It is recommended to continue to follow the FMLA eligibility rules, including the 1,250 hours of service eligibility rule even though furloughed employees may have been impacted through no fault of their own. Allowing exceptions due to COVID-19-related furloughs in your FMLA policy and practices could lead to unintended consequences. Consider offering a one-time or short-term employer leave plan that mimics the FMLA and is available on a fair and equitable basis to employees negatively impacted by the pandemic and that can bridge the gap between FMLA eligibility and short-term time off needs.