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Family & Medical Leave

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Talk to a Los Angeles Family & Medical Leave Lawyer. We offer a free evaluation and you pay no legal fees or costs unless we win.

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Los Angeles Family & Medical Leave Attorney (FMLA Attorney) and Family Rights Act Attorney (CFRA Attorney)

The California Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA) allow eligible employees of covered employers to take unpaid, job-protected leave to care for family members with serious health conditions. These laws mandate job-protected leave, continued health benefits during leave, and restoration to the same or equivalent position post-leave. They specify how, when and under what circumstances you are permitted to take job-protected time off work to attend to personal and medical needs, and also provide other related workplace protections.

Each of these laws enable an employee to take up to 12 weeks of unpaid leave in any 12-month period to provide care for persons suffering from a serious health condition, including care of their own serious health condition or care of a member of their immediate family (spouse, child, or parent). The CFRA expands the family members on whose behalf leave can be taken to include biological, foster or adoptive children or parents, step children or parents, legal guardians, and others.

Any illness, injury, impairment, or physical or mental condition that requires inpatient care or ongoing treatment by a healthcare provider qualifies as a serious health condition that entitles an employee to CFRA or FMLA leave.

The California Pregnancy Leave Disability Law (PDL) and New Parent Leave Act (NPLA), and the federal Pregnancy Discrimination Act of 1978 (PDA) and other federal laws, also provide protections, to include leave for pregnancy-related complications, and maternity or paternity leave to bond with a new child.

Trying to navigate these laws and how they may apply to you is difficult and can make you feel uneasy. Our California FMLA attorney and California CFRA Attorney teams can assist, can help you navigate these state and federal laws, and can help to provide peace of mind. Call United Employees Law Group today for a free evaluation.

Why Might Someone Need FMLA or CFRA?

What happens if FMLA or CFRA are not available to you?

California labor and other laws, and the federal Fair Labor Standards Act, may provide certain protections if you need medical-related leave to care for yourself or designated family members but are ineligible for CRFA or FMLA leave. You can also talk with your employer about other options if you don’t meet the requirements for medical time off. According to the demands of the company, many employers may offer unpaid time off at their discretion.
Also, under certain circumstances workers may substitute or supplement CFRA and FMLA leave with earned vacation or sick time; under certain circumstances, an employer may be legally entitled to require this. Other options may include short or long-term disability. Your employment contracts might include some of these options.
The CFRA and FMLA were designed to give you the flexibility to balance work, family, and personal medical needs without losing your job. Sadly, some claims are rejected. You can and should look into alternative legal options if you are in fact eligible for CFRA or FMLA but your employer refuses to give you unpaid leave. You should consider speaking to an employment law attorney for legal advice and help with these CFRA and FMLA issues.

You are Protected from Retaliation?

The California Family Rights Act (CFRA) and federal Family and Medical Leave Act (FMLA) protect your job if you are eligible to take medical leave to care for yourself or a family member with a serious health condition. It is unlawful for a covered employer to refuse to grant, or interfere, with a request for CFRA or FMLA leave. An employer also is prohibited from discriminating or retaliating against you for taking such leave. For example, an employer cannot use your CFRA / FMLA leave to make an employment decision that negatively affects you, such as in hiring, promotion, disciplinary action or termination.
When your employer forbids you from taking time off, or retaliates against you for doing so, it can make you feel uneasy, unappreciated, and afraid. Our California CFRA Attorney and California FMLA attorney team can assist, and they can help you navigate these state and federal laws and help provide peace of mind. Call United Employees Law Group today for a free evaluation.

We Offer Free Evaluations And You Pay No Fees or Costs Unless We Win.

Our FMLA Attorney and CFRA Attorney team and other experienced employment lawyers at United Employees Law Group are qualified and experienced in handling family & medical leave lawsuits. If you believe your rights under the FMLA, CFRA, PDL and/or other leave laws have been violated, contact a Los Angeles Family & Medical Leave attorney today. These cases are very time-sensitive so give us a call at (888)545-0013 or contact us online for a FREE case evaluation.

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Examples of FMLA/CFRA Violations

Termination of the employee during the leave by an employer violating FMLA/CFRA laws. Our experienced employment attorneys can help fight wrongful termination.
Termination of the employee after his or her return to work if the termination decision can be connected to taking of the leave. Our employment lawyers at UELG fight retaliation.
Denial or interference with the right to take FMLA or CFRA leave. Consider working with our employment lawyers to uphold your leave rights.

If you feel your leave rights have been violated, reach out to our team of employment law lawyers who are experienced FMLA attorneys and CFRA attorneys to discuss your rights and options.

What should I do if my FMLA rights or CFRA rights have been denied or violated?

You should call UELG to speak with a knowledgeable employment attorney. We have assisted employees who have filed claims under the federal Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). The CFRA is essentially California’s version of the FMLA, but California law expands on those “family members” on whose behalf CFRA leave can be taken. Our experienced attorneys have helped to defend the rights of workers whose employers violated the CFRA or the FMLA by refusing to grant the workers requested leave under those laws, or who retaliated against the workers because they requested, or took, the FMLA / CFRA leave.

Who is eligible for FMLA leave or CFRA leave?

Employees who have worked for at least 12 months and 1,250 hours in the past year for a covered employer are eligible for up to 12 weeks of unpaid FMLA or CFRA leave. Under the FMLA, a “covered employer” has 50+ employees who work within a 75 mile radius; and under the CFRA, a covered employer has 5+ employees. FMLA / CFRA allow leave to care for certain “family members” who suffer from a serious health condition, to include immediate family (spouse, child, or parent). The CFRA expands on those who are considered family members for whom leave can be taken to include biological, foster or adoptive children or parents, step children or parents, legal guardians, and others. Any illness, injury, impairment, or physical or mental condition that requires inpatient care or ongoing treatment by a healthcare provider qualifies as a serious health condition that entitles an employee to CFRA or FMLA leave.

What legal protections do FMLA and CFRA provide?

FMLA and CFRA mandate job-protected leave, continued health benefits during leave, and restoration to the same or equivalent position post-leave. Employers cannot interfere with or retaliate for legitimate FMLA or CFRA requests or use.

How can United Employees Law Group help me with FMLA or CFRA issues?

Employment law issues, including FMLA and CFRA cases, can be evaluated by our qualified attorneys. We can represent you in conflicts with your employer, offer legal counsel, and assist with FMLA and CFRA paperwork.

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