⚖️🍼 FMLA 101：美國家庭與醫療假怎麼用？移民與亞裔最常搞不清楚的幾件事
在美國職場，很多員工聽過 FMLA（Family and Medical Leave Act，家庭與醫療假），但常常搞不清楚：
- 「請 FMLA 會不會被開除？」
- 「請假期間有沒有薪水？」
- 「我是移民，身份還在調整，敢不敢用？」
這篇文章用白話＋實務，幫你釐清幾個關鍵：
- ✔️ 誰有資格申請 FMLA？公司和員工都有門檻
- ✔️ FMLA 可以請多久？算不算有薪？
- ✔️ 哪些情況可以用 FMLA：懷孕、生產、照顧家人、生病…
- ✔️ 請 FMLA 時，要注意什麼？會不會被報復？
一、FMLA 是什麼？先用一句話說清楚 🗣️
FMLA 是一個「保住你工作」的無薪假權利。
在符合條件的情況下，FMLA 讓你可以在某些家庭或醫療情況發生時：
- 請最多 12 週的受保護假期（unpaid, job-protected leave）
- 雇主必須保留你的職位（或同等職位）
- 雇主必須繼續提供你的健康保險（如果你原本有）
💡 關鍵：FMLA 通常是「無薪」的，但有「工作保障」。
實際上有沒有錢，還要看你的公司政策、州法律或你本人累積的病假／有薪假。
二、誰有資格用 FMLA？公司也要「夠大」才算 📏
要用 FMLA，通常要同時滿足兩個條件：雇主有資格、員工具備資格。
1. 雇主資格
大方向是：
- 公司在你工作的地點附近（75 英里內），至少有 50 名員工。
如果你在非常小的公司（例如只有十幾個人），雇主可能不在 FMLA 的覆蓋範圍裡。
但有些州還有自己的家庭／醫療假規定，可以再查州法律。
2. 員工資格
一般來說，你需要：
- 為這個雇主工作至少 12 個月（不一定要連續）
- 在過去 12 個月內，至少上班 1,250 小時（約等於半年多 full-time）
💡 注意： 就算你是移民、拿工作簽、綠卡或公民，只要你是合法受雇、符合上述條件，都可能有 FMLA 權利，跟護照國籍本身無關。
三、哪些情況可以請 FMLA？常見六大情境 📋
FMLA 覆蓋的情況包括：
- 👶 新生兒出生後照顧寶寶（父母都可能有資格）
- 🍼 收養或寄養（foster care）新孩童
- 🏥 你自己有嚴重健康狀況（serious health condition），需要長期治療、手術、住院等
- 👵 照顧有嚴重健康狀況的直系親屬（配偶、子女、父母）
- 🎖 某些軍事相關的家庭需要（例如家人是軍人）
⚠️ 「普通感冒」「小感冒兩三天」這種通常不是 FMLA 範圍，而是用一般病假（sick leave）。
FMLA 通常用在 比較長期、比較嚴重的健康狀況。
四、FMLA 是有薪假嗎？薪水怎麼辦？💵
大多數情況下，FMLA 本身是「無薪」的。
但是你可能有幾種方式可以讓 FMLA 期間「部分有錢」：
- 用你累積的有薪病假（Paid Sick Leave）
- 用你累積的年假（PTO / Vacation）
- 公司自己的帶薪家事假、產假／陪產假政策
- 某些州提供的 Paid Family Leave / Disability 相關福利（比如加州）
很多公司會要求你在 FMLA 期間，先用完累積的 PTO 或部分 PTO。
具體要看你的員工手冊或 HR 的說明。
五、請 FMLA 時，要怎麼跟公司說？🗣️
原則上，你需要：
- 在知道需要請假的時候，盡早通知雇主（例如安排好的手術、預產期）
- 遇到緊急狀況（突然住院）時，盡快在合理時間內通知
- 提供雇主需要的醫療證明（Medical Certification），通常由醫師填寫表格
寫信給 HR 時，可以用簡單清楚的方式：
I have a serious health condition / A family member has a serious health condition, and I would like to request FMLA leave starting from (date). Please let me know what documentation is needed.
六、請 FMLA 會不會被報復或開除？Retaliation 的問題 💢
法律上，雇主不能因為你請 FMLA 而報復你。
這代表雇主不可以因為你：
- 申請 FMLA
- 實際使用 FMLA
- 詢問 FMLA 資訊
而對你做出：
- 降職、降薪、減少時數
- 開除你
- 用更嚴厲的標準評估你，專門找你麻煩
如果你發現：
- 在你請 FMLA 前後，主管態度急劇轉變
- 回來後突然被排除在專案之外
- 被說「你不可靠」「你常常不在」，進而被推向開除
這很可能已經涉及 Retaliation（報復），可以搭配你另一篇「職場報復」一起看。
七、身為移民或亞裔，特別容易卡住的幾個點 🌏
- 😰 怕請假會被貼標籤：「不敬業」「不忠誠」
- 🧾 看不懂表格、醫療證明、HR 的英文信
- 🧬 文化背景：從小被教「不要麻煩別人」
但如果你符合資格、情況也在 FMLA 覆蓋範圍，這是你依法享有的權利，不是你在「佔便宜」。
你可以：
- 先把自己的情況用母語寫清楚，再請人幫忙翻成英文給 HR
- 請醫師診所幫你填寫相關表格，很多美國醫療院所很習慣處理 FMLA 文件
- 必要時，在 HR meeting 時帶一位你信任的人一起參加（如果公司允許）
八、小結：FMLA 不是「福利」，而是「底線」 💚
FMLA 不一定會讓你「領到錢」，但在很多人生關鍵時刻，它可以幫你保住工作與健保，避免你在最脆弱的時候，還要承擔失業的風險。
如果你正在：
- 懷孕、生產或照顧新生兒
- 照顧生病的父母、配偶或孩子
- 面對自己的重大疾病或手術
記得：你有權利先問清楚、了解選項，再做對自己最好的決定。
小提醒 📝： 本文為一般教育資訊，並非法律建議。各州與各公司政策可能不同，實際操作前，建議參考你所在州政府網站資訊，或諮詢熟悉勞工法的專業人士。
⚖️🍼 FMLA 101: How Family and Medical Leave Really Works for U.S. Workers
Many employees — especially immigrants and Asian professionals — have heard of FMLA (Family and Medical Leave Act), but are not sure:
- “If I use FMLA, can I be fired?”
