🇺🇸 Tennessee Paid Leave — 2026 UPDATE

Tennessee Paid Leave Laws: Sick Leave, Family Leave & FMLA (2026)

⚠️Informational only — not legal or tax advice.

Last Updated: March, 2026
Last Reviewed: March, 2026
Applicable Period: 2026
Jurisdiction: State of Tennessee, United States      
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

How long is maternity leave in Tennessee How long is paternity leave in Tennessee

Table of Contents

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Introduction

Tennessee does not require private employers to provide paid sick leave under any statewide statute. The state operates no state-funded paid family and medical leave (PFML) program for private-sector workers. At the federal level, the Family and Medical Leave Act (FMLA) provides eligible employees at covered employers up to 12 weeks of unpaid, job-protected leave per year. For workers at large employers, Tennessee’s Parental Leave Act (Tenn. Code Ann. § 4-21-408) provides a separate unpaid leave entitlement of up to four months for pregnancy, childbirth, adoption, and nursing. This page compiles current requirements from the Tennessee Department of Labor and Workforce Development and the U.S. Department of Labor, and is maintained as a reference for workers and employers operating under Tennessee law. For a broader overview of workplace rights in the state, see Tennessee employment law.

Quick Reference — Tennessee Paid Leave Snapshot

Tennessee Paid Leave Snapshot
Category Status
Mandatory Paid Sick Leave No state mandate for private employers
Governing Statute None (private sector); Tenn. Code Ann. § 50-2-103 governs wage regulations generally
Administering Agency Tennessee Department of Labor and Workforce Development
Covered Employers (Sick Leave) No covered employer threshold — no mandate exists
Eligible Employees (Sick Leave) No state eligibility criteria — no mandate exists
Accrual Rate No state requirement
Annual Cap No state requirement
Paid Family & Medical Leave Program No state PFML for private-sector employees
PFML Program Name N/A — Federal FMLA only
PFML Weekly Benefit (Maximum) N/A
PFML Duration N/A
State Parental Leave Act Yes — Tenn. Code Ann. § 4-21-408 (unpaid; employers with 100+ employees)
Voluntary PFL Insurance Yes — Tennessee Paid Family Leave Insurance Act (enacted 2023, effective Jan. 1, 2024)
FMLA Applies Yes (federal baseline — all states)
Information Current As Of March 2026

Sources: TN Dept. of Labor and Workforce Development · U.S. DOL FMLA

Tennessee does not mandate paid sick leave for private-sector employers. No statewide statute requires private employers to provide paid or unpaid sick leave beyond the protections available under the federal FMLA. Under Tenn. Code Ann. § 50-2-103, fringe benefits such as paid sick leave are governed entirely by employer policy or employment contract; the state imposes no minimum requirements. When an employer voluntarily offers sick leave, the terms set out in that employer’s written policy — including accrual, use, and any payout upon separation — control the benefit. No Tennessee municipality has enacted a local paid sick leave ordinance as of March 2026. The Tennessee Department of Labor and Workforce Development confirms that sick leave, vacation, and PTO are not regulated at the state level for private employers.

Tennessee has authorized voluntary private paid family leave insurance products under the Tennessee Paid Family Leave Insurance Act (Tenn. Code Ann. § 56-7-3603 et seq.), enacted in 2023 and effective January 1, 2024. Participation is not mandatory. See Section 3 for details on this voluntary framework.

Tennessee does not operate a state-funded paid family and medical leave program for private-sector workers. No payroll contribution system, state benefit fund, or mandatory employer program exists. Private-sector employees in Tennessee who need family or medical leave rely on the federal FMLA (Section 4) and any employer-provided benefits. State government employees and public school educators have access to six weeks of paid parental leave under a policy established by Executive Order and subsequently codified through legislation effective 2023, as administered by the Tennessee Department of Human Resources; that benefit does not extend to private-sector workers.

Tennessee enacted the Tennessee Paid Family Leave Insurance Act (Public Chapter 91, Tenn. Code Ann. § 56-7-3603 et seq.) on March 31, 2023, effective January 1, 2024 for policies entered into, amended, or renewed on or after that date. The Act authorizes licensed life or disability income insurers to offer voluntary group paid family leave insurance policies to employers. Coverage under such policies may provide paid benefits during leave for bonding with a new child, caring for a seriously ill family member, the employee’s own serious health condition, and qualifying military exigency — mirroring four of the five FMLA qualifying reasons. The Act does not mandate employer participation, set minimum benefit levels, or establish a contribution rate; carriers develop their own plan terms subject to approval by the Tennessee Commissioner of Commerce and Insurance. Legislative history is available through the Tennessee General Assembly. Workers whose employers offer this coverage should consult their benefits administrator for specific plan terms.

