Facing an FMLA rejection can feel overwhelming, especially when you’ve followed the process and provided the required certification. Many employees are unsure of their rights or the next steps when an employer questions or denies their FMLA paperwork. The truth is, a rejected certification doesn’t necessarily mean you’ve lost your chance for leave—it may simply mean your form needs clarification, corrections, or supporting details.
Why an Employer Might Reject Your FMLA Certification
Employers don’t always reject certifications to deny leave outright. More often, they do so because of paperwork issues, incomplete details, or a misunderstanding of medical necessity. Common reasons include:
- Incomplete medical information– If your healthcare provider leaves out dates, treatment plans, or the duration of your condition, the employer may send it back.
- Illegible handwriting– Employers are allowed to request clarification if the certification is difficult to read.
- Missed deadlines– Employees usually have 15 calendar days to return completed forms. Submitting late can result in rejection.
- Unclear medical necessity– If the form doesn’t clearly explain why you need leave, or how your condition impacts your ability to work, the employer may ask for corrections.
- Suspected abuse of FMLA– In some cases, employers may reject certifications if they suspect the request doesn’t truly qualify under FMLA guidelines.
Understanding these reasons helps you respond the right way rather than assuming rejection equals denial.
When an Employer’s Rejection May Be Improper
While employers have the right to review your FMLA certification, they must follow the law. Sometimes, a rejection isn’t because your form is incomplete—it’s because the employer is misusing their authority. For example:
- Asking for too much medical detailbeyond what the law requires.
- Rejecting forms without proper reviewby HR or a leave administrator.
- Denying leave for a qualifying conditionthat clearly falls under FMLA.
If you suspect your rejection falls into one of these categories, you have the right to challenge it. Employees can file a complaint with the U.S. Department of Labor’s Wage and Hour Division or consult an employment lawyer for guidance. Knowing your rights ensures your employer doesn’t unfairly block your leave.
Your Rights Under the FMLA
Before taking action, it’s important to know your legal protections. Under the FMLA:
- You are entitled to 12 weeks of unpaid, job-protected leavewithin a 12-month period for qualified reasons.
- Employers cannot reject an application without giving you a chance to fix errors or provide clarification.
- You have the right to request leave for your own serious health condition, to care for a family member, or for certain qualifying circumstances like military family leave.
- Employers cannot retaliate against you for requesting or taking FMLA leave.
If your FMLA rejection feels unfair, you have recourse—and knowing these rights helps you stand firm.
Steps to Take After an FMLA Rejection
A rejection is not the end of your request. Here’s a step-by-step approach:
1. Review the Rejection Notice
Employers must inform you in writing why your certification was rejected. Read the notice carefully—it should explain whether information is missing, unclear, or late.
2. Request Clarification
If the rejection is due to vague or incomplete information, you can ask your employer (in writing) for clarification on exactly what’s missing. This keeps communication clear and documented.
3. Correct or Complete the Certification
You can return to your healthcare provider and ask them to correct the form. Providers are familiar with FMLA paperwork and can update details like treatment dates, frequency of appointments, or medical necessity.
4. Resubmit the Form Promptly
After making corrections, resubmit as soon as possible. This shows good faith and keeps your request moving.
5. Appeal if Necessary
If your employer still rejects your corrected form, you may need to escalate the issue. This could involve filing a complaint with the U.S. Department of Labor’s Wage and Hour Division (WHD).
What Employers Can and Cannot Do
It’s important to know where the line is. Employers can:
- Ask for clarification or corrections.
- Request a second medical opinion (at their expense).
- Deny FMLA if the certification does not establish medical necessity.
However, employers cannot:
- Deny leave without giving you a chance to fix your certification.
- Ask for confidential medical details beyond what’s required.
- Retaliate against you for requesting FMLA.
If you suspect overreach, keeping a record of all communications can protect you.
The Role of Online FMLA Forms
Submitting your certification online can reduce the risk of FMLA rejection. Digital platforms like My Dr’s Note help ensure your form is complete, legible, and compliant before it ever reaches HR. Key benefits include:
- Error reduction– Built-in checks ensure you don’t miss critical fields.
- Faster submission– Digital forms cut down on mailing or scanning delays.
- Clarity– No risk of illegible handwriting.
- Easy corrections– If HR asks for updates, they can be done quickly online.
For many employees, this makes the difference between a smooth approval and a stressful rejection.
How to Handle Pushback from Employers
Even with complete paperwork, some employers push back on FMLA requests. If this happens:
- Stay calm and professional– Avoid confrontation and focus on facts.
- Refer to the law– Employers must follow the FMLA guidelines set by the Department of Labor.
- Use documentation– Keep copies of forms, rejection notices, and all communication.
- Seek HR support– Larger companies often have HR departments trained in FMLA compliance.
- Get outside help– If issues continue, filing a complaint with the Department of Labor or seeking legal advice may be necessary.
Protecting Your Job While Navigating Rejection
A key concern after an FMLA rejection is whether your job is safe. The law protects you from termination solely because you requested leave. However, employers may still discipline for unrelated performance issues. To protect yourself:
- Document all absences and reasons.
- Keep updated copies of your corrected FMLA certification.
- Submit all corrections within required deadlines.
Being proactive strengthens your case if disputes arise later.
When to Seek Professional Help
If you’ve corrected your certification and your employer still refuses approval, it may be time to seek outside help. You can:
- File a complaint with the Department of Labor.
- Consult an employment attorney for guidance.
- Use third-party FMLA certification services, such as My Dr’s Note, to ensure your paperwork is fully compliant and professionally prepared.
These steps can help you move past roadblocks and secure the leave you’re entitled to.
Take Control of the Process
A rejected certification doesn’t have to end your FMLA request. By understanding your rights, acting quickly, and providing complete medical details, you can overturn a rejection and secure the leave you deserve.
If your FMLA certification has been rejected, don’t wait until your job is at risk. My Dr’s Note provides fast, reliable online medical documentation that employers trust. Our providers ensure your certification is fully compliant and tailored to your needs—so you don’t face delays, denials, or unnecessary stress.
How My Dr’s Note Helps Avoid Rejection
Many FMLA rejections happen because forms are filled out incorrectly or too vaguely. My Dr’s Note eliminates this risk by:
- Providing detailed, legally compliant medical certifications.
- Ensuring providers include specific language HR requires(like treatment schedules and expected recovery times).
- Offering quick correctionsif employers request clarification.
- Helping employees meet deadlineswith fast online access.
Get started today with My Dr’s Note and protect your right to FMLA leave with confidence.
