Built by a practicing PHR · Based on 29 CFR Part 825

FMLA compliance for the HR team of one.

Instant eligibility checks, accurate designation letters, and compliant cure notices — built by a practicing PHR who handles real cases every day.

You're on the list. We'll be in touch before launch.

No employee data stored · Early access pricing · 60-day money-back guarantee

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Aligned with the DOL Employer's Guide
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PHR-certified, 8+ years FMLA experience
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Letters based on federal DOL guidance
See it in action

Everything you need, in one place.

From the moment a request hits your inbox to the letter in your employee's hands — FMLAReady handles the hard parts.

Eligibility Check
Letters
Import Spreadsheet
Employee information
No employee data saved to our servers — session only
⚡ Help me calculate this →
Hours estimator
Standard weekly hours
Weeks employed (past 12 mo.)
Weeks of unpaid leave/layoff
Estimated hours: 1,920
Leave details
Eligibility result
FMLA eligible
Sarah Mitchell
Request date: May 18, 2026 · Serious health condition
Months employed
50 months
Hours worked
1,387 hrs
Leave available
12 weeks
Leave used (YTD)
0 weeks
Benefit year window
May 18, 2026 — May 17, 2027
Compliance note
Employee meets all three federal thresholds: 12+ months employed, 1,250+ hours in the past 12 months, and worksite has 50+ employees within 75 miles. Designation notice due within 5 business days.
Why it matters

FMLA is complicated. Getting it wrong is expensive.

Here's what keeps solo HR coordinators up at night.

Stop rebuilding the same FMLA decision from scratch every time.

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The 5-day clock starts the moment they ask.
From the second an employee requests leave, you have 5 business days to provide an eligibility notice. Miss it and you may have just interfered with a federally protected right — even if the employee wasn't eligible.
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One wrong eligibility decision has a long tail.
Deny leave incorrectly: DOL complaint, back pay liability, private lawsuit. Approve it incorrectly: you've set a precedent. There's no safe direction to guess when you're working from a 76-page DOL guide.
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Incomplete certifications require a specific written response.
Federal law requires you to identify every deficiency in writing and give exactly 7 calendar days to cure. That letter needs to cite the right regulation. Most solo HR coordinators write a different version every single time.
How it works

Three steps. Under 5 minutes.

From case request to compliant letter, faster than you can find the right page in the DOL guide.

1
Enter or import the case details.
Type in the employee's hire date, hours worked, and request date — or drop your existing spreadsheet and let FMLAReady map the columns automatically.
2
Get the eligibility determination instantly.
FMLAReady calculates all three federal thresholds, determines the benefit year window, and shows you exactly how much leave is available — with the compliance note to back it up.
3
Generate the right letter.
Designation notice or cure letter — pre-populated with correct regulatory citations and the right deadlines. Download as a Word doc and you're done.

No DOL guide open in another tab. No second-guessing the date math. No hoping the letter is right.

Pricing

Simple, one-time pricing.

No subscription. No per-case fees. Pay once, use it every time.

FMLAReady — Full Suite
$79
one-time early access pricing

Built by a practicing PHR · Based on 29 CFR Part 825 · PHR-certified

Your next FMLA case is coming.

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