CFRA and FMLA Leave Rights
Were you denied your right to take a protected leave? We can help.
Understanding Your Rights under the CFRA
The California Family Rights Act, also known as CFRA, provides eligible employees with 12 weeks of job-protected leave. Employees can take time-off for their own serious health condition, to care for a family member, or to care for someone who is like a family member referred to as a designated person. You can also take time-off under CFRA for the birth, adoption, or foster care placement of a child.
Qualifying Reasons for Leave
- Birth, adoption, or foster care placement of a child
- Your own serious health condition
- To care for a family member with a serious health condition
- Qualifying military exigency
- To care for a covered service member with a serious injury or illness
Your Rights Under CFRA
Eligible employees are entitled to:
- Up to 12 weeks of unpaid, job-protected leave per year
- Continuation of health insurance during leave
- Restoration to the same or equivalent position upon return
- Protection from retaliation for taking leave
Common Violations
- Failing to notify employees of their rights under CFRA
- Failing to notify employees of their potential eligibility for a CFRA leave
- Interfering with or discouraging leave requests
- Refusing to reinstate employees to the same or comparable position after their leave
- Denying eligible employees CFRA/FMLA leave
- Retaliating against employees who take protected leave
- Terminating employees while on protected leave
How We Can Help
We understand that not being able to take a CFRA or FMLA leave can be a life-changing event. Often employees who are denied protected leave or lose their job unexpectedly struggle to pay their bills, provide for themselves and their families, and experience considerable stress, anxiety, and sometimes embarrassment even though it was not their fault. We are committed to fighting for our client's rights and holding employers accountable.