Under what circumstances can an employer deny FMLA leave?

The correct choice highlights specific circumstances under which an employer can deny FMLA leave. FMLA, or the Family and Medical Leave Act, has clear eligibility criteria that employees must meet to qualify for leave. These criteria include having worked for a covered employer for at least 12 months, having at least 1,250 hours of service in the 12 months preceding the leave, and being employed at a worksite that employs 50 or more employees within 75 miles.

If an employee has not met these eligibility requirements, the employer is within their rights to deny the FMLA leave. Additionally, if the employee has already exhausted their allocated 12 weeks of leave in a 12-month period, they do not have any remaining leave available under FMLA, justifying the employer's decision to deny additional leave under the Act. Thus, understanding these criteria is crucial for both employees and employers regarding FMLA entitlements and obligations.

When considering the other options, simply having worked for a covered employer does not guarantee FMLA eligibility. Taking leave for personal reasons might not meet the specific medical or family reasons required for FMLA leave. A temporary injury may not qualify if it does not meet the definition of a serious health