Under FMLA, an employer is allowed to require that an employee submit a timely, complete, and sufficient medical certification to support a request for leave due to an employee’s own serious health condition or to care for a covered family member with a serious health condition. These certifications must be provided by individuals who meet the FMLA’s definition of “health care provider.”

The following are some of the individuals considered “health care providers”:

All of these individuals must also be authorized to practice in the State and perform within the scope of their practice as defined under State law.

Employers may seek only a limited amount of information in FMLA medical certifications. However, an employer may request additional information as part of a paid leave policy or disability plan that requires greater information to qualify for payments or benefits, provided that the employer informs the employee that the additional information only needs to be provided in connection with receipt of such payments or benefits. Any information received pursuant to such policy or plan may be considered in determining the employee's entitlement to FMLA-protected leave.This information is filled out by the employee’s medical provider who is attesting the medical leave and any resulting claims filed by Cocoon on behalf of the employee. For official government information regarding the federal FMLA Medical Provider Certification, please see here.

Impact on Disability Claims: The Medical Provider Certification is a required component of many Short Term and Long Term Disability Claims required for full remittance of an employee’s pay while on leave.

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