Form WH-382 "Fmla Designation Notice"

What Is Form WH-382?

This is a legal form that was released by the U.S. Department of Labor - Wage and Hour Division on June 1, 2020 and used country-wide. As of today, no separate filing guidelines for the form are provided by the issuing department.

Form Details:

  • Released on June 1, 2020;
  • The latest available edition released by the U.S. Department of Labor - Wage and Hour Division;
  • Easy to use and ready to print;
  • Yours to fill out and keep for your records;
  • Compatible with most PDF-viewing applications;
  • Fill out the form in our online filing application.

Download a fillable version of Form WH-382 by clicking the link below or browse more documents and templates provided by the U.S. Department of Labor - Wage and Hour Division.

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Designation Notice
U.S. Department of Labor
under the Family and Medical Leave Act
Wage and Hour Division
DO NOT SEND TO THE DEPARTMENT OF LABOR.
OMB Control Number: 1235-0003
PROVIDE TO EMPLOYEE.
Expires: 6/30/2023
Leave covered under the Family and Medical Leave Act (FMLA) must be designated as FMLA-protected and the employer must inform
the employee of the amount of leave that will be counted against the employee’s FMLA leave entitlement. In order to determine whether
leave is covered under the FMLA, the employer may request that the leave be supported by a certification. If the certification is
incomplete or insufficient, the employer must state in writing what additional information is necessary to make the certification complete
and sufficient. While use of this form is optional, a fully completed Form WH-382 provides employees with the information required
by 29 C.F.R. §§ 825.300(d), 825.301, and 825.305(c), which must be provided within five business days of the employer having enough
information to determine whether the leave is for an FMLA-qualifying reason. Information about the FMLA may be found
on the WHD
website at
www.dol.gov/agencies/whd/fmla.
SECTION I - EMPLOYER
The employer is responsible in all circumstances for designating leave as FMLA-qualifying and giving notice to the employee. Once an
eligible employee communicates a need to take leave for an FMLA-qualifying reason, an employer may not delay designating such
leave as FMLA leave, and neither the employee nor the employer may decline FMLA protection for that leave.
Date: ____________________________
(mm/dd/yyyy)
From: _______________________________________
To: _____________________________________
(Employer)
(Employee)
On _____________________
we received your most recent information to support your need for leave due to:
(mm/dd/yyyy)
(Select as appropriate)
The birth of a child, or placement of a child with you for adoption or foster care, and to bond with the newborn or newly-
placed child
Your own serious health condition
The serious health condition of your spouse, child, or parent
A qualifying exigency arising out of the fact that your spouse, child, or parent is on covered active duty or has been notified
of an impending call or order to covered active duty with the Armed Forces
A serious injury or illness of a covered servicemember where you are the servicemember’s spouse, child, parent, or next of
kin
(Military Caregiver Leave)
We have reviewed information related to your need for leave under the FMLA along with any supporting documentation
provided and decided that your FMLA leave request is: (Select as appropriate)
 Approved. All leave taken for this reason will be designated as FMLA leave. Go to Section III for more information.
Not Approved: (Select as appropriate)
 The FMLA does not apply to your leave request.
 As of the date the leave is to start, you do not have any FMLA leave available to use.
 Other _______________________________________________________________________
 A
dditional information is needed to determine if your leave request qualifies as FMLA leave. (Go to Section II for the specific
information needed. If your FMLA leave request is approved and no additional information is needed, go to Section III.)
SECTION II – ADDITIONAL INFORMATION NEEDED
We need additional information to determine whether your leave request qualifies under the FMLA. Once we obtain the additional
information requested, we will inform you within 5 business days if your leave will or will not be designated as FMLA leave and count
towards the amount of FMLA leave you have available. Failure to provide the additional information as requested may result in a
denial of your FMLA leave request.
If you have any questions, please contact: _____________________________________at___________________________________
(Name of employer FMLA representative)
(Contact information)
Incomplete or Insufficient Certification
The certification you have provided is incomplete and/or insufficient to determine whether the FMLA applies to your leave request.
(Select as applicable)
 The certification provided is incomplete and we are unable to determine whether the FMLA applies to your leave
request.
