Wage and Hour Division (WHD)
Chapter 4
Impact of Family and Medical Leave on Employees
Table 4.1. Leave-Taker Worries About Taking Leave: 2000 Survey
Worries About Taking Leave: Worried job might be
lost
Percent of Leave-Takers: 26.9%
Worries About Taking Leave:
Worried leave might hurt job advancement
Percent of Leave-Takers:
26.2%
Worries About Taking Leave: Worried seniority would be
lost
Percent of Leave-Takers: 12.9%
Worries About Taking Leave:
Worried about not having enough money for bills
Percent of Leave-Takers:
53.8%
Worries About Taking Leave: Worried for some other
reason
Percent of Leave-Takers: 13.2%
Note: Percentages do not sum to
100% because respondents could report more than one effect on health.
Source: 2000 Survey of Employees.
Table 4.2. Ease of Getting Time Off: 1995 and 2000 Surveys
How easy or difficult was it for you to get your employer
to let you take time off?: Very easy**
Percent of Leave-Takers 1995 Survey:
65.0%
Percent of Leave-Takers 2000 Survey: 59.6%
How easy or
difficult was it for you to get your employer to let you take time off?:
Somewhat easy
Percent of Leave-Takers 1995 Survey: 16.3%
Percent of
Leave-Takers 2000 Survey: 18.2%
How easy or difficult was it for you to
get your employer to let you take time off?: Neither easy nor
difficult
Percent of Leave-Takers 1995 Survey: 6.7%
Percent of
Leave-Takers 2000 Survey: 8.2%
How easy or difficult was it for you to
get your employer to let you take time off?: Somewhat difficult
Percent of
Leave-Takers 1995 Survey: 6.7%
Percent of Leave-Takers 2000 Survey:
9.2%
How easy or difficult was it for you to get your employer to let
you take time off?: Very difficult
Percent of Leave-Takers 1995 Survey:
5.4%
Percent of Leave-Takers 2000 Survey: 4.8%
** Difference between
1995 and 2000 is significant at p<.05.
Note: Column percents may not
total to 100% due to rounding.
Source: 1995 and 2000 Survey of Employees.
Figure 4.1. Benefit Status During Longest Leave: 1995 and 2000 Surveys (Percent of Leave-Takers)
Lost Benefits* 1995 Survey: 8.9%
Lost Benefits* 2000
Survey: 6.5%
Kept Benefits* 1995 Survey: 91.1%
Kept Benefits* 2000
Survey: 93.5%
* Difference between years is significant at part
p<.10.
Table 4.3. Benefits Lost During Longest Leave: 1995 and 2000 Surveys
Health Insurance
Percent of Leave-Takers 1995 Survey:
2.9%
Percent of Leave-Takers 2000 Survey: 2.0%
Life
insurance
Percent of Leave-Takers 1995 Survey: 1.0%
Percent of
Leave-Takers 2000 Survey: --
Disability insurance
Percent of
Leave-Takers 1995 Survey: 0.8%
Percent of Leave-Takers 2000 Survey:
--
Pension contributions
Percent of Leave-Takers 1995 Survey:
1.1%
Percent of Leave-Takers 2000 Survey: 0.8%
Other
Percent of
Leave-Takers 1995 Survey: 5.9%
Percent of Leave-Takers 2000 Survey:
5.1%
-- Indicates less than 10 unweighted cases.
Note: Respondents
could report more than one benefit was lost. Source:
1995 and 2000 Survey
of Employees.
Table 4.4. Receipt of Pay During Longest Leave: 1995 and 2000 Surveys
Received at least some pay during their longest
leave
Percent of Leave-Takers 1995 Survey: 66.4%
Percent of Leave-Takers
2000 Survey: 65.8%
Received no pay during longest leave
Percent of
Leave-Takers 1995 Survey: 33.6%
Percent of Leave-Takers 2000 Survey:
34.2%
Note: The data in this table is based on differently worded
questions used in the 1995 and 2000 surveys. In 1995, the question asked was:
"Was the leave fully paid, unpaid, or partially paid?" In 2000, the question
was: "Did you receive pay for any part of your (longest) leave?"
Source:
1995 and 2000 Survey of Employees.
