. Follow these steps in order.<\/p>\n<ol>\n<li><strong>Log the request.<\/strong> Record the date, who asked, what was requested, and any reason given.<\/li>\n<li><strong>Identify the rules.<\/strong> Decide whether federal FMLA coverage, Florida&#8217;s domestic and sexual violence leave law, or both may apply.<\/li>\n<li><strong>Check your written policies.<\/strong> Under <a href=\"https:\/\/flcourts-media.flcourts.gov\/content\/download\/470811\/opinion\/Opinion_00-3393.pdf\">Quaker Oats Co. v. Jewell<\/a>, handbook policies usually aren&#8217;t separate contracts unless they say so clearly.<\/li>\n<li><strong>Ask for what the rules allow.<\/strong> For domestic violence leave, request advance notice under your policy and sufficient documentation, unless there is imminent danger.<\/li>\n<li><strong>Respond in writing.<\/strong> State what you approved, what you still need, and how the leave will be recorded.<\/li>\n<li><strong>Keep records private.<\/strong> A private employer must keep all information relating to the employee\u2019s leave under this section confidential.<\/li>\n<li><strong>Plan coverage and the return.<\/strong> Arrange coverage for the absence and track leave until the employee comes back.<\/li>\n<\/ol>\n<h2>Common Employer Mistakes That Create Liability<\/h2>\n<p>The biggest risks come from retaliation, uneven treatment, and loose paperwork. Watch for these mistakes:<\/p>\n<ul>\n<li><strong>Denying or delaying a request<\/strong> because the employee didn&#8217;t say &#8220;FMLA&#8221; or because of staffing worries.<\/li>\n<li><strong>Punishing the leave.<\/strong> Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0700-0799\/0741\/Sections\/0741.313.html\">\u00a7 741.313<\/a>, an employer may not discharge, demote, suspend, retaliate, or otherwise discriminate against an employee for exercising domestic violence leave rights.<\/li>\n<li><strong>Assuming at-will means anything goes.<\/strong> Florida is an at-will state, which generally means either side may end an indefinite job at any time, subject to the exceptions described in this article. But an at-will employee can&#8217;t be fired for a reason the law prohibits, such as retaliation or unlawful discrimination.<\/li>\n<li><strong>Treating people differently<\/strong> without a documented, lawful reason.<\/li>\n<li><strong>Mixing leave records<\/strong> into general personnel files.<\/li>\n<\/ul>\n<p>If a claim follows, the sole remedy under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0700-0799\/0741\/Sections\/0741.313.html\">\u00a7 741.313<\/a> is a civil suit for damages or equitable relief in circuit court. The person must still try to limit their losses.<\/p>\n\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Not sure what your next step is?<\/h3><p class=\"wp-block-paragraph\">Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n<h2>How KEW Legal Supports Employers on Leave Requests<\/h2>\n<p>KEW Legal is a Florida business law firm with offices in Coral Gables and Sunny Isles Beach. It acts as outside general counsel for business owners and investors across Miami-Dade and South Florida.<\/p>\n<p>Its employment law work for employers sits within that outside general counsel practice. The firm focuses on employment matters for employers, including leave policies, response letters, and documentation. Kristina E. Wilson is one of the firm&#8217;s lawyers, and Natalie Martinez is also one of the firm&#8217;s lawyers.<\/p>\n<p>Support can include:<\/p>\n<ul>\n<li>Reviewing a specific leave request and the documents attached to it<\/li>\n<li>Drafting notices and response letters<\/li>\n<li>Advising on certification and documentation questions<\/li>\n<li>Reviewing leave and handbook language before the next request arrives<\/li>\n<li>Planning how to handle a return to work<\/li>\n<\/ul>\n<p>The firm makes no promise about how any matter will turn out.<\/p>\n<h2>Frequently Asked Questions<\/h2><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>How does an employee tell the employer about an FMLA need?<\/summary><p>Employees often ask for time off in everyday words. Treat any request for medical or family leave as a possible FMLA request and respond in writing.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>What are Florida&#8217;s leave of absence laws?<\/summary><p>One Florida leave law covers domestic and sexual violence leave for employers with 50 or more employees and for employees who have been employed by the employer for 3 or more months.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>What is the main disadvantage of FMLA for employers?<\/summary><p>Keep records of dates, days or hours, and reasons.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Which states have 12-week maternity leave?<\/summary><p>The answer can depend on federal rules, your headcount, and whether your state has its own leave statute. The <a href=\"https:\/\/www.eeoc.gov\/wysk\/what-you-should-know-about-pregnant-workers-fairness-act\">U.S. EEOC pregnancy accommodation guidance<\/a> is a resource on the Pregnant Workers Fairness Act.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Can an employer fire someone for taking leave in Florida?<\/summary><p>Florida is an at-will state, but an employer can&#8217;t fire someone for a reason the law prohibits, such as retaliation. Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0700-0799\/0741\/Sections\/0741.313.html\">\u00a7 741.313<\/a>, retaliation for domestic violence leave is prohibited.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Does an employee handbook create a binding contract in Florida?<\/summary><p>Usually not. The handbook must use clear language that it is a separate employment contract.<\/p><\/details>\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/two-people-in-an-office-reviewing-paperwork-together-during-photo.jpg\" alt=\"Two people in an office reviewing paperwork together across a desk.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>Talk Through Your Leave Request With KEW Legal<\/h2>\n<p>If a leave request just landed on your desk, you may not know what your business owes or by when. An employee may have asked for time off for a medical condition or a family situation, and the next steps feel unclear. KEW Legal can help you sort them out.