FMLA, ADA, and Workers’ Compensation – How Do You Manage the Overlap Effectively?

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Understanding how to manage FMLA, ADA, and workers' compensation together is a growing challenge for employers and HR professionals. Each law serves a different purpose, but they often overlap, especially when an employee's injury or illness leads to extended leave or long-term accommodations. For example, after an employee uses up their 12 weeks of FMLA leave, they may still be entitled to additional time off or job modifications under the ADA. And if the situation involves a workplace injury, workers’ compensation also comes into play. Navigating these overlapping requirements requires careful coordination, clear documentation, and a solid understanding of both federal and state-level rules. Has anyone here developed policies or workflows to streamline this process? I'd love to hear your approach to FMLA and ADA overlap management or how you align ADA and workers’ compensation without violating employee rights.