Table 4.5. Source of Pay During Longest Leave: 2000 Survey
Sick leave
Percent of Leave-Takers Receiving Pay During
Longest Leave(1): 61.4%
Vacation leave
Percent of Leave-Takers
Receiving Pay During Longest Leave(1): 39.4%
Personal leave
Percent
of Leave-Takers Receiving Pay During Longest Leave(1): 25.7%
Parental
leave
Percent of Leave-Takers Receiving Pay During Longest Leave(1):
7.7%
Temporary disability insurance
Percent of Leave-Takers Receiving
Pay During Longest Leave(1): 18.0%
Other benefits
Percent of
Leave-Takers Receiving Pay During Longest Leave(1): 11.4%
Number of
Leave-Takers Receiving Pay
Percent of Leave-Takers Receiving Pay During
Longest Leave(1): 15,620,658
(1) Percentages do not sum to 100% because
respondents could report more than one source of pay.
Source: 2000 Survey
of Employees.
Table 4.6. Full versus Partial Pay Across the Leave Period: 2000 Survey
Paid for entire leave period at full pay
Percent of
Leave-Takers Receiving Pay During Longest Leave: 72.2%
Paid for entire
leave period at partial pay
Percent of Leave-Takers Receiving Pay During
Longest Leave: 21.6%
Paid for part of the leave period at full
pay
Percent of Leave-Takers Receiving Pay During Longest Leave:
2.6%
Paid for part of the leave period at partial pay
Percent of
Leave-Takers Receiving Pay During Longest Leave: 3.6%
Note: Column
percents may not total to 100% due to rounding.
Source: 2000 Survey of
Employees.
Table 4.7. Proportion of Usual Pay Received by Leave-Takers Receiving Only Partial Pay: 2000 Survey
Proportion of Usual Pay Received While on Leave: Less than
half
Percent of Leave-Takers Receiving Partial Pay During Longest Leave:
31.1%
Proportion of Usual Pay Received While on Leave: About
half
Percent of Leave-Takers Receiving Partial Pay During Longest Leave:
25.0%
Proportion of Usual Pay Received While on Leave: More than
half
Percent of Leave-Takers Receiving Partial Pay During Longest Leave:
43.9%
Number of Leave-Takers Receiving Partial Pay:
4,401,295
Note: Column percents may not total to 100% due to rounding.
Source: 2000 Survey of Employees.
Figure 4.2. Ease of Making Ends Meet During Leave: 2000 Survey (Percent of Leave-Takers Receiving Less than Full Pay During Longest Leave)
Ease of Making Ends Meet During Leave: Very Easy
13.5%
Ease of Making Ends Meet During Leave: Somewhat Easy 13.8%
Ease of
Making Ends Meet During Leave: Neither Easy / nor Difficult 14.5%
Ease of
Making Ends Meet During Leave: Somewhat Difficult 35.7%
Ease of Making Ends
Meet During Leave: Very Difficult 22.5%
Table 4.8. How Lost Wages were Covered During Leave: 1995 and 2000 Surveys
Use savings earmarked for this situation
Percent of
Leave-Takers Receiving Less Than Full Pay During Longest Leave 1995 Survey:
43.7%
Percent of Leave-Takers Receiving Less Than Full Pay During Longest
Leave 2000 Survey: 47.0%
Use savings earmarked for something
else
Percent of Leave-Takers Receiving Less Than Full Pay During Longest
Leave 1995 Survey: 40.6%
Percent of Leave-Takers Receiving Less Than Full
Pay During Longest Leave 2000 Survey: 35.6%
Borrow money
Percent of
Leave-Takers Receiving Less Than Full Pay During Longest Leave 1995 Survey:
25.1%
Percent of Leave-Takers Receiving Less Than Full Pay During Longest
Leave 2000 Survey: 29.0%
Go on public assistance
Percent of
Leave-Takers Receiving Less Than Full Pay During Longest Leave 1995 Survey:
8.9%
Percent of Leave-Takers Receiving Less Than Full Pay During Longest
Leave 2000 Survey: 8.7%
Limit extras*
Percent of Leave-Takers
Receiving Less Than Full Pay During Longest Leave 1995 Survey: 75.4%
Percent
of Leave-Takers Receiving Less Than Full Pay During Longest Leave 2000 Survey:
70.1%
Put off paying bills
Percent of Leave-Takers Receiving Less
Than Full Pay During Longest Leave 1995 Survey: 38.7%
Percent of
Leave-Takers Receiving Less Than Full Pay During Longest Leave 2000Survey:
38.5%
Cut leave time short
Percent of Leave-Takers Receiving Less
Than Full Pay During Longest Leave 1995 Survey: 40.3%
Percent of
Leave-Takers Receiving Less Than Full Pay During Longest Leave 2000 Survey:
37.0%
Did something else
Percent of Leave-Takers Receiving Less Than
Full Pay During Longest Leave 1995 Survey: 13.0%
Percent of Leave-Takers
Receiving Less Than Full Pay During Longest Leave 2000 Survey: 9.7%
Note: Percentages do not sum to 100% because respondents could report more than
one method of covering lost wages.
