🧮 Advanced free FMLA record tool

Intermittent FMLA Leave Ledger & Rolling Balance Tracker

Build an independent FMLA ledger from your actual normal workweek, track intermittent/reduced/continuous leave, compare employer-charged hours and balance statements, and keep certification, designation, deadlines and evidence in the same file.

Independent estimate: Your employer/administrator controls official designation and balances. FMLA calculations can be fact-specific, especially for variable schedules, mandatory overtime, military caregiver leave, airline crews and school employees. This tool helps you audit the record; it does not certify eligibility or official entitlement.

1. Employee & leave-year setup

Record nicknameEmployer / administratorLeave reasonLeave-year methodFixed / forward leave-year startBalance as-of dateEmployer leave increment (minutes)Variable schedule?

Normally scheduled workweek

Mon hoursTue hoursWed hoursThu hoursFri hoursSat hoursSun hoursVerified avg hours/weekMandatory OT included?Entitlement

2. Balance & discrepancy dashboard

3. Basic federal eligibility screen

Employer coverage12 months employed?1,250 hours worked in prior 12 months?50 employees within 75 miles?

4. Add FMLA leave entry

DateLeave typeHours actually missedEmployer charged hoursStatus

Notice / call confirmationCertification episode / reasonNotes

Date	Type	Actual missed	Employer charged	Difference	Status	Episode/ref	Action

5. Employer balance statements

Statement dateEmployer says used (hours)Employer says remaining (hours)Source / reference

6. Certification & designation timeline

Certification requestedCertification submittedEmployer had enough info / certification completeDesignation notice received

7. Communication & deadline log

DateChannelFollow-up / deadlineConfirmation / ref

What happened

8. Local evidence vault

Drop certifications, eligibility/designation notices, employer balance statements, correspondence and schedules

Files remain in this browser and receive SHA-256 fingerprints. This web version works on desktop and mobile browsers instead of requiring a specific phone platform.

9. Independent audit brief

10. Export, backup & delete

Why this does not assume 480 hours

The Department of Labor says FMLA entitlement is based on the employee’s actual workweek. A regularly scheduled 32-hour worker may have 384 hours for a 12-workweek entitlement; a 50-hour worker may have 600. Mandatory hours that are part of the normal schedule can matter, while voluntary extra hours are treated differently.

Four leave-year methods matter

Employers may use a calendar year, another fixed 12-month period, a 12-month period measured forward from the first FMLA leave, or a rolling 12-month period measured backward. The same leave entries can produce different current balances under different methods, so the tracker makes the employer’s method explicit.