Paid medical leave policy generator

This generator is designed specifically for crafting paid medical leave policies that go above and beyond what is required by FMLA. If you plan to write a policy without topping up your employees' pay, it may not fit your needs.

Manage medical leaves with Cocoon

General information

Company name

Short term disability provider

Employee eligibility

Which employee types are eligible for this policy?

Full-time

Full and part-time

Do you have a tenure requirement for medical leave eligibility?

Yes

If yes, what is the required length of service?

months

Leave pay

Learn how much paid leave progressive companies are offering with Cocoon's exclusive benchmarks.

How many weeks of paid medical leave do you offer?

weeks

What percent of an employee's salary do you pay during leave?

Leave increments

Can medical leave be taken incrementally?
_{For example, an employee may take 2 weeks of leave in June, and then another 2 weeks of leave in August.}

Yes

If yes, what is the minimum required leave increment?
_{For example, you may require an employee to take leave in at least one week increments.}

day(s)

week(s)

If yes, what is the maximum number of leave increments?
_{For example, an employee can only take their allotted leave time in a single period, or over the course of multiple legs.}

Over what time period is someone allowed to take the maximum time?
_{This is on a rolling period. We see most employers use 12 months, which is also in line with FMLA guidelines.}

months

Requesting leave

How should an employee request a personal leave at your company?

Generate language

Here's your paid personal leave policy language:

Policy statement
‍At -----, we believe all employees should have paid time away from work to address their own medical and mental health needs. We offer paid medical leave to support employees as they care for themselves and their career at -----. This policy describes this company benefit, which will be administered and integrated with any overlapping paid or unpaid leave under federal, state, or local law. Although leave processes can be complex, we aim to integrate company and statutory leave processes as much as practical, including reducing employee burdens to submit paperwork and/or respond to information requests that might impede their ability to be present to their families during these important life events when possible.

‍Employee eligibility
‍All ----- ----- employees ---------------

‍Qualifying leave reasons
Eligible employees may take paid medical leave for an employee’s own qualifying serious health condition that renders the employee unable to work at all or to perform the essential functions of their position.

Serious health condition
----- generally will apply the definition of serious health condition used by the federal Family and Medical Leave Act (FMLA) in determining whether a medical condition is a serious health condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either in-patient care in a medical facility, or ongoing treatment by a medical provider for a condition that prevents the employee from working.
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‍Leave time & pay
‍As a condition of receiving pay under this policy, employees must apply for all applicable state and/or private insurance benefits covering their medical leave periods and cooperate with any state or insurance carrier requests for information related to those claims. The amount ----- pays you during paid medical leaves depends on the reason for leave, the state in which you are employed, and state or private insurance carrier claims decisions.

You may receive up to --% of your regular salary or wages, less any medical leave benefits from other sources (like ----- and/or the state). This paid medical leave is provided for the period you are unable to work due to your qualifying serious health condition, for up to a maximum of -- weeks, in a rolling -- month period, measured backwards from the date you take any medical leave.

‍Intermittent leave
---------------‍

‍Requesting leave
---------------
‍
‍Medical Certification
Unless instructed otherwise by ----- or its leave administrator, employees must provide supporting medical certification establishing their need for leave. Employees should provide medical certification promptly upon requesting medical leave and within 15 calendar days after receiving the -----’s medical certification form.

To ease burdens on employees and health care providers, ----- will consider the medical certification supporting any request for FMLA, overlapping state leave, or disability benefits, provided they satisfy an employee's obligation to provide adequate supporting medical certifications.

Although ----- reserves the right to request any medical information it deems relevant to evaluate the medical necessity of leave requests, medical certifications generally must be sufficiently robust to inform ----- of the following:
‍
• Whether the employee is suffering from a serious health condition.
• The date, if known, of the onset of the serious health condition.
• The probable duration of the condition.
• The probable duration of the medical leave.
• Whether leave will be taken continuously or intermittently.
• Whether the employee needs a reduced leave schedule.

Failure to provide the requested medical certification in a timely manner may result in a delay or denial of leave.
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‍Return to work and job restoration
----- aims to return employees to the same or an equivalent position they held before their leave began. An employee who takes medical leave has no greater right to employment than they would have had if they had been continuously employed throughout the medical leave period.

Group health benefits
‍Whenever possible under our group health plans, during medical leave, ----- will permit employees to continue group health plan coverage as if they were actively employed.

‍Non-group health benefits
----- will continue employees’ benefits coverage other than group health benefits during periods of medical leave consistent ----- with policy and benefit plans.

‍Coordination with statutory leave benefits
‍Unless prohibited by law, ----- will administer overlapping federal, state, or local paid and unpaid leave benefits concurrently with leave under this policy. ----- will provide additional unpaid leave whenever federal, state, or local law provides employees paid or unpaid leave for a duration beyond those under this policy.

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FAQ

Can I use this policy language as-is?

The language generated is not legal advice or legally-reviewed policy language. It should be used only as a framework or starting point to craft your own policy. Please work with your legal counsel before introducing any leave policies to your employees. Regardless of your policy, employees may be entitled to protected and/or partially-paid leave under FMLA or applicable state programs. Any parental leave policy must be coordinated and integrated with federal FMLA, state, and local leave requirements.

Why should I offer paid leave?

Paid leave is table stakes for today’s employees. Without a paid leave policy (or with a minimal paid leave policy) employers are missing out on top talent and losing internal talent. A company’s paid leave policy is a reflection of how much they value their employees—not only is it the right thing to do, it’s a smart business decision. Supporting data: paid leave cost analysis and paid leave benchmarks.

What does Cocoon do again?

Cocoon is a leave management platform that uses first-of-its-kind technology to take the work out of employee leave. We partner with People teams at forward-thinking companies like Carta, Ironclad, and Vanta to save them hours per week, mitigate risk, and reduce stress for employees during life’s pivotal moments like welcoming a new baby or caring for a sick family member. Unlike traditional solutions, our software automates the most complex parts of compliance, claims, and payroll for a more efficient, modern, reliable experience. We support all FMLA leave types, personal leave, and ADA leave accommodations.