--- title: "Contacting Employees on FMLA Leave: What’s Allowed?" description: Know the rules for contacting employees on FMLA leave. 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- - - [whatsapp://send?text=https://blog.axcethr.com/can-we-talk-avoiding-legal-land-mines-with-employees-on-fmla-leave](whatsapp://send?text=https://blog.axcethr.com/can-we-talk-avoiding-legal-land-mines-with-employees-on-fmla-leave) - [mailto:?subject=Contacting%20Employees%20on%20FMLA%20Leave:%20What’s%20Allowed?&body=https://blog.axcethr.com/can-we-talk-avoiding-legal-land-mines-with-employees-on-fmla-leave](mailto:?subject=Contacting%20Employees%20on%20FMLA%20Leave:%20What’s%20Allowed?&body=https://blog.axcethr.com/can-we-talk-avoiding-legal-land-mines-with-employees-on-fmla-leave) **![Guidance on restrictions while on FMLA for small business employers](https://blog.axcethr.com/hs-fs/hubfs/Stock%20images/Young%20people%20meeting%20with%20digital%20tablet-2.jpeg?width=1000&name=Young%20people%20meeting%20with%20digital%20tablet-2.jpeg)** When a key employee is on FMLA leave and an urgent issue arises, it’s natural to wonder: Can we contact them? Are there restrictions while on FMLA leave? How do we communicate without crossing a legal line? These are important questions—and ones small and mid-sized business owners ask frequently. While the Family and Medical Leave Act (FMLA) does not outright prohibit communicating with employees while on leave, there are strict limits on what employers can request during that time. Let’s walk through what you need to know about contacting employees on FMLA leave without interfering with their protected time off. RELATED: [Do Holidays Count Towards FMLA? >>](https://blog.axcethr.com/ask-the-expert-how-does-fmla-work-during-the-holidays) ## Can You Contact an Employee on FMLA Leave? Yes—but only in limited circumstances. FMLA regulations prohibit employers from interfering with an employee’s right to take protected leave. That means you may not require the employee to perform job duties while on leave. However, brief, occasional contact to request passcodes, status updates, or institutional knowledge is typically allowed—as long as it doesn’t cross the line into work. Important: Repeated, unnecessary or pressuring contact could result in legal claims for FMLA interference or retaliation. [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/04eaf706-4c0e-4e48-aeca-422412b8cf2e.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/04eaf706-4c0e-4e48-aeca-422412b8cf2e) ## Best Practices for Communicating with Employees While on Leave If you find yourself in a situation where contacting the employee seems unavoidable, here are best practices to follow: ### ✅ Limit Contact to What’s Absolutely Necessary Respect the purpose of FMLA leave: rest, recovery or caregiving. Only reach out when there’s no other way to access critical information. ### ✅ Never Require the Employee to Work You may not assign projects, request deliverables, or require work-related problem-solving while the employee is on leave. ### ✅ Use the Least Disruptive Method The Department of Labor views a brief phone call as less likely to interfere than asking the employee to respond to emails or come into the office. ### ✅ Document All Communication Record what was discussed, why it was necessary, and when the interaction took place. Documentation helps reduce risk if questions arise later. RELATED: [Unraveling the FMLA in Uncommon Situations >>](https://blog.axcethr.com/unraveling-the-fmla-in-uncommon-situations) ## Workplace Investigations During FMLA Leave If a workplace investigation must occur while an employee is on leave, you do have flexibility—but tread carefully. - You may require participation in a formal investigation, such as a harassment or misconduct case, if you can show that the process would proceed the same way for employees who are not on leave. - It’s a best practice to compensate the employee for their time and not deduct participation time from their FMLA leave entitlement. When in doubt, work with your HR partner or employment counsel to handle the situation correctly. [![HR compliance services for small businesses from Axcet HR Solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-189255892628.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLIDYFqwVdcQU6LsmBzWvhhmWP8IXkY4m5zEWo1a94qBlpGgE%2Fdlx0L%2BjtRuSKfS8zknBB4lSv6lpWyp8h7XU8s4WU6Nxqo4Er8cQfRYAS3RWu05XMk58DK9iirfw9%2BNWCxNC1kvvv%2FnFDQVCf4yQMY7sxtEoEGINVqA8XTpzQ40MzsKlsF%2FHTixDjGAai%2BxS8Vj179hkg4DPQB%2B5mx7p2UpKhEOfjWwzldRYonM%2F6C2YHRpYU702f%2Bn0nKPRawzcrwPP66XnNWTfZQK%2BIk0sSgRgeBvvA%3D%3D&webInteractiveContentId=189255892628&portalId=2652187) ## Restrictions While on FMLA: What Employers Need to Remember ### Employers should avoid: - Calling the employee regularly to check in - Asking the employee to complete tasks, respond to emails or troubleshoot problems - Threatening consequences or implying retaliation for using leave - Applying different expectations to employees on leave than to those who are not Handling FMLA leave incorrectly, even with good intentions, can trigger expensive legal claims. RELATED: [Certified PEO vs Non-Certified PEO - A Side-by-Side Comparison >>](https://blog.axcethr.com/cpeo-vs-peo) ## Support for Managing FMLA Communication Navigating how and when to contact employees on FMLA leave requires care, compliance and consistency. Axcet HR Solutions helps small and mid-sized businesses: - Understand restrictions while on FMLA - Establish internal communication protocols - [Train managers](https://www.axcethr.com/services/human-resources/training-and-development/) on FMLA compliance - Reduce risk while maintaining employee trust Our [certified PEO](https://www.axcethr.com/why-axcet/certified-peo/) team can help you manage leave with confidence and clarity. [Schedule a consultation](https://www.axcethr.com/schedule-consultation/) with Axcet HR Solutions to protect your business and support your employees » [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da) [![Mackenzie