* Difference between 1995 and 2000 is
significant at p<.10.
Source: 1995 and 2000 Survey of Employees.
Table 4.9. Perceived Impact of Pay on Length of Leave: 2000 Survey
Perceived Impact of Pay: Would have taken leave for a
longer period if some/additional pay had been received
Percent of
Leave-Takers Receiving Less Than Full Pay During Longest Leave:
50.9%
Perceived Impact of Pay: Would not have taken leave for a longer
period if some/additional pay had been received
Percent of Leave-Takers
Receiving Less Than Full Pay During Longest Leave: 49.1%
Source: 2000
Survey of Employees.
Table 4.10. Effects of Using Family and Medical Leave: 2000 Survey
Ability to Care for Family Members(1): Positive
effect
Percent of Leave-Takers: 78.7%
Ability to Care for Family
Members(1): No effect
Percent of Leave-Takers: 21.3%
Ability to
Select a Satisfactory Childcare Provider(2): Positive effect
Percent of
Leave-Takers: 40.4%
Ability to Select a Satisfactory Childcare Provider(2):
No effect
Percent of Leave-Takers: 59.6%
Ability to Select a
Satisfactory Caretaker for Sick Family Member(3): Positive effect
Percent of
Leave-Takers: 47.9%
Ability to Select a Satisfactory Caretaker for Sick
Family Member(3): No effect
Percent of Leave-Takers:
52.1%
Leave-Taker's or Family Member's Physical Health: Positive
effect
Percent of Leave-Takers: 63.0%
Leave-Taker's or Family Member's
Physical Health: No effect
Percent of Leave-Takers:
37.0%
Leave-Taker's or Family Member's Emotional Well-Being: Positive
effect
Percent of Leave-Takers: 70.1%
Leave-Taker's or Family Member's
Emotional Well-Being: No effect
Percent of Leave-Takers: 29.9%
(1)
Percentages based on persons taking leave to care for newborn, newly adopted or
new foster child, or an ill family member (either a child, spouse, or parent).
(2) Percentages based on persons taking leave for a newborn, or a newly
adopted or new foster child.
(3) Percentages based on persons taking leave
to care for an ill family member (either child, spouse, or parent).
Source:
2000 Survey of Employees.
Table 4.11. Positive Outcomes of Effects of Using Family and Medical Leave: 2000 Survey
Effect on Employee's or Family Member's Physical Health:
Quicker recovery time
Percent of Leave-Takers Stating that Leave Had a
Positive Effect on Physical Health: 83.7%
Effect on Employee's or Family
Member's Physical Health: Easier to comply with doctor's
instructions
Percent of Leave-Takers Stating that Leave Had a Positive
Effect on Physical Health: 93.5%
Effect on Employee's or Family Member's
Physical Health: Delayed/avoided need to enter nursing home or other long-term
care facility
Percent of Leave-Takers Stating that Leave Had a Positive
Effect on Physical Health: 32.0%
Effect on Employee's or Family Member's
Physical Health: Other effects
Percent of Leave-Takers Stating that Leave
Had a Positive Effect on Physical Health: 17.0%
Number of Leave-Takers
Stating that Leave had a Positive Effect on Physical Health:
14,513,291
(1) Percentages do not sum to 100% because respondents could
report more than one effect on health.
Source: 2000 Survey of Employees.
