When can employees use Military Qualifying Exigency Leave?

Employees may use this leave for certain situations related to a family member’s military service, including:
•    Short-notice deployment: When the service member receives orders seven (7) or fewer days before deployment.
•    Military events or programs: Attending official ceremonies, briefings, or support programs sponsored by the military or approved organizations (like the Red Cross).
•    Childcare arrangements: Making or adjusting childcare plans due to active duty—such as finding alternative care, handling urgent needs, enrolling or transferring a child to a new school, or attending school/daycare meetings.
•    Financial and legal matters: Preparing or updating legal and financial arrangements because of the service member’s absence.
•    Counseling: Attending counseling (not provided by a health care provider) for the employee, service member, or the service member’s child due to active duty.
•    Rest and recuperation: Spending up to 15 days with the service member during short-term leave from deployment.
•    Post-deployment activities: Attending ceremonies, reintegration briefings, or other military-sponsored events within 90 days after active duty ends, or addressing issues following the service member’s death.
•    Care for a parent: Providing or arranging care for a service member’s parent who is incapable of self-care, due to the service member’s deployment.
•    Other approved situations: Any event agreed upon by the employee and employer or recognized as a qualifying exigency by the U.S. Department of Labor.
For more information, visit the State of Tennessee Attendance and Leave Manual.