Our Results
Workers should never be punished for taking time to care for their health or the health of loved ones. California and federal laws, including the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), guarantee job-protected leave. Employers who deny or interfere with this right are breaking the law.
This occurs when an employer takes negative action or blocks an employee from exercising protected leave. Examples include:
These actions put workers in an impossible position, forcing them to choose between health and employment.
When employers interfere with medical leave, it:
Workers must be able to care for themselves or loved ones without fear of retaliation. Protecting medical leave rights is essential to workplace fairness and health.
Our attorneys fight to ensure medical leave rights are honored. We:
We provide compassionate representation while aggressively pursuing justice. You deserve the ability to prioritize health without sacrificing your livelihood.
Based in Los Angeles, we represent clients throughout California, including Los Angeles, Orange, San Bernardino, Riverside, San Diego, San Francisco, Santa Barbara, and Ventura counties. We focus exclusively on Employment Law. Specializing in employment law allows us to fight even harder for our clients.
California employees may have protected leave rights under laws such as the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). These laws allow eligible employees to take job-protected leave for serious health conditions or to care for qualifying family members.
Medical leave interference occurs when an employer denies, delays, discourages, or otherwise interferes with an employee’s lawful use of protected leave. Examples may include refusing leave requests, pressuring employees to return early, or requiring work during approved leave.
Medical leave discrimination may include termination, demotion, reduced hours, retaliation, negative performance evaluations, or other adverse actions connected to requesting or taking protected leave.
Employers cannot unlawfully deny protected leave when employees qualify under applicable state or federal laws. Leave requests must be properly evaluated and handled in accordance with those legal protections.
Yes. California and federal laws prohibit employers from retaliating against employees for requesting or taking protected medical leave. Retaliation may include termination, demotion, discipline, reduced hours, or other forms of unfavorable treatment.
Evidence may include leave requests, HR communications, medical certifications, emails, text messages, performance reviews, disciplinary records, or documentation showing negative treatment after requesting leave.
Generally, employees should not be required to perform job duties while on approved protected leave. Requiring work during leave may support a medical leave interference claim.
Yes. Employees may be able to recover lost wages, lost benefits, emotional distress damages, reinstatement, attorneys’ fees, and other remedies available under California employment law.
Employees should keep copies of leave requests, preserve HR communications, document any retaliation or interference, and speak with an employment attorney as soon as possible.
While not required, an experienced employment lawyer can evaluate your rights, gather evidence, communicate with employers, and pursue compensation when appropriate.