Yes. In some circumstances, legally separate entities may be considered to be the same
“integrated employer” for FMLA purposes, based on factors such as commonality of
management, interrelationship of operations, centralization of control of labor relations,
and degree of common ownership and/or financial control. §§825.104(c)(2). In addition,
an employer may automatically assume FMLA obligations as a “successor.” §825.107.
The DOL regulations also address the allocation of responsibilities between “joint
employers,” such as a temporary help agency and the business to which it supplies
workers. §825.106.