Free tool
Track prior FMLA leave and see how many of your 12 protected weeks remain. Pick your employer's 12-month method, add past leave blocks, and watch the rolling window move on the timeline. Share the link with HR or embed it on your handbook page.
Measured backward from each leave day. Available entitlement is 12 weeks minus whatever was used in the prior 12 months. The window moves with every passing day, so leave only “frees up” 12 months after it was taken.
Add each block of FMLA leave. Leave hours empty to estimate from weekdays at 8 hours/day.
Leave used
0 / 12 weeks
0 of 480 hours counted in the window.
Remaining entitlement
12 weeks
480 hours remaining as of Jun 20, 2026.
Active window: Jun 21, 2025 to Jun 20, 2026.
Jun 21, 2025 to Jun 20, 2026
Add leave events with start and end dates to see them on the timeline.
This calculator does not check eligibility. To be FMLA-eligible an employee generally needs 12 months of tenure, at least 1,250 hours worked in the prior 12 months, and the employer must have 50 or more employees within 75 miles of the worksite. Confirm status with HR.
FMLA gives an eligible employee up to 12 workweeks (480 hours at a 40-hour schedule) of job-protected leave in a 12-month period. The trick is that the law lets the employer decide how that period is measured, and the "rolling backward" method is the one most employers use because it prevents an employee from stacking 24 straight weeks.
Under the rolling method, every day you ask "how much leave do I have left?" the answer is 12 weeks minus everything used in the previous 12 months. The window slides forward one day at a time. Leave you took 13 months ago no longer counts; leave you took last week still does. That is why entitlement does not reset on a fixed date — it trickles back as old leave ages out of the window.
The same leave history can produce wildly different remaining balances depending on the method. A calendar-year employer hands you a fresh 12 weeks every January 1, so leave in December and again in January is allowed. A rolling-backward employer counts the December leave against you well into the next year. The fixed-leave-year and anniversary methods sit in between, resetting on a company date or your own hire date. Check your handbook or ask HR which one applies before you plan anything — switching the picker on this tool shows how much the answer moves.
This calculator models federal FMLA entitlement only. Many states layer their own job-protected leave on top: California's CFRA, New York and New Jersey paid family leave, Washington, Colorado, and others. State leave can run concurrently with FMLA or extend it, and some covers situations FMLA does not. The hours here are a planning estimate, not a determination. Planning equity or pay alongside leave? The vesting cliff calculator pairs well. Always confirm leave entitlement with your HR department or an employment attorney before relying on a number.