Few employers can say they have never faced challenges with employee medical leave, disability accommodation, or workplace injuries. The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave for qualifying family and health conditions. The Americans with Disabilities Act (ADA) (and ADA Amendments Act) requires covered employers to provide reasonable accommodations — including leave when appropriate — for qualified individuals with disabilities. Workers’ compensation laws require medical care and wage benefits for employees injured on the job.
Often, an employee’s situation will trigger one, two, or all three of these laws at the same time — such as when a workplace injury also qualifies as a serious health condition and a disability. When this happens, employers must understand how to analyze each law separately, how they interact, and how to meet all compliance requirements without risking liability.
This webinar has been fully updated for 2026 compliance expectations and best practices to help HR and leadership proactively manage complex leave and accommodation situations with confidence.
