How to transition an employee from ADA accommodation back to FMLA
Coordinating overlapping leave types requires navigating whether to let FMLA naturally replenish while an employee uses ADA accommodations, and figuring out how to correctly restart FMLA once it becomes available again. Managing these concurrent requirements without automated tools leaves professionals stuck relying on rough spreadsheets to track everything by hand.
What people tried
Every workaround mentioned in the threads below. We haven’t tested any of them — and nobody here is claiming they worked.
- 1continuing to provide time off as an ADA accommodation and transitioning the employee back to FMLA designation once balances roll back in
- 2Using a manual spreadsheet
In their words
Unedited, most upvoted first, each linked to the thread it came from.
“Looking for some HR/leave management insight on a somewhat unique situation.”source ↗
“Have you allowed an employee to continue receiving intermittent time off as an ADA accommodation after exhausting FMLA, and then transitioned them back to FMLA as their entitlement became available again?”source ↗
“Is there any potential issue with allowing the employee to use the ADA accommodation rather than FMLA during the period when FMLA is exhausted, essentially allowing their FMLA balance to naturally replenish?”source ↗
Where this came up
People with this problem also raised
- 2How do I ask my job for autism accommodations?
- 4How to handle tight airport connections with physical disabilities
- 3How to handle client support when you're a solo freelancer on vacation
- 5How to work on low energy days without feeling guilty
- 2Manager changing my timesheet to add unpaid lunch breaks
- 3How to handle too much work without project engineers or coordinators