Certified Leave Management Specialist (CLMS) Certification Practice Test 2025 - Free CLMS Practice Questions and Study Guide

The interaction between holiday leave and the Family and Medical Leave Act (FMLA) is clearly established in that holiday leave does not count against the 12 weeks of entitlement. This means that when an employee is on FMLA leave, any holidays that occur during this leave do not reduce the total available time for which the employee can take FMLA benefits.

FMLA is designed to provide job-protected leave for specific family and medical reasons, and any additional paid time off, such as holidays, does not impact that entitlement. When an employee takes FMLA leave, the clock on their 12-week entitlement continues running, while holidays that fall within that period are essentially non-issues—they do not use any of the 12 weeks.

This understanding clarifies that while some types of leave might accumulate or affect how time off is calculated, in the case of holiday leave, it is distinct and does not interfere with the FMLA entitlements.