Families First Coronavirus Response Act (FFCRA) – Guidance and Employee Leave Request Form
The Families First Coronavirus Response Act (FFCRA) was signed into law March 18, 2020. The FFCRA, effective May 1,
2020 through December 31, 2020, includes two additional types of leave for employees impacted by COVID-19: Emergency
Paid Sick Leave and Family and Medical Leave (EFMLA). Each type of paid leave has specific eligibility requirements and
overall restrictions on the total amount of pay an employee may receive when taking leave. Note that FFCRA leave is
different from the UNC System COVID-19 Paid Administrative Leave that was implemented March 16, 2020.
Emergency Paid Sick Leave Act (EPSL)
The Emergency Paid Sick Leave Act provides up to 80 hours of paid sick leave to eligible employees under any of
six qualifying reasons related to COVID-19.
Emergency Family and Medical Leave Expansion Act (EFMLA)
The Emergency Family and Medical Leave Expansion Act (EFMLA) expands the federal Family and Medical Leave
Act to provide leave for eligible employees who are unable to work or telecommute as a result of having to care
for the employee's child due to a COVID-19 related closure of a school or childcare center.
Both types of paid leave provisions take effect May 1, 2020, and both expire Dec. 31, 2020.
NOTE: The leave provisions of the FFCRA are only for those eligible employees who cannot work, including
telecommuting, as a result of COVID-19. Employees should first be offered telecommuting opportunities to the maximum
extent possible and offer paid leave available to employees under the FFCRA only if telecommuting opportunities have
been exhausted. An employee cannot refuse work, unless the grounds for the request prevent the employee from
working, including telecommuting. As an example, an employee may only take paid leave due to “Federal, State, or local
quarantine or isolation orders” (the first of the six qualifying reasons) if being subject to one of these orders prevents the
employee from working. According to the Department of Labor, an employee may not take paid sick leave, if:
• the employer has work for the employee to perform,
• the employer permits the employee to perform that work from a remote location (e.g., where the employee is
• there are no extenuating circumstances that prevent the employee from performing work.
Therefore, an employee may not take FFCRA leave simply because he or she prefers it to the telecommuting
opportunities offered by the employer. Instead, an employee may only take FFCRA leave if one of the qualifying reasons
for leave prevents the employee from performing the work offered.
For more information on the FFCRA and new leave provisions, including frequently asked questions and the US
Department of Labor’s informational poster, access the FFCRA FAQ page.
Step I: Determine if you are applying for:
1. Emergency Paid Sick Leave (EPSL),
2. Emergency Family Medical Leave (EFMLA), or
3. Emergency Paid Sick Leave AND Emergency Family Medical Leave - Note: Emergency Paid Sick Leave can be used
during the first 10 days of EFMLA to provide payment during the initial 10 days of EFMLA which is not paid.
Step II: Gather documentation to support your request. Suggested documentation is in the table below. Complete and
sign the enclosed “EMPLOYEE REQUEST FOR EMERGENCY PAID SICK LEAVE (EPSL) AND/OR EXTENDED FAMILY
AND MEDICAL LEAVE (EFMLA).”
Step III: Submit the completed form to both your supervisor and to email@example.com.
Step IV: Enter your paid or unpaid leave on your leave/time sheet prior to the end of the pay period. Contact your
supervisor if you need assistance entering leave.