Eligibility, usage tracking, and DOL-compliant letters — in one place.
Your data stays on this device — nothing is shared. Export a backup anytime from Setup.
Start here. Set your company details and benefit year in Setup — your notices and due dates depend on it.
Add employee
Or import a roster
Roster
No employees yet. Add one above.
Select an employee
Add an employee on the left, then select them to log FMLA usage and see how much they have left.
Add a due date
Upcoming deadlines
No deadlines yet. Add one on the left.
Review a medical certification
Walk the certification. Mark anything missing or unclear — those flagged items become the cure letter.
Required elements — mark anything missing or insufficient
Why this matters
A certification only counts if it's complete and sufficient (29 CFR 825.305–306). If something required is blank or vague, you don't deny — you give the employee 7 calendar days to cure it. This checklist is the set of things a sufficient certification has to answer; anything you flag here drops into a cure letter that cites the deficiency.
Watch especially for "lifetime," "unknown," or "indeterminate" in the duration field — those are usually not enough to determine FMLA coverage and are fair to send back.
Watch especially for "lifetime," "unknown," or "indeterminate" in the duration field — those are usually not enough to determine FMLA coverage and are fair to send back.
Unlock downloads
Tracking, certification review, and previewing every letter are free — build and read the full cure, eligibility, and approval/designation notices on screen. Downloading them as Word files or opening them as ready-to-send emails is the paid feature.
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Cure letter · 29 CFR 825.305
What the certification is missing
Pick whose condition it is, then check each item the certification fails to provide. These become the numbered cure items.
Preview
Fill in the fields and generate the letter. It will use your Setup letterhead and signature.
Notice of eligibility & rights/responsibilities
When they asked, or when you learned it may be FMLA. Sets the NOE (5 business days) and certification (15 calendar days) deadlines. Leave blank to use today.
Preview
Fill in the fields and generate the notice. It will use your Setup letterhead and signature.
The FMLA does not require employees to use any specific certification form. An employer may provide employees with the U.S. Department of Labor's optional-use forms, listed below, for obtaining certification.
Approval / designation notice
Preview
Fill in the fields and generate the notice. It will use your Setup letterhead and signature.
Company setup
Set this once. Every letter automatically uses your company name, address, logo, and signature.
Standard letter language
Company holidays
Add the holidays your organization observes. They're skipped when the tool counts "business days" for deadlines — like the 5-business-day eligibility notice.
Benefit year (FMLA leave year)
Under the FMLA you grant up to 12 weeks of leave per 12-month period. Choose how your organization measures that 12 months — it applies to everyone and auto-fills your notices.
It comes down to three things: how much tracking you want to do, how worried you are about "stacking" (an employee taking up to 24 weeks back-to-back across two cycles), and how much you need predictable staffing. Rolling gives the tightest control but the most calculation. Calendar is the simplest. Fixed (hire anniversary) is an individualized middle ground this tool automates for you. Forward is the most intuitive. If you're unsure, rolling is what most employers use.
Your data
Back up your employees, absences, deadlines, and company setup to a file — or restore one (handy for a new computer). Your data also saves in this browser automatically.