Employers Take Note: 7th Circuit Ruling Regarding Leave

If you have an employee who has exhausted their medical leave under the FLMA, but is still unable to return to work, this recent decision may impact both you and the employee. The 7th Circuit Court of Appeals recently ruled that a long-term medical leave of absence following FMLA leave can’t be a reasonable accommodation. The court found that medical leave spanning multiple months doesn’t permit the employee to perform essential job functions which is required under the Americans with Disabilities Act. The court did acknowledge that a leave of absence for a few days or even a couple of weeks may be a reasonable option in some cases.