(a) An agency may grant sick leave only when the need for sick leave is supported by administratively acceptable evidence. An agency may consider an employee's self-certification as to the reason for his or her absence as administratively acceptable evidence, regardless of the duration of the absence. An agency may also require a medical certificate or other administratively acceptable evidence as to the reason for an absence for any of the purposes described in § 630.401(a) for an absence in excess of 3 workdays, or for a lesser period when the agency determines it is necessary.
(b) An employee must provide administratively acceptable evidence or medical certification for a request for sick leave no later than 15 calendar days after the date the agency requests such medical certification. If it is not practicable under the particular circumstances to provide the requested evidence or medical certification within 15 calendar days after the date requested by the agency despite the employee's diligent, good faith efforts, the employee must provide the evidence or medical certification within a reasonable period of time under the circumstances involved, but no later than 30 calendar days after the date the agency requests such documentation. An employee who does not provide the required evidence or medical certification within the specified time period is not entitled to sick leave.
(c) An agency may require an employee requesting sick leave to care for a family member under § 630.401(a)(3)(ii) to provide an additional written statement from the health care provider concerning the family member's need for psychological comfort and/or physical care. The statement must certify that—
(1) The family member requires psychological comfort and/or physical care;
(2) The family member would benefit from the employee's care or presence; and
(3) The employee is needed to care for the family member for a specified period of time.
[71 FR 47695, Aug. 17, 2006. Redesignated at 75 FR 75373, Dec. 3, 2010]
Notes of Decisions
Lee v. City of Columbus, Ohio, 636 F.3d 245 (6th Cir. 2011).
“See also 5 C.F.R. § 630.405 (requiring certain federal employees to provide “administratively acceptable evidence or medical certification” for a sick-leave absence).”
Pierre v. Napolitano, 958 F. Supp. 2d 461 (S.D.N.Y. 2013).
“See 5 C.F.R. § 630.405 (a): An agency may grant sick leave only when the need for sick leave is supported by administratively acceptable evidence.”
New-Howard v. Dep't of Vets. Affairs, 590 F. App'x 972 (Fed. Cir. 2014).
“” 5 C.F.R. § 630.405 (a). As correctly stated by the Board, “[mjedical documentation which fails to, inter alia, inform the employer of an employee’s prognosis, dates of incapacitation, restrictions on performance of her duties, and expected return to duty has been deemed to be…”
Danny Wood v. Dep't of Homeland Sec. (MSPB 2023).
· cites it 3× “Specifically, he alleged that the requirement in the leave restriction letter that he submit an application for leave accompanied by an acceptable medical certification within 3 days following his return to work from an absence for medical reasons violated an Office of Personnel…”
John Bushkell v. Dep't of Just., 2026 MSPB 2 (MSPB 2026).
“549 , ¶ 9 (2007); see 5 C.F.R. § 630.405 (a)-(b) (indicating that an agency may deny a request for sick leave when an employee fails to provide properly requested administratively acceptable evidence).”
Maria Manga v. Small Bus. Admin. (MSPB 2024).
· cites it 2× “5 C.F.R. § 630.405 (a). A charge of AWOL will not be sustained if the appellant presents administratively acceptable evidence that she was incapacitated for duty during the relevant period and if she has sufficient sick leave to cover the period of absence.”
Andrew Marshall, Jr. v. Dep't of Vets. Affairs (MSPB 2015).
· cites it 2× “5 C.F.R. § 630.405 (a). A charge of AWOL will not be sustained if the appellant presents administratively-acceptable evidence that he was incapacitated for duty during the relevant period, and if he has sufficient sick leave to cover the period of absence.”
Maria de la Cruz MaGowan v. Env't Prot. Agency (MSPB 2016).
“See 5 C.F.R. § 630.405 (a). Moreover, we agree with the administrative judge that none of the appellant’s arguments about the details of her leave request render the agency’s request for medical evidence unreasonable or unnecessary under these circumstances.”
Thelma L. Roby v. Dep't of the Navy (MSPB 2016).
“IAF, Tab 23 at 222-23, 235-36; 5 C.F.R. § 630.405 (a). ¶16 Regarding the appellant’s request for leave donations, on August 25, 2014, the same day that the appellant informed N.”
Batrina Martin v. Dep't of the Navy (MSPB 2024).
“at 18-19; 5 C.F.R. § 630.405 (authorizing an agency to require submission of administratively acceptable medical evidence in support of an absence because of 5 incapacitation due to a physical or mental illness).”
Aspaas v. Becerra (10th Cir. 2024).
“Aspaas cites 5 C.F.R. § 630.405 (a) for its directive that “[a]n agency may consider an employee’s self-certification as to the reason for his or her absence as administratively acceptable evidence, regardless of the duration of the absence.”
Billups v. Vilsack (E.D. La. 2024).
“5 C.F.R. § 630.405 . 3. Rehabilitation Act – Failure to Provide a Reasonable Accommodation Actionable discrimination based on disability “includes failure to make ‘reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a…”
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