Hawaii Family Leave Law requires 4 weeks unpaid leave for employers with 100+ employees.
Hawaii's Family Leave Law (HFLL) grants eligible employees up to four weeks of unpaid, job-protected leave per calendar year. This leave can be used for the birth or adoption of a child, or to care for a child, parent, sibling, spouse, grandchild, or reciprocal beneficiary with a serious health condition. HFLL runs concurrently with federal FMLA where applicable, but applies to a broader range of family members.
Hawaii Family Leave Law
Ensures eligible employees can take job-protected leave for family care needs.
What those rules do as a Hawaii shift is created.
Teambridge automatically processes Hawaii Family Leave Law requirements, ensuring compliance without manual oversight. Our system monitors employee eligibility, tracks leave usage, and provides necessary notifications to maintain adherence to state regulations.
Leave Eligibility Check
Before any family leave request is approved, Teambridge verifies the employee's eligibility based on the 6-month service requirement and employer size (100+ employees). If not eligible, the system flags the request for review or alternative leave options.
Concurrent Leave Tracking
When an employee takes leave that qualifies under both HFLL and federal FMLA, Teambridge automatically tracks both concurrently. This ensures that the employee's leave entitlement under both laws is accurately accounted for, preventing overuse or underuse.
Substitution of Accrued Leave
Teambridge facilitates the substitution of up to 10 days of accrued sick leave for HFLL-covered absences, as permitted by law. The system automatically adjusts sick leave balances and flags any requests exceeding the 10-day substitution limit.
Compliance, on autopilot for Hawaii.
See how Teambridge eliminates compliance risk and administrative burden.
Hawaii Family Leave Law (HRS 398) provides 4 weeks of unpaid, job-protected leave.
The Hawaii Family Leave Law (HFLL), codified under Hawaii Revised Statutes (HRS) Chapter 398, mandates family leave provisions for larger employers in the state. This law is distinct from the federal Family and Medical Leave Act (FMLA) and offers broader coverage for certain family relationships.
HRS § 398-3. Family leave requirement.
(a) An employee shall be entitled to a total of four weeks of family leave during any calendar year upon the birth of a child of the employee or the adoption of a child by the employee, or to care for the employee's child, spouse, reciprocal beneficiary, sibling, or parent with a serious health condition.
(b) The leave provided in subsection (a) shall be without pay.
(c) The employer shall maintain coverage under any group health plan for the duration of the family leave at the level and under the conditions that coverage would have been provided if the employee had continued in employment continuously for the duration of the leave.
Employer and Employee Eligibility
The Hawaii Family Leave Law applies to employers who have 100 or more employees for each working day during each of twenty or more calendar workweeks in the current or preceding calendar year. To be eligible for leave, an employee must have been employed by the employer for at least six consecutive months. This threshold ensures that the law primarily impacts larger businesses while providing job protection for established employees.
Permissible Uses and Leave Duration
Eligible employees may take family leave for the birth or adoption of a child, or to care for a child, parent, sibling, spouse, grandchild, or reciprocal beneficiary who has a serious health condition. Unlike FMLA, HFLL explicitly includes siblings and grandchildren in its definition of family members. The total amount of leave an employee can take is limited to four weeks within any calendar year. While the leave is generally unpaid, employees may elect to substitute up to ten days of any accrued sick leave for family leave, provided the employer allows for such substitution.
Teambridge ensures Hawaii Family Leave Law compliance for your entire workforce.
Managing family leave across a large workforce, especially with state-specific nuances like HFLL, can be complex. Teambridge automates the entire process, from eligibility checks to leave tracking and concurrent FMLA management, ensuring your business remains compliant and your employees receive their entitled benefits.
Automated Employee Qualification
Teambridge continuously monitors employee tenure and employer size against HFLL requirements. When an employee reaches the 6-month service mark, their eligibility for family leave is automatically updated in their profile, ready for any future requests.
Streamlined Leave Management
Employees can submit family leave requests directly through the Teambridge platform. The system automatically cross-references the request against HFLL and FMLA entitlements, flagging any discrepancies and guiding managers through the approval process with integrated compliance checks.
Integrated FMLA and HFLL Tracking
For situations where leave qualifies under both federal FMLA and HFLL, Teambridge tracks both concurrently. This prevents employees from taking more leave than legally permitted and ensures accurate accounting of their total leave entitlement across both statutes.
Smart Leave Balance Adjustments
Teambridge handles the optional substitution of up to 10 days of accrued sick leave for HFLL. The system automatically deducts from sick leave balances and notifies employees and managers of the remaining leave, ensuring compliance with substitution limits.
People also ask.
What is the Hawaii Family Leave Law?
The Hawaii Family Leave Law (HFLL), HRS Chapter 398, provides eligible employees with up to four weeks of unpaid, job-protected leave per calendar year. This leave can be used for the birth or adoption of a child, or to care for a child, parent, sibling, spouse, grandchild, or reciprocal beneficiary with a serious health condition.
Which employers are covered by HFLL?
HFLL applies to employers who have 100 or more employees for each working day during each of twenty or more calendar workweeks in the current or preceding calendar year.
Who is an eligible employee under HFLL?
To be eligible for HFLL, an employee must have been employed by the covered employer for at least six consecutive months.
How does HFLL differ from federal FMLA?
While both provide job-protected leave, HFLL applies to employers with 100+ employees (vs. FMLA's 50+), grants 4 weeks of leave (vs. FMLA's 12 weeks), and covers a broader range of family members including siblings, grandchildren, and reciprocal beneficiaries, which FMLA does not.
Can employees substitute accrued leave for HFLL?
Yes, employees may elect to substitute up to ten days of any accrued sick leave for family leave, provided the employer allows for such substitution. This is typically outlined in the employer's leave policy.
Does HFLL run concurrently with FMLA?
Yes, if an employee's leave qualifies under both the Hawaii Family Leave Law and the federal Family and Medical Leave Act (FMLA), the leave will run concurrently under both laws.