# How much FMLA leave do I have left?

Computes the FMLA leave an employee has left in hours and workweeks: 12 workweeks (26 for military caregiver leave) in a 12-month period, by the employer’s method for the period.

- Page: https://www.acalculator.org/finance/fmla-leave-calculator
- JSON spec: https://www.acalculator.org/finance/fmla-leave-calculator.json
- Version: bc5a333bc49d

## Default answer

Example with the default inputs (Hours in your normal workweek 40, Leave for Most reasons, Your employer’s 12-month period Rolling 12 months back, Date the leave starts October 19, 2026, FMLA hours already used 80) on the example date Monday, October 19, 2026: You have 400 hours of FMLA leave left, or 10 weeks of your normal schedule, in the 12 months from October 20, 2025 to October 19, 2026.

## Inputs

| Key | Label | Description |
| --- | --- | --- |
| hours | Hours in your normal workweek | The hours you would normally work in a week, including required overtime. If they vary, use the weekly average over the 12 months before the leave. |
| reason | Leave for | Most FMLA reasons give 12 workweeks; caring for a servicemember with a serious injury or illness gives 26. |
| method | Your employer’s 12-month period | The method your employer uses to count the 12 months, from its FMLA policy. |
| on | Date the leave starts | The first day of the leave you are asking about. |
| start | First day of the 12-month period | For a fixed leave year, its first day. Otherwise the first day of your first FMLA leave in the period (your first military caregiver leave for 26 weeks). |
| used | FMLA hours already used | FMLA leave you have taken in the 12-month period, in hours. For the rolling method, the hours in the 12 months up to the leave date. |

## Outputs

| Key | Label | Description |
| --- | --- | --- |
| left | FMLA hours left | Hours of FMLA leave in the period − hours already used. |
| weeksLeft | Workweeks left | Hours left ÷ hours in your normal workweek. |
| total | FMLA hours in the 12-month period | 12 (or 26) workweeks × hours in your normal workweek. |
| from | The 12-month period starts | The first day of the 12 months counted. |
| to | The 12-month period ends | The last day of the 12 months counted. |

## Method

Hours in the period = 12 workweeks (26 for military caregiver leave) × hours in a normal workweek. Hours left = hours in the period − hours used; workweeks left = hours left ÷ hours in a workweek. The period is the calendar year of the leave date; a fixed leave year or 12 months forward from the first leave, from the day given to the day before the same date a year later; or, rolling, the 12 months ending on the leave date.

## Assumptions

- The employee is eligible: 12 months with the employer, 1,250 hours worked in the last 12 months, and 50 employees within 75 miles.
- Military caregiver leave uses one 12-month period measured forward from its first day, whatever the employer’s method.
- Hours are exact on the typed decimals and show to 2 decimals.

## Worked examples

1. hours = 40, reason = standard, method = rolling, on = 2026-11-01, used = 80 gives total = 480, left = 400, weeksLeft = 10, from = 2025-11-02, to = 2026-11-01. Source: 29 CFR 825.200 Amount of leave (12 workweeks in a 12-month period; the four methods; 26 workweeks of military caregiver leave in a single 12-month period measured forward). https://www.ecfr.gov/current/title-29/section-825.200; U.S. Department of Labor, Fact Sheet #28H: 12-month period under the FMLA (forward from November 6 runs to November 5 of the next year; a rolling period for leave starting November 1 looks back to November 2 of the year before). https://www.dol.gov/agencies/whd/fact-sheets/28h-fmla-12-month-period.
2. hours = 40, reason = standard, method = rolling, on = 2026-11-01, used = 320 gives left = 160, weeksLeft = 4. Source: 29 CFR 825.200 Amount of leave (12 workweeks in a 12-month period; the four methods; 26 workweeks of military caregiver leave in a single 12-month period measured forward). https://www.ecfr.gov/current/title-29/section-825.200 (“if an employee has taken eight weeks of leave during the past 12 months, an additional four weeks of leave could be taken”).
3. hours = 30, reason = standard, method = calendar, on = 2026-06-15, used = 10 gives total = 360, left = 350, weeksLeft = 11.67, from = 2026-01-01, to = 2026-12-31. Source: 29 CFR 825.205(b) Calculation of leave (the actual workweek is the basis: 8 hours off a 40-hour week is one-fifth of a week; 10 hours off a 30-hour week is one-third). https://www.ecfr.gov/current/title-29/section-825.205: 10 hours of a 30-hour week is one-third of a week.
4. hours = 48, reason = standard, method = forward, start = 2025-11-06, used = 8 gives total = 576, left = 568, weeksLeft = 11.83, from = 2025-11-06, to = 2026-11-05. Source: 29 CFR 825.205(b) Calculation of leave (the actual workweek is the basis: 8 hours off a 40-hour week is one-fifth of a week; 10 hours off a 30-hour week is one-third). https://www.ecfr.gov/current/title-29/section-825.205 (8 hours of a 48-hour week is one-sixth of a week); U.S. Department of Labor, Fact Sheet #28H: 12-month period under the FMLA (forward from November 6 runs to November 5 of the next year; a rolling period for leave starting November 1 looks back to November 2 of the year before). https://www.dol.gov/agencies/whd/fact-sheets/28h-fmla-12-month-period.
5. hours = 40, reason = caregiver, start = 2024-02-29, used = 200 gives total = 1,040, left = 840, weeksLeft = 21, from = 2024-02-29, to = 2025-02-28. Source: 29 CFR 825.200 Amount of leave (12 workweeks in a 12-month period; the four methods; 26 workweeks of military caregiver leave in a single 12-month period measured forward). https://www.ecfr.gov/current/title-29/section-825.200: 26 workweeks in a single 12-month period measured forward.
6. hours = 37.5, reason = standard, method = fixed, start = 2025-10-01, used = 22.5 gives total = 450, left = 427.5, weeksLeft = 11.4, from = 2025-10-01, to = 2026-09-30. Source: 29 CFR 825.200 Amount of leave (12 workweeks in a 12-month period; the four methods; 26 workweeks of military caregiver leave in a single 12-month period measured forward). https://www.ecfr.gov/current/title-29/section-825.200.

