Use paid leave you already have (vacation, sick, PTO) to supplement FMLA time
Use employer-provided paid FMLA benefits (some employers offer partial or full pay during approved FMLA)
Use short-term disability (STD) if your condition qualifies and your employer’s plan allows it
Apply for state paid family leave (where available) during the qualifying FMLA period
If eligible, use state temporary disability benefits for your own medical condition (often required for bonding vs. personal illness)
Coordinate benefits so you’re covered by the maximum allowed paid sources while FMLA is running
Request intermittent leave pay options if your leave is taken in blocks or reduced schedule
Follow your employer’s leave policy for documentation and benefit claims to avoid delays or denials
Submit required medical certification promptly and ensure your provider completes it accurately
Confirm whether your employer requires you to use accrued paid time concurrently with FMLA
Check whether your employer offers “benefits run concurrently” (FMLA runs at the same time as paid leave/STD)
Verify payroll deductions and coverage rules (health insurance, premiums, and any required employee contributions)
Ask HR whether you will be paid by payroll directly, through a disability administrator, or through a state program
Keep copies of all approvals, claim forms, and benefit determinations for your records
Contact the disability/leave administrator immediately if you need to correct a claim or provide additional documentation