Department of Labor Releases Updated FMLA Forms

On September 10, 2026, the U.S. Department of Labor (DOL) issued the latest versions of its model FMLA forms. While the forms now reflect a new expiration date of August 31, 2029, employers should note that the updates do not include any substantive changes to the content, certification requirements, or notice obligations associated with the forms.

The following DOL model forms are included in the update:

• WH-380-E: FMLA Certification of Health Care Provider for Employee’s Serious Health Condition
• WH-380-F: FMLA Certification of Health Care Provider for Family Member’s Serious Health Condition
• WH-381: FMLA Notice of Eligibility & Rights and Responsibilities
• WH-382: FMLA Designation Notice
• WH-384: FMLA Certification of Qualifying Exigency For Military Family Leave
• WH-385: FMLA Certification for Serious Injury or Illness of Covered Servicemember – for Military Family Leave
• WH-385V: FMLA Certification for Serious Injury or Illness of a Veteran for Wage and Hour Division Military Caregiver Leave

What Employers Need to Know

The updated forms primarily reflect an extension of the approval period and expiration date. No material changes were made to the information collected, employee rights, employer responsibilities, or certification procedures.

Because the update is administrative in nature, employers should review the newly released forms and update their leave administration materials, templates, and processes as appropriate. The revised forms carry an expiration date of August 31, 2029, and reflect the DOL’s most current version.

Employers may also want to review internal resources, websites, and leave management systems to ensure consistency with the latest DOL forms and guidance across their FMLA administration practices.

Recommended Action

While no immediate operational changes are required, employers should:

• Review the newly issued forms and update internal templates as needed.
• Communicate the updated expiration date to leave administration teams and managers responsible for FMLA administration.
• Continue monitoring DOL guidance for any future changes affecting FMLA compliance.

The updated forms are available through the DOL’s Wage and Hour Division website.

The above information does not constitute advice. Always contact your employee benefits broker or trusted advisor for insurance-related questions.