Like employers in every state, New Hampshire employers must follow the federal Family and Medical Leave Act (FMLA), which allows eligible employees to take unpaid leave for certain reasons. Once an employee’s FMLA leave is over, the employee has the right to be reinstated to his or her position.
New Hampshire law also gives employees the right to take time off while they are temporarily unable to work due to pregnancy. Employees are entitled to the protections of all applicable laws; if more than one law applies, the employee may use the most beneficial provisions.
New Hampshire employees who are eligible may take up to 12 weeks of leave for serious health conditions, bonding with a new child, or preparation for a family member's military service; more leave is available for employees who need to care for a family member who was seriously injured on active military duty. For detailed information on FMLA leave, see Taking Family and Medical Leave.
Employers in New Hampshire are subject to the FMLA if they have at least 50 employees for at least 20 weeks in the current or previous year.
Employees are eligible for FMLA leave if:
FMLA leave is available if an employee needs time off to:
In New Hampshire, employees may take up to 12 weeks of leave in a 12-month period for a serious health condition, bonding with a new child, or qualifying exigencies. This leave is available every 12 months, as long as the employee continues to meet the eligibility requirements explained above.
Employees may take up to 26 weeks of leave in a single 12-month period for military caregiver leave. However, this is a per-injury, per-service member entitlement. Unless the same family member is injured again, or another family member suffers an injury while on active duty, an employee may not take additional leave for this purpose.
Employees are entitled to continue their health insurance while on leave, at the same cost they must pay while working. FMLA leave is unpaid, but employees may be allowed (or required) to use their accrued paid leave during FMLA leave.
When an employee’s FMLA leave ends, the employee is entitled to be reinstated to the same or an equivalent position, with a few exceptions.
In addition to the rights granted by the FMLA, employees in New Hampshire are entitled to time off for pregnancy disability.
Employers with at least six employees must allow eligible employees to take time off work if they have a disability relating to pregnancy, childbirth, or related conditions. Employees are entitled to be restored to the same or a comparable position when they are able to return to work, unless business necessity makes this impossible or unreasonable.
You can find more information on the state’s pregnancy leave law at the website of the New Hampshire Commission for Human Rights.