Maternity, Paternity & Parental Leave in Tennessee

How Long Is Maternity Leave in Tennessee?

Maternity leave duration in Tennessee depends on which laws apply to a given employee. At the federal baseline, FMLA provides up to 12 weeks of unpaid, job-protected leave for eligible employees at covered employers (50 or more employees within 75 miles). Tennessee’s Parental Leave Act (Tenn. Code Ann. § 4-21-408) provides an additional layer: employers with 100 or more full-time employees at a single job site must allow eligible employees up to four months of leave for pregnancy, childbirth, adoption, and nursing an infant. The four-month entitlement runs concurrently with any applicable FMLA leave rather than in addition to it; Tenn. Code Ann. § 4-21-408(d) expressly states that the statute does not affect federal law requirements, and the Tennessee Attorney General has confirmed that the more generous state provision governs where both laws apply (Op. Tenn. Att’y Gen. 94-006). The full text of § 4-21-408 and the Tennessee General Assembly provide authoritative statutory reference. Employees who are not covered by either law — typically those at smaller employers or those who have not met tenure requirements — have no state-mandated leave entitlement beyond any voluntarily offered employer policy.

Is Maternity Leave Paid in Tennessee?

Tennessee has no state-mandated paid maternity leave program for private-sector employees. FMLA leave is unpaid. Leave under the Parental Leave Act (Tenn. Code Ann. § 4-21-408) is also unpaid unless the employer chooses to make it paid — the statute leaves that determination to employer discretion. Employees may use accrued paid time off (PTO, vacation, or sick leave) during either FMLA or state parental leave if their employer’s policy permits or requires it. Workers whose employers have opted into a voluntary group paid family leave insurance policy under the Tennessee Paid Family Leave Insurance Act (Tenn. Code Ann. § 56-7-3603 et seq.) may receive partial wage replacement, depending on the specific policy’s terms. Tennessee does not administer a temporary disability insurance (TDI) or short-term disability (SDI) program for private workers; short-term disability coverage, if available, is provided through private employer plans. Information on how neighboring states with state PFML programs — such as those reviewed on the North Carolina paid leave page — compare in structure may be useful for multi-state employers.

Paternity Leave and Parental Leave in Tennessee

Paternity leave rights in Tennessee track the same framework as maternity leave. The Parental Leave Act (Tenn. Code Ann. § 4-21-408) expressly applies to both male and female employees, providing up to four months of unpaid leave for the birth, adoption, or nursing of an infant at employers with 100 or more full-time employees at the worksite. FMLA bonding leave is equally available to non-birthing parents at covered employers; federal law does not limit bonding leave to the parent who gave birth. The 12-week FMLA bonding entitlement applies to both parents, provided each meets the individual eligibility criteria described in Section 4. Tennessee has no prenatal leave mandate for private-sector workers comparable to those in states such as New York.

Federal FMLA in Tennessee

FMLA is the primary family and medical leave protection for Tennessee workers. Because Tennessee has no state PFML program and no mandatory paid sick leave, the federal FMLA framework governs the most significant leave rights available to the state’s private-sector workforce.

FMLA Coverage and Eligibility

The Family and Medical Leave Act (29 U.S.C. § 2601 et seq.) applies to private employers with 50 or more employees within a 75-mile radius of the employee’s worksite, as well as all public agencies and public and private elementary and secondary schools, regardless of size. The U.S. Department of Labor administers and enforces the Act through the Wage and Hour Division.

To qualify, an employee must have worked for the covered employer for at least 12 months, have completed at least 1,250 hours of service during the 12-month period immediately preceding the start of leave, and work at a location where the employer has 50 or more employees within 75 miles. The 12 months of employment need not be consecutive; breaks in service of less than seven years may count in certain circumstances.

Eligible employees are entitled to up to 12 workweeks of FMLA leave in any 12-month period (26 weeks for military caregiver leave). During FMLA leave, group health insurance coverage continues on the same terms as if the employee had remained actively working. Upon return from leave, employees are entitled to reinstatement to the same or an equivalent position.