“Incomplete” means one or more of the applicable entries on the certification have not been completed.
Page 1 of 2
Form WH-382, Revised June 2020
Designation Notice
U.S. Department of Labor
under the Family and Medical Leave Act
Wage and Hour Division
DO NOT SEND TO THE DEPARTMENT OF LABOR.
OMB Control Number: 1235-0003
PROVIDE TO EMPLOYEE.
Expires: 6/30/2023
Leave covered under the Family and Medical Leave Act (FMLA) must be designated as FMLA-protected and the employer must inform
the employee of the amount of leave that will be counted against the employee’s FMLA leave entitlement. In order to determine whether
leave is covered under the FMLA, the employer may request that the leave be supported by a certification. If the certification is
incomplete or insufficient, the employer must state in writing what additional information is necessary to make the certification complete
and sufficient. While use of this form is optional, a fully completed Form WH-382 provides employees with the information required
by 29 C.F.R. §§ 825.300(d), 825.301, and 825.305(c), which must be provided within five business days of the employer having enough
information to determine whether the leave is for an FMLA-qualifying reason. Information about the FMLA may be found
on the WHD
website at
www.dol.gov/agencies/whd/fmla.
SECTION I - EMPLOYER
The employer is responsible in all circumstances for designating leave as FMLA-qualifying and giving notice to the employee. Once an
eligible employee communicates a need to take leave for an FMLA-qualifying reason, an employer may not delay designating such
leave as FMLA leave, and neither the employee nor the employer may decline FMLA protection for that leave.
Date: ____________________________
(mm/dd/yyyy)
From: _______________________________________
To: _____________________________________
(Employer)
(Employee)
On _____________________
we received your most recent information to support your need for leave due to:
(mm/dd/yyyy)
(Select as appropriate)
The birth of a child, or placement of a child with you for adoption or foster care, and to bond with the newborn or newly-
placed child
Your own serious health condition
The serious health condition of your spouse, child, or parent
A qualifying exigency arising out of the fact that your spouse, child, or parent is on covered active duty or has been notified
of an impending call or order to covered active duty with the Armed Forces
A serious injury or illness of a covered servicemember where you are the servicemember’s spouse, child, parent, or next of
kin
(Military Caregiver Leave)
We have reviewed information related to your need for leave under the FMLA along with any supporting documentation
provided and decided that your FMLA leave request is: (Select as appropriate)
 Approved. All leave taken for this reason will be designated as FMLA leave. Go to Section III for more information.
Not Approved: (Select as appropriate)
 The FMLA does not apply to your leave request.
 As of the date the leave is to start, you do not have any FMLA leave available to use.
 Other _______________________________________________________________________
 A
dditional information is needed to determine if your leave request qualifies as FMLA leave. (Go to Section II for the specific
information needed. If your FMLA leave request is approved and no additional information is needed, go to Section III.)
SECTION II – ADDITIONAL INFORMATION NEEDED
We need additional information to determine whether your leave request qualifies under the FMLA. Once we obtain the additional
information requested, we will inform you within 5 business days if your leave will or will not be designated as FMLA leave and count
towards the amount of FMLA leave you have available. Failure to provide the additional information as requested may result in a
denial of your FMLA leave request.
If you have any questions, please contact: _____________________________________at___________________________________
(Name of employer FMLA representative)
(Contact information)
Incomplete or Insufficient Certification
The certification you have provided is incomplete and/or insufficient to determine whether the FMLA applies to your leave request.
(Select as applicable)
 The certification provided is incomplete and we are unable to determine whether the FMLA applies to your leave
request.
“Incomplete” means one or more of the applicable entries on the certification have not been completed.
Page 1 of 2
Form WH-382, Revised June 2020
Employee Name: _____________________________________________________________________________________
The certification provided is insufficient to determine whether the FMLA applies to your leave request. “Insufficient” means the
information provided is vague, unclear, ambiguous or non-responsive.
Specify the information needed to make the certification complete and/or sufficient: ______________________________________
____________________________________________________________________________________________________________
__________________
,
You must provide the requested information no later than
unless
(provide at least 7 calendar days)