Table 4.12. Returning to Work after Longest Leave: 1995 and 2000 Surveys
Returned to work for the same employer
Percent of
Leave-Takers 1995 Survey: 93.8%
Percent of Leave-Takers 2000 Survey:
94.4%
Went to work for a new employer*
Percent of Leave-Takers 1995
Survey: 3.1%
Percent of Leave-Takers 2000 Survey: 1.9%
Did not return
to work at all
Percent of Leave-Takers 1995 Survey: 3.0%
Percent of
Leave-Takers 2000 Survey: 3.8%
Number of Leave-Takers (1)
Percent of
Leave-Takers 1995 Survey: 18,288,293
Percent of Leave-Takers 2000 Survey:
21,043,859
* Difference between 1995 and 2000 is significant at
p<.10.
Note: Column percents may not total to 100% due to rounding.
(1) This number excludes leave-takers who were on leave at the time of
their interview (approximately 10 percent of leave-takers in 1995 and 12% in
2000).
Source: 1995 and 2000 Survey of Employees.
Table 4.13. Position Returned to After Longest Leave: 1995 and 2000 Surveys
Same or equal position
Percent of Leave-Takers Returning
to Same Employer 1995 Survey: 96.8%
Percent of Leave-Takers Returning to
Same Employer 1995 Survey: 97.1%
Higher position
Percent of
Leave-Takers Returning to Same Employer 1995 Survey: 1.3%
Percent of
Leave-Takers Returning to Same Employer 1995 Survey: 1.1%
Lower
position
Percent of Leave-Takers Returning to Same Employer 1995 Survey:
1.8%
Percent of Leave-Takers Returning to Same Employer 1995 Survey:
1.8%
Number of Leave-Takers Returning to Same Employer
Percent of
Leave-Takers Returning to Same Employer 1995 Survey: 17,156,285
Percent of
Leave-Takers Returning to Same Employer 1995 Survey: 19,859,091
Note:
Column percents may not total to 100% due to rounding.
Source: 1995 and
2000 Survey of Employees.
Table 4.14. Reasons for Leave-takers' Return to Work: 1995 and 2000 Surveys
No longer needed to be on leave
Percent of Leave-Takers
Returning to Same Employer(1) 1995 Survey: 74.1%
Percent of Leave-Takers
Returning to Same Employer(1) 1995 Survey: 77.1%
Could not afford to
take more time off
Percent of Leave-Takers Returning to Same Employer(1)
1995 Survey: 46.7%
Percent of Leave-Takers Returning to Same Employer(1)
1995 Survey: 50.4%
Just wanted to get back to work**
Percent of
Leave-Takers Returning to Same Employer(1) 1995 Survey: 55.3%
Percent of
Leave-Takers Returning to Same Employer(1) 1995 Survey: 66.1%
Used up
all the leave time allowed**
Percent of Leave-Takers Returning to Same
Employer(1) 1995 Survey: 21.8%
Percent of Leave-Takers Returning to Same
Employer(1) 1995 Survey: 33.7%
Felt pressure by boss/co-workers to
return
Percent of Leave-Takers Returning to Same Employer(1) 1995 Survey:
22.7%
Percent of Leave-Takers Returning to Same Employer(1) 1995 Survey:
24.2%
Had too much work to do
Percent of Leave-Takers Returning to
Same Employer(1) 1995 Survey: 32.5%
Percent of Leave-Takers Returning to
Same Employer(1) 1995 Survey: 30.1%
Someone else took over care
Percent of Leave-Takers Returning to Same Employer(1) 1995 Survey:
NA
Percent of Leave-Takers Returning to Same Employer(1) 1995 Survey:
23.6%
(1) Percentages do not sum to 100% because respondents could
report more than one reason for returning to work.
NA Indicates item not
asked in 1995 survey.
** Difference between 1995 and 2000 is significant at
p<.05.
Source: 1995 and 2000 Survey of Employees.
