FMLA Forms List

The FMLA Forms List is your cheat-sheet for the most common Family and Medical Leave Act paperwork—covering eligibility and rights notices, designation notices, and the medical or military certifications that support an employee’s request for protected leave. If you’ve ever typed “which FMLA form do I need?” or “doctor certification form for FMLA” into a search bar, this article is built for that exact moment: it maps each scenario (your own serious health condition, caring for a family member, military exigency, military caregiver leave) to the standard U.S. Department of Labor (DOL) model forms and shows how the process usually flows from request → notice → certification → approval/designation.

What FMLA Forms Are

FMLA forms exist because leave isn’t one-size-fits-all: the law covers different qualifying reasons, and employers need consistent documentation to confirm eligibility, explain responsibilities, and record whether the time off is counted as FMLA leave. The DOL provides model notices and certification templates that many employers use because they’re familiar, standardized, and designed to capture the information the rules allow—without drifting into “oversharing” territory.

Also, the forms aren’t only about medical details. Some are “HR notices” (what the employer must provide), and others are “certifications” (what the employee/healthcare provider or military-related documentation supports), so knowing the category helps you pick the right document faster.

FMLA Forms List (DOL Model Forms)

Below are the core DOL model forms you’ll see referenced most often for FMLA administration:

• WH-381 (Notice Of Eligibility And Rights & Responsibilities): Used by the employer to tell the employee whether they are eligible for FMLA leave and to explain key rights/responsibilities and next steps.
• WH-382 (Designation Notice): Used by the employer to confirm whether the leave is approved/denied as FMLA-qualifying and how it will be counted against the employee’s FMLA entitlement.
• WH-380-E (Certification Of Health Care Provider For Employee’s Serious Health Condition): Used when the employee’s own serious health condition is the reason for leave.
• WH-380-F (Certification Of Health Care Provider For Family Member’s Serious Health Condition): Used when the employee is requesting leave to care for a qualifying family member with a serious health condition.
• WH-384 (Certification Of Qualifying Exigency For Military Family Leave): Used for certain urgent needs related to a covered military member’s duty (qualifying exigencies).
• WH-385 (Certification For Serious Injury Or Illness Of A Current Servicemember – Military Caregiver Leave): Used when requesting leave to care for a current servicemember with a serious injury/illness.
• WH-385-V (Certification For Serious Injury Or Illness Of A Veteran – Military Caregiver Leave): Used when requesting leave to care for a covered veteran with a serious injury/illness.

Which FMLA Form Do I Need? (Quick Matching Guide)

Use this section like a menu—pick your reason for leave, and it points you to the most likely form set.

• You’re taking leave for your own health condition: typically WH-380-E, plus employer notices WH-381 and WH-382.
• You’re caring for a spouse/child/parent with a serious health condition: typically WH-380-F, plus WH-381 and WH-382.
• You need time for a military-related urgent situation (qualifying exigency): typically WH-384, plus WH-381 and WH-382.
• You’re caring for a current servicemember with a serious injury/illness: typically WH-385, plus WH-381 and WH-382.
• You’re caring for a covered veteran: typically WH-385-V, plus WH-381 and WH-382.

Tip: If you’re an employee, your first step is usually requesting leave; the employer then provides the notice forms and tells you which certification is needed for your reason.

How The FMLA Paperwork Process Usually Works

Most workplaces follow a predictable flow, even if the forms look intimidating at first glance:

1. Employee Requests Leave (Or Employer Learns Leave Might Be FMLA-Related): You notify HR/your manager that you need leave for a potentially covered reason.
2. Employer Issues Eligibility/Rights Notice: Many employers use WH-381 to confirm eligibility and outline what documentation is needed.
3. Employee Returns The Appropriate Certification: This is where WH-380-E/WH-380-F/WH-384/WH-385/WH-385-V usually come in, depending on the reason.
4. Employer Issues Designation Decision: Many employers use WH-382 to approve/deny and designate time as FMLA leave, including whether more info is needed if certification is incomplete.
5. Leave Is Tracked And Managed: Intermittent leave schedules, recertifications, and return-to-work steps are handled under the employer’s process and the FMLA rules.

Practical Tips To Avoid Delays (Employee And Employer Friendly)

• Don’t “self-diagnose the form.” Start with your leave reason, then let HR confirm the correct certification.
• Make dates and schedules crystal clear. A lot of back-and-forth happens when frequency/duration is vague (especially with intermittent leave).
• Keep medical details appropriate. The goal is enough information to support FMLA coverage, not your entire health history.
• Return forms on time. Many delays are simply paperwork timing problems, not eligibility problems.

Where To Find The Official Forms

The DOL maintains an official FMLA forms page that hosts the model notices and certifications in one place. If your employer uses custom forms, they may look different, but they often request similar information.

FAQs