Don’t let paying for rehab be the hurdle stopping you from getting the treatment you need. A residential women’s treatment center, like Crossroads, can help you navigate your coverage options and how to work with your employer to get your treatment covered under the Family and Medical Leave Act (FMLA). To learn more about this legislation, please contact Crossroads today at 877.978.1667.

What Is the FMLA?

The FMLA allows you as an employee to take a leave of absence from work that, while unpaid, secures that your job is there for you when you return. Eligible leave is for specific family and medical reasons as outlined in the act. It also ensures the continuation of health insurance coverage.

According to the U.S.Department of Labor website, eligible employees are entitled to twelve workweeks of leave in a 12-month period for a range of reasons, including:

The birth of a child within one year of birth
The placement with the employee of a child for adoption or foster care, during which they can care for the newly placed child for one year
To care for the employee’s child, spouse, or parent if they have a severe health condition
A pressing health condition that prevents the employee from performing the essential functions of their job
Any qualifying issue arising from the fact that the employee’s spouse, child, or parent is a covered military member on active duty

Alternatively, for immediate family members of a covered military service member, twenty-six workweeks of leave may be taken during a year. This option is open to eligible employees who are next of kin of a covered servicemember requiring care for a serious injury or illness.

Employers with 50 or more employees are required to offer family and medical leave. They must guarantee an employee’s insurance benefits while they are on leave. They must also secure the employee’s job upon their return.

What FMLA Covers

Substance abuse and mental health issues can be serious health conditions. However, they must meet specifics for either inpatient care and continuing treatment. A healthcare provider or a treatment center must provide the treatment and a physician must provide the referral. The leave only covers an employee’s treatment for substance abuse, not an absence due to the employee’s use of the substance.

The FMLA is essential for another reason. It will ensure that an employer cannot take action against the employee because they have chosen to seek treatment. FMLA leave may also be taken to care for a family member (covered under the employees’ benefits) getting treatment for substance abuse. In this instance, the employer cannot take any action against the employee either.

There is a caveat. Be sure to check your employee handbook and consult with your HR department to confirm the company’s policies. Perhaps an employer has an existing policy in place-clearly communicated stating that substance abuse by an employee is grounds for termination. However, in this case, the FMLA cannot ensure their job security.

The Crossroads Team Can Help You Manage Paying for Rehab

Crossroads is accredited by the Commission on Accreditation of Rehabilitation Facilities (CARF). We are also a member of the National Association of Addiction Treatment Providers (NAATP). Furthermore, we’re committed to providing high-quality care to women struggling with substance use and mental health disorders. We offer a wide array of treatment options, including:

Your treatment and recovery are our number one priority. Please get the help you need and let our caring team help you navigate the steps to getting you there. Contact our team at 877.978.1667 to learn more about treatment and coverage options.