The FMLA is a federal law in the United States that provides eligible employees with job-protected leave for certain family and medical reasons. It allows eligible employees to take up to 12 weeks of unpaid leave in a 12-month period without the risk of losing their job.

Yes, the FMLA covers disabilities if the disability meets the definition set forth by the law. To be eligible for FMLA leave due to a disability, the employee must have a serious health condition that substantially limits one or more major life activities.

The determination of whether a disability qualifies for FMLA leave depends on several factors. The disability must meet the FMLA's definition of a serious health condition, which includes impairments that require inpatient care or continuing treatment by a healthcare provider.

Yes, intermittent FMLA leave is possible for disabilities that meet the FMLA's definition of a serious health condition. Intermittent leave allows employees to take leave in separate blocks of time or on a reduced schedule basis when medically necessary.

Yes, employers have the right to request medical certification to verify the need for FMLA leave due to a disability. The certification may need to be completed by a healthcare provider and provide specific information about the serious health condition.