The FMLA protects your job when you need medical leave. If your employer denied your leave or retaliated against you, they've broken the law.
Expert information to help you understand your rights and options
The Family and Medical Leave Act provides up to 12 weeks of unpaid, job-protected leave for qualified employees. When employers violate these protections through denial, retaliation, or interference, employees can sue for damages including lost wages and reinstatement.
FMLA covers serious health conditions requiring inpatient care or continuing treatment. Learn which conditions qualify, what medical certification proves, how chronic conditions are handled, and when intermittent leave is available for ongoing health issues.
Not all employees qualify for FMLA protection—eligibility depends on employer size, length of employment, and hours worked. Understand the specific requirements, how to verify your eligibility, and what happens if your employer wrongly denies you qualify.
FMLA interference occurs when employers deny valid leave requests, provide inaccurate information, or create obstacles to taking protected time off. Learn what constitutes illegal interference, how to document violations, and what remedies successful claims provide.
Employers cannot fire, demote, or discipline employees for taking FMLA leave. If you faced adverse action after protected leave, you may have a retaliation claim. Understand what constitutes retaliation, the evidence needed, and damages available in FMLA lawsuits.