Supporting your workforce means balancing compliance with care, and understanding the Hawaii Family Leave Law (HFLL) is a key part of that commitment.

Unlike the federal Family and Medical Leave Act (FMLA), Hawai‘i’s family leave law reflects our island values of extended ‘ohana and community. But it also introduces specific legal obligations for local organizations.

Here’s what you need to know, and how Bishop & Company, a long-standing Hawai‘i-based staffing partner, can help you stay covered when team members need time away.

What is the Hawaii Family Leave Law?

HFLL requires covered employers in Hawai‘i to provide up to four weeks of unpaid, job-protected leave per calendar year to eligible employees. This leave can be used for the birth or adoption of a child or to care for a family member with a serious health condition.

Here are key points employers should understand:

• Coverage: The law applies to employers with 100 or more employees working in the State of Hawai‘i. Mainland or international workers do not count toward this number.

• Eligibility: Employees qualify after six consecutive months of service, regardless of hours worked or employment status (full-time, part-time, temp, or on-call).

• Family definition: HFLL recognizes a broad definition of family, including grandparents, siblings, parents-in-law, and reciprocal beneficiaries.

• Sick leave: Employees may use up to 10 days of accrued sick leave for family leave purposes. Employers must allow this if sick leave is already offered.

HFLL allows for intermittent leave, does not require leave to be paid (unless the employee chooses to use accrued paid time off), and applies independently of the federal Family and Medical Leave Act (FMLA). That means an employee might qualify for both laws separately in different situations.

Common Compliance Questions

• Can we require employees to use vacation before sick leave? Only if your policy also applies this rule to sick leave used for personal illness. Otherwise, the employee’s sick leave is considered “available” and must be permitted for family leave.

• Do we need to create a sick leave policy? No. If you don’t offer sick leave, HFLL doesn’t require you to create one.

• What about TDI plans? Sick leave that meets or exceeds TDI requirements may be eligible for family leave use, but plans vary, and some TDI-covered time may not apply. Always check your specific plan details.

How Bishop & Company Can Help

When a team member takes family leave, the ripple effect on a small department or critical function can be challenging. Bishop & Company is here to help you bridge those gaps.

As a Hawai‘i-based staffing firm with deep local roots, we understand the unique needs of our island workforce. Whether you need temporary administrative help, professional coverage, or specialized skills to fill in during an employee’s absence, we provide flexible, short-term staffing solutions to keep your operations running smoothly.

Partner With a Local Team in Hawaii That Understands

HFLL reflects Hawai‘i’s deep values of family and care, but it also requires thoughtful workforce planning. We’re here to make sure you’re not left shorthanded when your employees need time away.

Need help navigating temporary staffing coverage? Let’s talk: Contact Bishop & Company