FMLA Attorneys in Los Angeles, CA
Guiding Employees Through Family Medical Leave in California
Have you been harassed or retaliated or discriminated against by your employer for taking or requesting a medical leave of absence?
Eligible employees can take up to 12 weeks of unpaid leave from work under the Family and Medical Leave Act (FMLA) whether they are:
- Pregnant
- Disabled
- Or seriously ill
At Southern California Labor Law Group PC, our team of knowledgeable employment law attorneys frequently represents workers who need help navigating this complicated area of California labor law.
Please reach out to our California law firm today if you believe you are eligible for medical or disability leave but your request was denied or you were fired from your job after returning from approved leave. Call (424) 306-1515 or contact our Los Angeles FMLA attorneys online now.
Understanding FMLA in California: Your Rights & Protections
Since FMLA is a federal act, the rules are the same in California that they would be in any other state in the U.S. Any company that has a minimum of 50 employees is required to provide FMLA leave to any employees who meet the requirements.
Who Is Eligible for FMLA Leave?
The FMLA provides job-protected unpaid leave for employees who need to take time off from work for the following reasons:
- To take care of a “serious health condition” that prevents them from performing essential job functions
- For the birth of a child or providing care for a newborn
- To provide care of a family member with a serious medical condition
- To adopt a child
Qualifications for FMLA in California:
In order to qualify for leave under the FMLA, the employee must work for an employer with 50 or more employees working within 75 miles of the employee’s worksite. Eligible employees are entitled to 12 workweeks of leave in a 12-month period.
The employer also must continue providing benefits during this period. The 12-weeks of leave provided under the FMLA can be taken all at once or incrementally. After the leave period has expired, the employer must allow the employee to return to their position or an equivalent role within the company.