The employer may make inquiries directly to the employee, and only to the employee, to confirm whether or not the leave qualifies as FMLA leave. The employer may require that the employee provide periodic updates as to the employee's status and intent to return to work. The employer may be able to obtain an additional medical certification from the employee at the employer's expense, or to obtain recertification during the employee's FMLA leave. With the employee's permission, the employer may have its own health care provider contact the employee's health care provider to clarify any medical certification or to confirm that the provider issued the certification, but may not seek additional information regarding the health of the employee or the employee's family member.