<\/p>\n<p>Call 305-990-2300 or send us a message through the <a href=\"https:\/\/kewlegal.com\/contact-us\/\">KEW Legal contact page<\/a>. The first consultation is free, confidential, and carries no obligation to continue.<\/p>\n\n<\/article>\n<footer class=\"disclaimer\"><em>The engagement of a lawyer is an important decision that should not be based solely upon advertisements. The information on this website is general information about KEW Legal and the services we offer; it does not constitute legal advice and is intended for informational purposes only. Accessing this website or contacting our firm does not establish an attorney-client relationship. KEW Legal, 16690 Collins Ave Ste 1101, Sunny Isles Beach, FL 33160.<\/em><\/footer>\n\n\n<div class=\"wp-block-group alignwide has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">How KEW Legal Supports Employers<\/h2>\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--document\"><\/span><\/p><h3 class=\"wp-block-heading\">Written, Consistent Responses<\/h3><p class=\"wp-block-paragraph\">We help you respond to leave requests in writing, using clear language and a process you can apply the same way to every employee.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--shield\"><\/span><\/p><h3 class=\"wp-block-heading\">Compliance Review<\/h3><p class=\"wp-block-paragraph\">Our employment law attorneys review how a request fits within federal and Florida leave rules so your decisions are grounded in the facts.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--users\"><\/span><\/p><h3 class=\"wp-block-heading\">Outside General Counsel<\/h3><p class=\"wp-block-paragraph\">For businesses that do not have in-house counsel, we act as an ongoing legal resource for day-to-day employee questions.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--chat\"><\/span><\/p><h3 class=\"wp-block-heading\">Plain-Language Guidance<\/h3><p class=\"wp-block-paragraph\">We explain your options in practical terms so managers and HR staff know what to do next.<\/p><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Don&#x27;t Let a Leave Request Sit<\/h3><p class=\"wp-block-paragraph\">Route any request involving a medical or family need for review promptly and respond in writing.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Call 305-990-2300<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Call 305-990-2300<\/a><\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-surface-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">Key Steps for Employers<\/h2>\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Recognize the Request<\/h3><p class=\"wp-block-paragraph\">Understand that leave requests often come in everyday words. Flag requests tied to a medical condition or family need for review.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Document Everything<\/h3><p class=\"wp-block-paragraph\">Keep written records of communications, medical certifications received, and the decisions made at each stage.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Keep Leave Records Organized<\/h3><p class=\"wp-block-paragraph\">Maintain separate, confidential medical and leave files and limit access to people who need the information.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Coordinate Other Leave Laws<\/h3><p class=\"wp-block-paragraph\">FMLA often overlaps with other leave obligations. We help you sort out which rules apply to each request.<\/p><\/div><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-base-color has-primary-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4d466591 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--primary,#20242e);color:var(--wp--preset--color--base,#ffffff);padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center has-base-color has-text-color\">Talk With KEW Legal Before You Respond<\/h2>\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-0aa01211 wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Schedule a Free Consultation or Call 305-990-2300<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Schedule a Free Consultation or Call 305-990-2300<\/a><\/div><\/div>\n<\/div>\n\n<h2 class=\"wp-block-heading\">Related practice areas<\/h2><ul class=\"wp-block-list\"><li><a href=\"\/resources\/florida-employer-legal-obligations\/\">Florida Employer Legal Obligations: Hiring, Pay, Discipline and Separation for Miami Businesses<\/a><\/li><\/ul>\n<!-- chg:section-siblings -->\n<nav aria-label=\"More in this section\">\n<h2>More in this section<\/h2>\n<ul><li><a href=\"\/resources\/florida-employer-legal-obligations\/what-not-to-tell-the-attorney\/\">What not to tell the attorney?<\/a><\/li><li><a href=\"\/resources\/florida-employer-legal-obligations\/worker-classification-review-florida-employer\/\">Worker Classification Review: Employee or Independent Contractor in Florida<\/a><\/li><li><a href=\"\/resources\/florida-employer-legal-obligations\/employment-policy-handbook-review-florida-employers\/\">Employment Policy and Handbook Review for Florida Employers<\/a><\/li><\/ul>\n<\/nav>\n<!-- \/chg:section-siblings -->","protected":false},"excerpt":{"rendered":"<p>How Florida employers should respond to an FMLA leave request, which state leave rules may apply, and common mistakes to avoid.<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":787,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"chg_review":"","chg_sendback":"","chg_canonical":"","chg_lang":"","chg_hreflang":"[{\"hreflang\": \"en\", \"href\": \"https:\/\/kewlegal.com\/resources\/florida-employer-legal-obligations\/fmla-leave-requests-florida-employer-response\/\"}, {\"hreflang\": \"es\", \"href\": \"https:\/\/kewlegal.com\/resources\/es\/obligaciones-legales-empleador-florida\/respuesta-empleador-licencia-fmla-florida\/\"}, {\"hreflang\": \"x-default\", \"href\": \"https:\/\/kewlegal.com\/resources\/florida-employer-legal-obligations\/fmla-leave-requests-florida-employer-response\/\"}]","chg_jsonld":"[{\"@context\": \"https:\/\/schema.org\", \"speakable\": {\"@type\": \"SpeakableSpecification\", \"cssSelector\": [\"article > p:first-of-type\", \".wp-block-details p\", \"article > h1\"]}, \"author\": {\"@type\": \"Person\", \"name\": \"Kristina E. 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