Employers often assume that the Family and Medical Leave Act (FMLA) allows them to terminate employees who fail to return to work after any leave that has a specified end date, or who have exhausted their leave. Depending on the facts, this assumption might be correct. However, employers should pause—and take into account a few considerations—before drafting a termination letter as the employees might be entitled to additional leave time under the FMLA, or possibly, the Americans with Disabilities Act (ADA). As discussed below, recent cases decided under the FMLA and the ADA may impact this inquiry.