Miller](https://blog.axcethr.com/hs-fs/hubfs/MacKenzie-_DSC1162-Edit.jpg?width=80&height=80&name=MacKenzie-_DSC1162-Edit.jpg)](https://blog.axcethr.com/author/mackenzie-miller) Written by #### [Mackenzie Miller](https://blog.axcethr.com/author/mackenzie-miller) Human Resources Coordinator Read more [View all posts →](https://blog.axcethr.com/author/mackenzie-miller) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) - [services HR Compliance](https://www.axcethr.com/services/human-resources/hr-compliance-specialist/) #### [Creative Recruitment Strategies to Attract Top Talent in 2025 ![Axcet HR Solutions consultant and blog post author shares expert recruitment strategies for small and mid-sized businesses](https://blog.axcethr.com/hubfs/3-Creative-Recruitment-Strategies-_1200-x-628-px_%20(1).webp)](https://blog.axcethr.com/3-creative-employee-recruitment-strategies-that-really-work) #### [![Common Interview Questions That Are Actually Illegal](https://blog.axcethr.com/hubfs/interview.jpg) Common Interview Questions That Are Actually Illegal](https://blog.axcethr.com/common-interview-questions-that-are-actually-illegal) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Mackenzie Miller", "url" : "https://blog.axcethr.com/author/mackenzie-miller" }, "dateModified" : "2025-05-02T13:52:40.226Z", "datePublished" : "2025-05-01T13:00:00.000Z", "headline" : "Contacting Employees on FMLA Leave: What’s Allowed?", "image" : [ "https://blog.axcethr.com/hubfs/Stock%20images/Young%20people%20meeting%20with%20digital%20tablet-2.jpeg" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/can-we-talk-avoiding-legal-land-mines-with-employees-on-fmla-leave", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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Are there restrictions while on FMLA leave? How do we communicate without crossing a legal line? These are important questions—and ones small and mid-sized business owners ask frequently. While the Family and Medical Leave Act (FMLA) does not outright prohibit communicating with employees while on leave, there are strict limits on what employers can request during that time. Let’s walk through what you need to know about contacting employees on FMLA leave without interfering with their protected time off. RELATED: Do Holidays Count Towards FMLA? >> Can You Contact an Employee on FMLA Leave? Yes—but only in limited circumstances. FMLA regulations prohibit employers from interfering with an employee’s right to take protected leave. That means you may not require the employee to perform job duties while on leave. However, brief, occasional contact to request passcodes, status updates, or institutional knowledge is typically allowed—as long as it doesn’t cross the line into work. Important: Repeated, unnecessary or pressuring contact could result in legal claims for FMLA interference or retaliation. Best Practices for Communicating with Employees While on Leave If you find yourself in a situation where contacting the employee seems unavoidable, here are best practices to follow: ✅ Limit Contact to What’s Absolutely Necessary Respect the purpose of FMLA leave: rest, recovery or caregiving. Only reach out when there’s no other way to access critical information. ✅ Never Require the Employee to Work You may not assign projects, request deliverables, or require work-related problem-solving while the employee is on leave. ✅ Use the Least Disruptive Method The Department of Labor views a brief phone call as less likely to interfere than asking the employee to respond to emails or come into the office. ✅ Document All Communication Record what was discussed, why it was necessary, and when the interaction took place. Documentation helps reduce risk if questions arise later. RELATED: Unraveling the FMLA in Uncommon Situations >> Workplace Investigations During FMLA Leave If a workplace investigation must occur while an employee is on leave, you do have flexibility—but tread carefully. You may require participation in a formal investigation, such as a harassment or misconduct case, if you can show that the process would proceed the same way for employees who are not on leave. It’s a best practice to compensate the employee for their time and not deduct participation time from their FMLA leave entitlement. When in doubt, work with your HR partner or employment counsel to handle the situation correctly. Restrictions While on FMLA: What Employers Need to Remember Employers should avoid: Calling the employee regularly to check in Asking the employee to complete tasks, respond to emails or troubleshoot problems Threatening consequences or implying retaliation for using leave Applying different expectations to employees on leave than to those who are not Handling FMLA leave incorrectly, even with good intentions, can trigger expensive legal claims. RELATED: Certified PEO vs Non-Certified PEO - A Side-by-Side Comparison >> Support for Managing FMLA Communication Navigating how and when to contact employees on FMLA leave requires care, compliance and consistency. Axcet HR Solutions helps small and mid-sized businesses: Understand restrictions while on FMLA Establish internal communication protocols Train managers on FMLA compliance Reduce risk while maintaining employee trust Our certified PEO team can help you manage leave with confidence and clarity. Schedule a consultation with Axcet HR Solutions to protect your business and support your employees »", "author" : { "@id" : "https://blog.axcethr.com/author/mackenzie-miller#author", "@type" : "Person", "name" : "Mackenzie Miller", "url" : "https://blog.axcethr.com/author/mackenzie-miller" }, "dateCreated" : "2025-05-01", "dateModified" : "2025-05-02", "datePublished" : "2025-05-01", "description" : "When a key employee is on FMLA leave and an urgent issue arises, it’s natural to wonder: Can we contact them? Are there restrictions while on FMLA leave? How do we communicate without crossing a legal line? These are important questions—and ones small and mid-sized business owners ask frequently. 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