(mm/dd/yyyy)
it is not practicable under the particular circumstances despite your diligent good faith efforts, or your leave may be denied.
Second and Third Opinions
We request that you obtain a ( second /  third opinion) medical certification at our expense, and we will provide further
details at a later time. Note: The employee or the employee’s family member may be requested to authorize the health care
provider to release information pertaining only to the serious health condition at issue.
SECTION III – FMLA LEAVE APPROVE
D
As explained in Section I, your FMLA leave request is approved. All leave taken for this reason will be designated as FMLA leave and
will count against the amount of FMLA leave you have available to use in the applicable 12-month period. The FMLA requires that you
notify us as soon as practicable if the dates of scheduled leave change, are extended, or were initially unknown. Based on the information
you have provided to date, we are providing the following information about the amount of time that will be counted against the total
amount of FMLA leave you have available to use in the applicable 12-month period: (Select as appropriate)
 Provided there is no change from your anticipated FMLA leave schedule, the following number of hours, days, or weeks
will be counted against your leave entitlement: _______________________________________________________.
Because the leave you will need will be unscheduled, it is not possible to provide the hours, days, or weeks that will be
counted against your FMLA entitlement at this time. You have the right to request this information once in a 30-day period (if
leave was taken in the 30-day period).
Please be advised: (check all that apply)
Some or all of your FMLA leave will not be paid. Any unpaid FMLA leave taken will be designated as FMLA leave and
counted against the amount of FMLA leave you have available to use in the applicable 12-month period.
 Based on your request, some or all of your available paid leave (e.g., sick, vacation, PTO) will be used during your FMLA
leave. Any paid leave taken for this reason will also be designated as FMLA leave and counted against the amount of FMLA leave
you have available to use in the applicable 12-month period.
 We are requiring you to use some or all of your available paid leave (e.g., sick, vacation, PTO) during your FMLA leave.
Any paid leave taken for this reason will also be designated as FMLA leave and counted against the amount of FMLA leave you
have available to use in the applicable 12-month period.
 Other: __________________________________________________________________________________________________
(e.g., Short- or long-term disability, workers’ compensation, state medical leave law, etc.) Any time taken for this reason will
also be designated as FMLA leave and counted against the amount of FMLA leave you have available to use in the applicable
12-month period.
Return-to-work requirements. To be restored to work after taking FMLA leave, you ( will be /  will not be) required to provide a
certification from your health care provider (fitness-for-duty certification) that you are able to resume work. This request for a fitness-
for-duty certification is only with regard to the particular serious health condition that caused your need for FMLA leave. If such
certification is not timely received, your return to work may be delayed until the certification is provided.
A list of the essential functions of your position ( is /  is not) attached. If attached, the fitness-for-duty certification must address
your ability to perform the essential job functions.
________________________________________________________________________________________________________________________________________________________________________________________________________________________
PAPERWORK REDUCTION ACT NOTICE AND PUBLIC BURDEN STATEMENT
It is mandatory for employers to inform employees in writing whether leave requested under the FMLA has been determined to be covered
under the FMLA. 29 U.S.C. § 2617; 29 C.F.R. § 825.300(d), (e). It is mandatory for employers to retain a copy of this disclosure in their records
for three years. 29 U.S.C. § 2616; 29 C.F.R. § 825.500. Persons are not required to respond to this collection of information unless it displays
a currently valid OMB control number. The Department of Labor estimates that it will take an average of 10 minutes for respondents to complete
this collection of information, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data
needed, and completing and reviewing the collection of information. If you have any comments regarding this burden estimate or any other
aspect of this collection information, including suggestions for reducing this burden, send them to the Administrator, Wage and Hour Division,
U.S. Department of Labor, Room S-3502, 200 Constitution Avenue, N.W., Washington, D.C. 20210.
DO NOT SEND THE COMPLETED FORM TO THE DEPARTMENT OF LABOR. EMPLOYEE INFORMATION.
Page 2 of 2
Form WH-382, Revised June 2020
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