Qualifying Reasons Under Tennessee FMLA

FMLA leave is available for the following qualifying reasons, as confirmed by the U.S. Department of Labor:

  • The birth of a child and care for the newborn within the first year of birth
  • The placement of a child for adoption or foster care and care for the newly placed child within the first year of placement
  • The employee’s own serious health condition that renders the employee unable to perform essential job functions
  • Care for a spouse, child, or parent with a serious health condition
  • Qualifying exigency arising out of a family member’s covered active duty or call to covered active duty in the U.S. Armed Forces
  • Care for a covered servicemember with a serious injury or illness (up to 26 weeks)

A “serious health condition” under the FMLA is an illness, injury, impairment, or physical or mental condition involving inpatient care or continuing treatment by a health care provider. Routine minor illnesses generally do not qualify.

Is FMLA Paid or Unpaid?

Tennessee FMLA leave is unpaid. The federal statute guarantees job protection and continuation of health benefits but does not require wage replacement during the leave period. Tennessee operates no state-funded paid leave program that runs concurrently with FMLA. Employees may use accrued employer-provided paid leave — such as PTO, vacation, or sick days — during FMLA if employer policy permits or requires it, reducing the unpaid portion of the leave. Some Tennessee employers that have purchased voluntary group paid family leave insurance under the Tennessee Paid Family Leave Insurance Act (Tenn. Code Ann. § 56-7-3603 et seq.) may provide partial wage replacement during qualifying FMLA-type absences; the terms are policy-specific. For a full explanation of FMLA provisions applicable across all states, see the federal FMLA guide.

Does FMLA Apply to Small Businesses in Tennessee?

FMLA applies to private employers with 50 or more employees within a 75-mile radius of the employee’s worksite. Private employers with fewer than 50 employees are not covered by federal FMLA, regardless of the nature of the leave request. This threshold is a statutory requirement and is not waived based on the reason for leave. Tennessee has no state family leave law with a lower employer size threshold for private-sector workers. The only state-level leave statute with an employer size threshold is the Parental Leave Act (Tenn. Code Ann. § 4-21-408), which applies to employers with 100 or more full-time employees at the same job site — a higher threshold than FMLA, not a lower one. Employees at small businesses may still negotiate voluntary accommodations or use employer-provided PTO; no state law compels such arrangements. For related employer obligations regarding wages and pay, see Tennessee overtime laws.

How to Request FMLA Leave in Tennessee

FMLA leave is requested through the employer, not through a state agency. The process, established under U.S. DOL regulations at 29 C.F.R. Part 825, proceeds as follows. Employees must provide notice of the need for leave at least 30 days in advance when the leave is foreseeable; when unforeseeable, notice must be given as soon as practicable. The employer must respond with a designation notice within five business days. Medical certification from a health care provider may be required. Once leave is designated as FMLA-qualifying, the employer must maintain the employee’s group health coverage and reinstate the employee upon return.

Employees who believe their FMLA rights have been violated may file a complaint with the U.S. Department of Labor Wage and Hour Division. The DOL maintains a complaint submission page at https://www.dol.gov/agencies/whd/contact/complaints. The statute of limitations for FMLA claims is generally two years (three years for willful violations)

Other Protected Leave Categories in Tennessee

Jury Duty Leave: Tenn. Code Ann. § 22-4-106 requires employers with five or more employees to provide paid leave for jury duty service, minus any jury service fee paid by the court at the employer’s discretion. Employees must exhibit the jury summons to the employer on the next workday following receipt. Employers may not demote, suspend, or discriminate against an employee for jury service.

Voting Leave: Tennessee law requires employers to provide up to three hours of paid time off to vote in any election, provided the employee gives notice by noon on the day before the election. The entitlement does not apply if the employee’s shift begins at least three hours after polls open or ends at least three hours before polls close. Source: Tennessee Dept. of Labor and Workforce Development, Employee Rights.

Bereavement Leave: Tennessee has no state mandate requiring private employers to provide bereavement leave; any such benefit is governed by employer policy.

Military Leave: USERRA (38 U.S.C. § 4301 et seq.) provides reinstatement rights and protection from discrimination for employees returning from military service. Tennessee Code Ann. §§ 8-33-101 through 8-33-109 provides additional protections for state employees called to military service.

Breastfeeding Breaks: Employers must provide reasonable unpaid break time for employees to express breast milk for the first year after childbirth, consistent with the federal FLSA break provision (29 U.S.C. § 207(r)). A private, non-restroom space must be provided.

