But that doesn’t mean you should do nothing. An employee may give you any number of reasons for not wanting to take, including that they don’t have a doctor, they can’t afford to go to the doctor, they can’t afford to take unpaid leave, or they want to save their time in case they need it in the future.
If the employee refuses to provide certification, remind them that they will be held to your company’s standard attendance policy and excessive absences may result in termination. Document your conversations with the employee to defend against accusations that you interfered with or denied the employee’s. Follow up an oral conversation with an email reiterating the right to apply for FMLA leave.