Figure 4.3. Satisfaction with the Length of the Longest Leave: 1995 and 2000 Surveys (Percent of Leave-Takers)
Satisfied With Leave 1995 Survey: 48.2%
Satisfied With
Leave 2000 Survey: 42.2%
Somewhat Satisfied With Leave 1995 Survey:
27.9%
Somewhat Satisfied With Leave 2000 Survey: 30.4%
Neither
Satisfied nor Dissatisfied With Leave 1995 Survey: 6.5%
Neither Satisfied
nor Dissatisfied With Leave 2000 Survey: 8.7%
Somewhat Dissatisfied With
Leave 1995 Survey: 11.9%
Somewhat Dissatisfied With Leave 2000 Survey:
12.5%
Very Dissatisfied With Leave 1995 Survey: 5.6%
Very
Dissatisfied With Leave 2000 Survey: 6.2%
Table 4.15. Leave-Takers Denied Leave: 1995 and 2000 Surveys
Denied leave
Percent of Leave-Takers 1995 Survey:
6.6%
Percent of Leave-Takers 2000 Survey: 6.2%
Not denied
leave
Percent of Leave-Takers 1995 Survey: 93.4%
Percent of Leave-Takers
2000 Survey: 93.8%
Number of Leave-Takers
Percent of Leave-Takers
1995 Survey: 20,359,640
Percent of Leave-Takers 2000 Survey:
23,830,305
Source: 1995 and 2000 Survey of Employees.
Table 4.16. Coverage and Eligibility Among Female and Male Employees with Young Children: 2000 Survey
Number of Employees with Young Children
Percent Females:
4,146,171
Percent Males: 5,524,516
Percent All:
9,670,687
Employees at FMLA-covered worksites
Percent Females:
74.5%
Percent Males: 75.0%
Percent All: 74.8%
Eligible employees
at FMLA-covered worksites
Percent Females: 56.3%
Percent Males:
66.7%
Percent All: 62.2%
Employees at worksites not covered by
FMLA
Percent Females: 25.5%
Percent Males: 25.0%
Percent All:
25.2%
Source: 1995 and 2000 Survey of Employees.
Table 4.17. Leaves Taken and Needed Among Female and Male Employees with Young Children: 2000 Survey
Percent taking leave (for a covered reason) since January
1, 1999
Percent Females** : 75.8%
Percent Males: 45.1%
Percent All:
58.2%
Percent needing, but not taking, leave (for a covered reason)
since January 1, 1999
Percent Females** : --
Percent Males:
3.8%
Percent All: 3.1%
Percent not taking or needing leave
Percent Females** : 22.0%
Percent Males: 51.1%
Percent All:
38.6%
** Difference between males and females is significant at
p<.05.
-- Indicates less than 10 unweighted cases.
Source: 1995 and
2000 Survey of Employees.
Table 4.18. Reasons for Taking Leave, Across All Leaves Taken, by Females and Males with Young Children: 2000 Survey
Reason for Leave: Own health
Percent of Leave-Takers
with Young Children Percent Females: 20.2%
Percent of Leave-Takers with
Young Children Percent Males: 20.2%
Percent of Leave-Takers with Young
Children Percent All: 20.2%
Reason for Leave:
Maternity-disability
Percent of Leave-Takers with Young Children Percent
Females: 42.8%
Percent of Leave-Takers with Young Children Percent Males:
&
Percent of Leave-Takers with Young Children Percent All:
23.9%
Reason for Leave: Care for a newborn, newly adopted or newly
placed foster child **
Percent of Leave-Takers with Young Children Percent
Females: 47.2%
Percent of Leave-Takers with Young Children Percent Males:
75.6%
Percent of Leave-Takers with Young Children Percent All:
59.7%
Reason for Leave: Care for ill child
Percent of Leave-Takers
with Young Children Percent Females: --
Percent of Leave-Takers with Young
Children Percent Males: --
Percent of Leave-Takers with Young Children
Percent All: 3.5%
Reason for Leave: Care for ill spouse
Percent of
Leave-Takers with Young Children Percent Females: &
Percent of
Leave-Takers with Young Children Percent Males: --
Percent of Leave-Takers
with Young Children Percent All: --
Reason for Leave: Care for ill
parent
Percent of Leave-Takers with Young Children Percent Females:
--
Percent of Leave-Takers with Young Children Percent Males: --
Percent
of Leave-Takers with Young Children Percent All: --
** Difference
between males and females is significant at p<.05.
-- Indicates less
than 10 unweighted cases. & Indicates that no significance test was
conducted because of zero cell.
