May I use FMLA leave to attend an IEP meeting?

What federal guidance recognizes

FMLA2019-2-A recognizes that IEP meetings may constitute protected care when addressing educational and medical needs connected to a serious health condition. The described meetings coordinated therapy and reviewed progress. The physician did not have to attend. The letter interprets the law in that factual context.

Check eligibility and documentation

Generally, eligibility requires a covered employer, 12 months of employment, 1,250 hours of service during the preceding 12 months, and a worksite with 50 employer employees within 75 miles. Special rules exist; employer coverage does not make every employee eligible.

Give timely notice and request instructions from human resources. Health-care-provider certification may be required; an IEP invitation does not necessarily replace it. Ordinary leave can reach 12 workweeks in the applicable period, generally unpaid and job-protected, and may be used intermittently when appropriate.

Prepare your request

Keep the invitation and information needed to explain how participation relates to the child’s care. Consult the linked official sources. Identify an employment dispute separately when requesting guidance; it differs from an educational dispute against the DEPR.