Proper management of intermittent leave is essential, as it can reduce lost employee productivity and help employers avoid the risk of fines, audits, or legal action that can result from improperly managed leave. Fortunately, there can be a balance between helping employees take time off work to manage their health and/or family matters, and fulfilling legal obligations.

When it comes to managing intermittent leave, the process may be confusing to human resources (HR) managers and the uncertainty of how to properly manage leave can create headaches and potential compliance nightmares.

To ensure your clients are helping employees while complying with Family and Medical Leave Act (FMLA) regulations, encourage them to take advantage of the following best practices for managing intermittent leave, which could help eliminate confusion.

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