• Holidays and vacations may or may not change an employee’s FMLA entitlement.

When determining the amount of leave, when an employee is taking FMLA leave on a continuous basis, a holiday occurring within a week of Family and Medical Leave Act (FMLA) leave has no effect. The week is still counted as a week of FMLA leave.

However, if an employee is using FMLA leave in increments of less than one week (intermittent or reduced schedule), the holiday will not count against the employee's FMLA entitlement, unless the employee was otherwise scheduled and expected to work during the holiday.

If a company's activities temporarily cease for one or more weeks and employees generally are not expected to report for work, the employer may not count, as FMLA leave, the days on which the company's activities have ceased.