Disability Leave
Employees who are unable to perform the essential tasks of their job because of a physical or mental disability are entitled to a type of job-protected leave known as disability leave. It is expected to give employees time off work to recuperate from their inability and get essential clinical treatment. Inability leave is commonly covered by different regulations and guidelines, for example, the Americans with Handicaps Act (ADA) and the Family and Clinical Leave Act (FMLA).
An employee must have a qualifying disability that meets the requirements of the employer’s disability leave policy or the applicable law to be eligible for disability leave. Additionally, the employee must have worked for the employer for a certain amount of time, usually at least a year. During inability leave, the employee might get a part of their normal compensation, contingent upon the business’ strategy and the material regulation.
The employee’s position is protected while they are on disability leave, so the employer must keep it open until they are able to return to work. The employer may be required to provide additional leave or make reasonable accommodations to enable the employee to perform the essential functions of their job if the employee is unable to return to work after a predetermined period. Even with reasonable accommodations, the employer may be able to terminate an employee’s employment if the employee is unable to perform their duties.