Domestic Violence Leave: Tennessee has no dedicated state statute requiring leave for victims of domestic violence, stalking, or sexual assault beyond protections available through FMLA for qualifying serious health conditions.

2026 Updates & Recent Legislative Changes in Tennessee

What Changed in Tennessee Leave Laws in 2025–2026?

Tennessee Paid Family Leave Insurance Act (effective January 1, 2024): Tennessee Governor Bill Lee signed Senate Bill 0454 (Public Chapter 91) on March 31, 2023, authorizing licensed insurers to offer voluntary group paid family leave insurance policies to Tennessee employers effective January 1, 2024. The Act (Tenn. Code Ann. § 56-7-3603 et seq.) does not mandate employer participation or set minimum benefit levels. As of early 2026, the Tennessee Commissioner of Commerce and Insurance had not published implementing regulations, meaning carrier offerings continue to vary. Legislative history is available at the Tennessee General Assembly.

State Employee Parental Leave Expansion (effective 2023, expanded 2026): Effective January 2026, state government employees gained access to six weeks of paid caregiving leave for end-of-life family situations, supplementing the six weeks of paid parental leave (for birth and adoption) established by Executive Order in 2020 and codified through 2023 legislation. These benefits apply only to state executive and judicial branch employees and public school educators, not to private-sector workers. Source: Tennessee Dept. of Human Resources.

Human Rights Commission Dissolution (effective July 1, 2025): The Tennessee Human Rights Commission was dissolved effective July 1, 2025. Discrimination complaints — including those related to pregnancy discrimination — are now handled by the Civil Rights Enforcement Division (CRED) within the Tennessee Attorney General’s Office. Source: Tennessee Attorney General’s Office, CRED.

Pending Legislation

As of March 2026, no legislation establishing a mandatory state-wide paid sick leave requirement or a state-funded PFML program for private-sector employees has advanced to enactment in the Tennessee General Assembly. Current bill tracking is available through the Tennessee General Assembly website.

How to File a Leave-Related Complaint in Tennessee

Filing an FMLA Complaint

FMLA complaints against covered employers are filed with the U.S. Department of Labor Wage and Hour Division (WHD). The complaint submission page is available at https://www.dol.gov/agencies/whd/contact/complaints. The WHD investigates complaints, and employees may also file a private civil action in federal court. The standard limitation period is two years from the date of the FMLA violation (three years for willful violations).

Filing a Workplace Complaint with Tennessee Agencies

For wage-related complaints — including disputes over voluntary sick pay or PTO owed under employer policy — the Tennessee Department of Labor and Workforce Development’s Labor Standards Unit accepts wage claims. The Labor Standards Unit enforces the Tennessee Wage Regulations Act (Tenn. Code Ann. § 50-2-103) with respect to unpaid wages and fringe benefits promised under employer policy. Contact information and claim filing are available at https://www.tn.gov/workforce/employers/safety—health/regulations-compliance/regulations—compliance-redirect/labor-standards-unit.html.

For discrimination related to pregnancy or family status in the employment context, complaints are filed with the Civil Rights Enforcement Division of the Tennessee Attorney General’s Office at https://www.tn.gov/attorneygeneral/cred.html, or with the federal Equal Employment Opportunity Commission.

Interstate Considerations for Remote Workers

Paid leave laws generally apply based on the state where an employee physically performs work, not where the employer is headquartered or incorporated. A Tennessee-based employee of a company headquartered in a state with mandatory paid sick leave or a state PFML program generally does not receive those state benefits unless the applicable out-of-state law extends coverage to employees working remotely from Tennessee. Conversely, employees of Tennessee-headquartered companies who work remotely from states such as Colorado or Washington — which maintain state PFML programs — may be subject to those states’ contribution and benefit requirements. Multi-state employers operating in Tennessee should consult Tennessee remote work laws for additional jurisdictional guidance. Tennessee employers with workers in states that have mandatory paid sick leave or PFML programs — such as New Jersey, which operates one of the nation’s older PFML programs, as documented on the New Jersey paid leave page — may have separate compliance obligations in those jurisdictions.

Frequently Asked Questions — Tennessee Paid Leave

How does FMLA work in Tennessee?