- “Is FMLA paid or unpaid?”
- “Does my immigration status affect my right to take FMLA leave?”
This guide explains, in clear and practical language:
- ✔️ Who is eligible for FMLA (both employers and employees have to qualify)
- ✔️ How long FMLA can last and what “job-protected” really means
- ✔️ What situations FMLA covers: childbirth, serious illness, caring for family, and more
- ✔️ How to request FMLA, and what to watch out for regarding retaliation
1. What is FMLA in one sentence? 🗣️
FMLA is an unpaid, job-protected leave for certain family and medical situations.
If you and your employer are covered, FMLA allows you to:
- Take up to 12 weeks of unpaid, job-protected leave
- Have your employer maintain your group health insurance during that time
- Return to the same or an equivalent position after your leave
💡 Key idea: FMLA usually protects your job, not your paycheck.
Whether you receive income during leave depends on your PTO balance, state benefits, and employer policies.
2. Who is eligible for FMLA? Both employer and employee must qualify 📏
1) Employer coverage
In general, FMLA applies if:
- Your employer has at least 50 employees within 75 miles of your worksite.
Smaller employers may not be covered by FMLA, though some states have their own family and medical leave laws.
2) Employee eligibility
You are usually eligible if:
- You have worked for your employer for at least 12 months (not necessarily consecutive), and
- You have worked at least 1,250 hours in the past 12 months.
💡 Your citizenship or nationality is not the key factor here — your eligibility is based on your employment, not your passport.
3. What situations does FMLA cover? 📋
FMLA can be used for:
- 👶 Birth of a child and bonding time for parents
- 🍼 Adoption or foster care placement of a child
- 🏥 Your own serious health condition requiring ongoing care, surgery, or hospitalization
- 👵 Caring for a spouse, child, or parent with a serious health condition
- 🎖 Certain military-related family needs
⚠️ Minor illnesses like a simple cold usually do not qualify as FMLA.
FMLA is designed for more serious or longer-term medical situations.
4. Is FMLA paid? What happens to my income? 💵
Most FMLA leave is unpaid.
However, during your FMLA leave you may:
- Use accrued paid sick leave
- Use vacation/PTO days
- Receive pay under your employer’s own paid family leave, maternity/paternity, or disability policies
- In some states, qualify for state-paid family leave or disability benefits
Many employers require you to use some or all of your PTO while on FMLA leave.
Details should be in your employee handbook or explained by HR.
5. How do I request FMLA leave? 🗣️
Generally, you should:
- Give your employer advance notice when the need is foreseeable (such as a scheduled surgery or due date)
- Notify them as soon as practical in emergencies
- Provide medical certification from a healthcare provider when requested
When emailing HR, you don’t have to share every detail of your condition. A simple message is often enough:
I have a serious health condition / A family member has a serious health condition, and I would like to request FMLA leave starting from (date). Please let me know what documentation is needed.
6. Can I be punished for using FMLA? Retaliation concerns 💢
It is illegal for an employer to retaliate against you for using, requesting, or inquiring about FMLA leave.
They are not allowed to:
- Fire you because you asked for or took FMLA leave
- Demote you or significantly cut your hours because you used leave
- Give unfairly negative reviews just because you exercised your rights
If you notice:
- A clear negative change in treatment right after you request or use FMLA
- Comments like “You’re unreliable now” tied directly to your leave
- Exclusion from projects or opportunities that you previously had
Then you may be facing retaliation. You can review your notes along with resources on workplace retaliation.
7. Special challenges for immigrants and Asian professionals 🌏
- 😰 Fear of being seen as “weak” or “not committed” if you take leave
- 🧾 Difficulty understanding complex forms and HR emails in English
- 🧬 Cultural messages about “not causing trouble” or “not being a burden”
But if you are eligible and your situation fits FMLA rules, you are not asking for a favor — you are using a legal protection that exists for a reason.
You can:
- Draft your situation in your native language first, then translate it or get help polishing the English
- Ask your doctor’s office to complete the FMLA medical certification — they often do this regularly
- Ask if you can bring a trusted person (or interpreter) to important HR meetings, if allowed
8. FMLA is not a “bonus” — it’s a safety net 💚
FMLA may not solve everything, and it may not fully replace your income.
But in many major life events, it can be the difference between:
- Keeping your job and health insurance, or
- Losing both at the worst possible time
If you are:
- Welcoming a new child
- Caring for a seriously ill family member
- Facing a major health challenge yourself
You deserve time and space to handle it.
Disclaimer 📝: This article is for general educational purposes only and does not provide legal advice. FMLA rules and related state laws vary. For specific questions, review official government resources or consult a qualified professional in your state.