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Employers are not required to provide written notification under either the federal Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA) at the end of an employee’s family leave.
There are, however, several important reasons an employer should communicate with an employee periodically throughout the family leave, preferably in writing, and especially as the expected end date of the leave approaches.
Clear ongoing documented communication between employer and employee can provide clarity about the employee’s expected return date, whether a leave may need to be extended past the original planned return date – and what certifications the employee may need to provide for an extension – or whether the employee plans to return to work at all.
Read more about Return to Work After Family and Medical Leave in the HR Library.