Family and Medical Leave in New Hampshire

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, and for medical appointments following the birth (or adoption) of a child.

Employees are entitled to the protections of all applicable laws; if more than one law applies, the employee may use the most beneficial provisions.

Federal FMLA Rights

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.

Who Is Covered?

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:

• they have worked for the company for at least a year
• they worked at least 1,250 hours during the previous year, and
• they work at a location with at least 50 employees within a 75-mile radius.

Reasons for Leave

FMLA leave is available if an employee needs time off to:

• recuperate from a serious health condition
• care for a family member with a serious health condition
• bond with a new child
• handle qualifying exigencies arising out of a family member's military service, or
• care for a family member who suffered a serious injury during active duty in the military. (You can find more information on these last two types of leave in Military Family Leave for Employees.)

How Much Leave Is Available?

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.

Leave and Reinstatement Rights

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.

New Hampshire Family and Medical Leave Law

In addition to the rights granted by the FMLA, employees in New Hampshire are entitled to time off for a few other reasons.

New Hampshire Pregnancy Disability Leave

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. Unlike the federal FMLA, there is no cap on the amount of time that must be given

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.

Lactation Breaks for Nursing Mothers

New Hampshire employees who are nursing are entitled to 30 minutes to pump for every three hours worked. This break is unpaid unless the employer choose to pay for the time voluntarily (N.H. Rev. Stat. § 275:78-83 (2025)).

Parental Medical Leave Law: Coming in 2026

Starting January 1, 2026, New Hampshire employers with at least 20 employees must allow time off for medical needs related to childbirth, recovery, and caring for a new baby (N.H. Rev. Stat. § 275:37 (2025)).

The law provides workers with up to 25 hours of unpaid, job-protected leave during the first year after a child is born or adopted.

Parents can use this time for their own medical appointments after childbirth or for their child's pediatric visits. If both parents work for the same employer, they share the 25 hours between them. While the leave itself is unpaid, employees are allowed to use any vacation time, sick leave, or other paid time off they have earned.

The law is designed to make sure new parents can care for their health and their child without risking their jobs. Employers must give employees their job back when the leave ends, but employees must provide reasonable notice and try to schedule appointments in a way that doesn't overly disrupt work.

For More Information

You can find more information on the state's pregnancy leave law at the website of the New Hampshire Commission for Human Rights.