FMLA in Tennessee operates identically to the federal standard: the law applies to private employers with 50 or more employees within 75 miles and to all public agencies. Eligible employees — those with at least 12 months of employment and 1,250 hours worked in the prior 12 months — may take up to 12 weeks of unpaid, job-protected leave per year for qualifying family and medical reasons. The U.S. Department of Labor Wage and Hour Division administers the Act. Source: DOL FMLA overview.

How long is maternity leave in Tennessee?

Maternity leave in Tennessee is up to 12 weeks under federal FMLA at employers with 50 or more employees, or up to four months under Tennessee’s Parental Leave Act (Tenn. Code Ann. § 4-21-408) at employers with 100 or more full-time employees at the worksite. Where both apply, the four-month period runs concurrently with FMLA rather than in addition to it. Employees not covered by either law have no state-mandated minimum. Source: Tenn. Code Ann. § 4-21-408; DOL FMLA.

Is maternity leave paid or unpaid in Tennessee?

Maternity leave in Tennessee is unpaid under both federal FMLA and the state Parental Leave Act (Tenn. Code Ann. § 4-21-408). The Parental Leave Act allows employers to make the leave paid at their discretion, but does not require it. No state-funded wage replacement program exists for private-sector workers. Employees may use accrued paid leave (PTO, sick days, vacation) during FMLA if employer policy permits.

Who is eligible for FMLA in Tennessee?

FMLA eligibility in Tennessee requires: (1) the employer has 50 or more employees within a 75-mile radius; (2) the employee has worked for that employer for at least 12 months; and (3) the employee has worked at least 1,250 hours in the 12 months before the start of leave. All three criteria must be met. Source: U.S. DOL FMLA.

Is FMLA leave paid in Tennessee?

FMLA leave is unpaid in Tennessee. Federal law does not require wage replacement during FMLA. Tennessee operates no state-funded paid family leave program for private-sector employees. Employees may substitute accrued employer-provided paid leave during FMLA if the employer’s policy permits or requires it. Source: U.S. DOL FMLA.

Does Tennessee have paid sick leave?

Tennessee does not have paid sick leave requirements for private employers. No statewide statute mandates that private-sector employers provide paid or unpaid sick leave. Leave for qualifying serious health conditions is available on an unpaid basis under the federal FMLA for eligible employees. Source: Tennessee Dept. of Labor and Workforce Development.

Does Tennessee have paid family leave?

Tennessee does not have a state-funded paid family leave program for private-sector workers. The Tennessee Paid Family Leave Insurance Act (Tenn. Code Ann. § 56-7-3603 et seq.), enacted in 2023, authorizes voluntary private insurance policies that employers may — but are not required to — offer to employees. Source: Tennessee General Assembly, SB 0454.

How many sick days are required in Tennessee?

Tennessee law does not require private employers to provide any sick days. Sick leave entitlement, if any, is determined entirely by the employer’s written policy or employment contract. Source: Tennessee Dept. of Labor and Workforce Development.

Does FMLA apply to small businesses in Tennessee?

FMLA does not apply to private employers with fewer than 50 employees within a 75-mile radius. Tennessee has no state family leave law that extends coverage to smaller private employers. The Tennessee Parental Leave Act (Tenn. Code Ann. § 4-21-408) applies only to employers with 100 or more full-time employees at one worksite — a higher threshold than FMLA. Source: U.S. DOL FMLA.

How long is paternity leave in Tennessee?

Paternity leave rights in Tennessee mirror those for maternity leave. Under FMLA, non-birthing parents at covered employers may take up to 12 weeks of unpaid bonding leave within the first year of a child’s birth, adoption, or foster placement. Under Tenn. Code Ann. § 4-21-408, both male and female employees at employers with 100 or more full-time employees at the worksite are entitled to up to four months of leave for birth, adoption, or nursing. Source: Tenn. Code Ann. § 4-21-408.

Can an employer deny sick leave in Tennessee?

If an employer does not offer sick leave, Tennessee law imposes no obligation to grant it. If an employer’s written policy provides sick leave, the employer must administer the benefit consistently with that policy; denial in violation of the employer’s own stated policy may give rise to a wage claim under the Wage Regulations Act (Tenn. Code Ann. § 50-2-103). FMLA leave cannot be denied if the statutory eligibility criteria are met and the qualifying reason is valid. Source: Tennessee Dept. of Labor and Workforce Development.

Is paid sick leave available to part-time employees in Tennessee?

Tennessee imposes no sick leave requirement on employers for any category of employee, including part-time workers. Whether part-time employees receive sick leave is determined by the employer’s policy. FMLA applies to part-time employees who have met the 1,250-hour annual hours threshold. Source: U.S. DOL FMLA.