## FAQ

### How much FMLA leave do I get?

An eligible employee may take up to 12 workweeks of FMLA leave in a 12-month period, or up to 26 workweeks in a single 12-month period to care for a covered servicemember with a serious injury or illness. In hours, it is 12 times the hours you normally work in a week: 480 hours for a 40-hour week.

### How do I work out FMLA leave in hours?

Multiply 12 by the hours in your normal workweek and subtract the FMLA hours already used. The workweek is the measure: 8 hours off from a 40-hour week is one-fifth of a week, and 10 hours off from a 30-hour week is one-third. With 80 hours used out of 480, you have 400 hours, or 10 weeks, left.

### What are the four ways to count the 12-month period?

Your employer picks one and uses it for everyone: the calendar year; a fixed leave year such as a fiscal year or a year from your hiring anniversary; 12 months forward from the day your first FMLA leave begins; or a rolling 12 months measured back from each day you use FMLA leave.

### How does the rolling 12-month method work?

Each time you take FMLA leave, look back 12 months from that day: what you have left is 12 weeks minus the FMLA leave used in that time. Leave starting November 1 looks back to November 2 of the year before. Leave used more than 12 months ago comes back to you.

### What if my hours change from week to week?

Use the weekly average of the hours you were scheduled to work over the 12 months before the leave, counting hours of any kind of leave. Required overtime counts: if you must normally work 48 hours, use 48.

### Who is eligible for FMLA leave?

An employee who has worked for the employer for at least 12 months, worked at least 1,250 hours in the 12 months before the leave, and works where the employer has 50 or more employees within 75 miles. This calculator assumes you are eligible; it is not legal advice, so check your employer’s FMLA policy.

## Sources

- 29 CFR 825.200 Amount of leave: 12 workweeks of leave during any 12-month period; an employer may choose the calendar year, any fixed 12-month leave year, the 12-month period measured forward from the date any employee’s first FMLA leave begins, or a rolling 12-month period measured backward from the date an employee uses any FMLA leave; under the rolling method an employee who has taken eight weeks in the past 12 months may take four more; 26 workweeks of military caregiver leave in a single 12-month period measured forward from the first day of that leave. https://www.ecfr.gov/current/title-29/section-825.200 (retrieved 2026-10-19)
- 29 CFR 825.205 Increments of FMLA leave for intermittent or reduced schedule leave: the actual workweek is the basis of the entitlement (8 hours off a 40-hour week is one-fifth of a week; 10 hours off a 30-hour week is one-third); a varying schedule uses the weekly average of the hours scheduled over the 12 months before the leave; required overtime hours count. https://www.ecfr.gov/current/title-29/section-825.205 (retrieved 2026-10-19)
- 29 CFR 825.110 Eligible employee: employed by the employer for at least 12 months, at least 1,250 hours of service in the 12 months before the leave, at a worksite with 50 or more employees within 75 miles. https://www.ecfr.gov/current/title-29/section-825.110 (retrieved 2026-10-19)
- U.S. Department of Labor, Fact Sheet #28H: 12-month period under the Family and Medical Leave Act (FMLA), January 2024: a forward period from a first leave on November 6 runs through November 5 of the next year; a rolling period for leave starting November 1 looks back from November 2 of the year before through November 1. https://www.dol.gov/agencies/whd/fact-sheets/28h-fmla-12-month-period (retrieved 2026-10-19)