Which of the following is a requirement for FMLA eligibility?

To determine FMLA eligibility, employees must meet specific criteria established by the Family and Medical Leave Act. One key requirement is that employees must have worked at least 1,250 hours in the 12 months preceding the leave request. This is crucial because it ensures that the employee has been sufficiently engaged in their work to qualify for the benefits provided under the Act.

This criterion is designed to limit eligibility to those employees who are substantially involved in their job roles. The total hours worked includes all hours compensated, thereby factoring in overtime and leave taken, provided it is paid time off. Meeting this threshold indicates that the employee is an established part of the workforce.

The other options do not accurately reflect the requirements set forth by FMLA. For instance, FMLA does not mandate that employees have worked for a specific number of months before they can be eligible (such as 6 or 18 months), nor does it require a minimum payroll of 50 employees within the last 6 months. Instead, the focus is on the hours worked and the employer's size, which is a separate criterion influencing overall eligibility but not the work duration prior to requesting leave.