Does Tennessee have a voluntary paid family leave insurance program?

Yes. The Tennessee Paid Family Leave Insurance Act (Tenn. Code Ann. § 56-7-3603 et seq., Public Chapter 91, enacted March 31, 2023, effective January 1, 2024) authorizes licensed insurers to offer voluntary group paid family leave policies to employers. Employer participation is not mandatory, and benefit terms vary by carrier and policy. Source: Tennessee General Assembly, SB 0454.

Is maternity leave paid in Tennessee?

Maternity leave is not paid under state law for private-sector workers in Tennessee. FMLA provides unpaid leave only. The state Parental Leave Act (Tenn. Code Ann. § 4-21-408) allows employers to make leave paid but does not require it. Wage replacement may be available through a voluntary employer-sponsored paid family leave insurance policy if the employer has opted into such a plan.

What options exist for paid maternity leave in Tennessee?

Paid maternity leave options in Tennessee for private-sector employees depend on employer-sponsored benefits: voluntarily offered paid time off or PTO banks that can be used during FMLA; employer-purchased short-term disability insurance covering pregnancy and recovery; and, since January 1, 2024, voluntary group paid family leave insurance policies authorized under the Tennessee Paid Family Leave Insurance Act (Tenn. Code Ann. § 56-7-3603 et seq.). No state program provides wage replacement. Employees should consult their employer’s benefits documents for available options.

What happens to unused sick leave if an employee leaves their job in Tennessee?

Tennessee does not require employers to pay out unused sick leave upon separation. Under Tenn. Code Ann. § 50-2-103(a)(3), payout of unused fringe benefits (including sick leave) is not required unless the employer’s written policy or employment contract specifically provides for it. Source: Tennessee Dept. of Labor and Workforce Development.

Are there local paid sick leave ordinances in Tennessee?

No Tennessee municipality has enacted a local paid sick leave ordinance as of March 2026. The state’s business-friendly posture and absence of a state preemption statute means local ordinances are theoretically possible, but none are currently in effect. Current legislative activity can be tracked through the Tennessee General Assembly.

Sources & Verification Log

Sources & Verification Log — Tennessee Paid Leave Laws
Section Source URL Date Verified
Paid Sick Leave TN Dept. of Labor and Workforce Development — Labor Laws https://www.tn.gov/workforce/employees/labor-laws.html March 2026
Wage Regulations Act TN Dept. of Labor and Workforce Development — Wages & Breaks https://www.tn.gov/workforce/employees/labor-laws/labor-laws-redirect/wages-breaks.html March 2026
State Parental Leave Act Tennessee General Assembly — Tenn. Code Ann. § 4-21-408 https://wapp.capitol.tn.gov/apps/BillInfo/default.aspx March 2026
Voluntary PFL Insurance Act Tennessee General Assembly — SB 0454 (Public Chapter 91) https://wapp.capitol.tn.gov/apps/BillInfo/default.aspx?BillNumber=SB0454 March 2026
State Employee Parental Leave TN Dept. of Human Resources — Attendance & Leave Manual https://www.tn.gov/hr/pr/attendance--leave-manual.html March 2026
FMLA U.S. Department of Labor — FMLA Overview https://www.dol.gov/agencies/whd/fmla March 2026
FMLA Complaints U.S. DOL WHD — Contact/Complaints https://www.dol.gov/agencies/whd/contact/complaints March 2026
Jury Duty / Voting Leave TN Dept. of Labor — Employee Rights https://www.tn.gov/workforce/employees/labor-laws/labor-laws-redirect/employee-rights.html March 2026
Human Rights / Discrimination TN Attorney General — CRED https://www.tn.gov/attorneygeneral/cred.html March 2026
Labor Standards Complaints TN Dept. of Labor — Labor Standards Unit https://www.tn.gov/workforce/employers/safety--health/regulations-compliance/regulations--compliance-redirect/labor-standards-unit.html March 2026
FMLA Regulations U.S. DOL — 29 C.F.R. Part 825 https://www.dol.gov/agencies/whd/fmla March 2026

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This page compiles information from official government sources for general reference purposes. It does not constitute legal advice. Employment law is subject to legislative changes and judicial interpretation. For specific compliance questions, consultation with a licensed attorney in Tennessee is recommended. Last updated: March 2026.