When an employee becomes sick, has a disability or must take leave to support their family, they may be entitled to legal protections under the Americans with Disabilities Act (ADA), the Family Medical Leave Act (FMLA) or both, in some situations. However, determining which laws apply to an employee’s circumstances can often be complicated, and missteps can be costly for employers, resulting in expensive penalties, fines and legal fees.

While the ADA and FMLA support employees with physical or mental health conditions, they have different requirements. Employers must evaluate them carefully to correctly determine which legal protections extend to an employee’s situation. This article outlines the ADA and the FMLA and explores the intersection of these laws to help employers navigate difficult compliance situations.

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