Note: Percentages sum to more than 100% due
to some persons taking more than one leave.
Source: 2000 Survey of
Employees.
Table 4.19. Reasons for Taking Leave, Across All Leaves Taken, Based on Total Population of Female and Male Employees with Young Children: 2000 Survey
Reason for Leave: Own health
Percent of All Employees
with Young Children Percent Females: 15.3%
Percent of All Employees with
Young Children Percent Males: 9.1%
Percent of All Employees with Young
Children Percent All: 11.8%
Reason for Leave:
Maternity-disability
Percent of All Employees with Young Children Percent
Females: 32.4%
Percent of All Employees with Young Children Percent Males:
&
Percent of All Employees with Young Children Percent All:
13.9%
Reason for Leave: Care for a newborn, newly adopted, or newly
placed foster child
Percent of All Employees with Young Children Percent
Females: 35.8%
Percent of All Employees with Young Children Percent Males:
34.1%
Percent of All Employees with Young Children Percent All:
34.8%
Reason for Leave: Care for ill child
Percent of All Employees
with Young Children Percent Females: --
Percent of All Employees with Young
Children Percent Males: --
Percent of All Employees with Young Children
Percent All: 2.0%
Reason for Leave: Care for ill spouse
Percent of
All Employees with Young Children Percent Females: &
Percent of All
Employees with Young Children Percent Males: --
Percent of All Employees
with Young Children Percent All: --
Reason for Leave: Care for ill
parent
Percent of All Employees with Young Children Percent Females:
--
Percent of All Employees with Young Children Percent Males :
--
Percent of All Employees with Young Children Percent All: --
--
Indicates less than 10 unweighted cases.
& Indicates that no
significance test was conducted because of zero cell.
Source: 2000 Survey
of Employees.
Table 4.20. Employees' Opinions Toward FMLA: 1995 and 2000 Surveys
Opinion Measure: Every person should be able to have up to
12 weeks of unpaid leave in a year from work for family and medical
problems.
Agree** 1995 Survey: 72.3%
Agree** 2000 Survey:
81.4%
Disagree** 1995 Survey: 27.7%
Disagree** 2000 Survey:
18.6%
Opinion Measure: Having to provide employees with up to 12 weeks
of unpaid leave in a year for family and medical problems is an unfair burden
to employees' co-workers.
Agree** 1995 Survey: 43.8%
Agree** 2000 Survey:
36.1%
Disagree** 1995 Survey: 56.2%
Disagree** 2000 Survey:
63.9%
** Difference between 1995 and 2000 is significant at p<.05.
Source: 1995 and 2000 Survey of Employees.
Table 4.21. Co-workers Taking Leave for Family or Medical Reasons: 2000 Survey
Co-workers had taken leave for family or medical reasons
since January 1, 1999
Percent of Employees: 63.0%
Did not have
co-workers take leave for family or medical reasons since January 1,
1999
Percent of Employees: 37.0%
Source: 2000 Survey of
Employees.
Table 4.22. Effects of Co-workers Taking Leave on Employees: 2000 Survey
Effect: Worked more hours than usual
Percent of
Employees Having Co-workers Take Leave: 32.1%
Effect: Worked a shift not
normally worked
Percent of Employees Having Co-workers Take Leave:
22.9%
Effect: Took on additional duties
Percent of Employees Having
Co-workers Take Leave: 46.2%
Note: Percentages do not sum to 100%
because respondents could report more than one effect.
Source: 2000 Survey
of Employees.
Table 4.23. Perceived Impact of Co-workers Taking Leave on Employees: 2000 Survey
Perceived Impact: Employees who felt that co-workers taking
leave had a positive impact on them
Percent of Employees Reporting that
Co-workers' Leave Had an Effect: 17.4%
Perceived Impact: Employees who
felt that co-workers taking leave had a negative impact on them
Percent of
Employees Reporting that Co-workers' Leave Had an Effect:
15.1%
Perceived Impact: Employees who felt that co-workers taking leave
had neither a positive or negative impact on them
Percent of Employees
Reporting that Co-workers' Leave Had an Effect: 67.4%
Note: Column
percents may not total to 100% due to rounding.
Source: 2000 Survey of
Employees.
