Personal Leave Form
Move past a one-line "need some time off" request that never gets categorized. Screen for leave that may actually qualify for FMLA protection, document what was requested and approved, and keep a timestamped record of exactly what your employee asked for and why.
A personal leave form that only asks for start and end dates doesn't tell HR whether the time off is for a new child, a serious health condition, or caring for a family member, and that distinction matters. Under the FMLA, an employee doesn't have to say "FMLA" or even know the law exists, if they give you enough information to reasonably tell the leave might qualify, your clock starts: eligibility and designation notices are due in writing within five business days of learning about a possible FMLA reason, per U.S. Department of Labor guidance. Miss that window and you're exposed to a claim of interference with FMLA rights, which can mean back pay, liquidated damages, and reinstatement.
FMLA only applies to certain employers and employees in the first place: companies with 50 or more employees, and workers who've logged 1,250 hours over the past 12 months at a location with 50 or more employees within 75 miles. Smaller employers and newer hires may fall outside FMLA and be covered only by your own personal leave policy or a state law, so the form still needs enough detail to sort that out.
Typeform's personal leave form uses conditional logic to ask for the reason category up front, so HR can flag anything that might trigger FMLA or a state leave law before it gets approved as ordinary time off, separates paid and unpaid leave, and routes the request to a manager for sign-off instead of letting anything get approved verbally with no record. Every submitted form becomes a timestamped record of what was requested, when, why, and what was approved, the file you want if a leave gets disputed or someone asks whether the request was handled the way the law requires.
A personal leave form is what an employee submits to request time off outside standard vacation or sick leave, such as a personal matter, an extended absence, or time off that might qualify for FMLA or a state leave law. It typically captures the employee's name and department, the dates requested, a reason category, whether the time is paid or unpaid, and a manager's approval.
No. Employees don't have to mention FMLA by name for it to apply. If the information they give you is enough to reasonably tell the leave might be for an FMLA-qualifying reason, such as their own serious health condition, a new child, or caring for a family member with a serious health condition, your notice obligations kick in regardless of what the form calls it. Confirm your company's FMLA eligibility and process with counsel or your HR compliance resources; this form documents the request, it doesn't decide the legal classification for you.
No. FMLA applies to public agencies and private employers with 50 or more employees for at least 20 workweeks in the current or prior year, and to employees who've worked 1,250 hours in the past 12 months at a location with 50 or more employees within 75 miles. If your company or the employee doesn't meet those thresholds, the leave is governed by your own policy and any applicable state leave law instead.
Capture enough to process the request and document what was agreed to:
- Employee name, department, and manager
- Requested start and end dates, and an expected return-to-work date
- A reason category, described in general terms so HR can flag anything that might qualify for FMLA or a state leave law
- Whether the leave is paid, unpaid, or uses accrued time off
- Manager or HR approval
- Signature and date
Yes. Typeform's signature question lets employees and approvers sign by typing, drawing, or uploading their signature, time-stamps it the moment they submit, and locks the response so it can't be changed afterward, generating a PDF you can keep on file. It's available on Typeform's Growth Flow, Growth Custom, and Enterprise plans.
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