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Family & Medical Leave (FMLA/CFRA) Lawyers in Los Angeles
When you need time off for a serious health condition, to care for a family member, or to bond with a new child, federal and California law protect your right to take leave without losing your job. Our attorneys fight for employees whose FMLA and CFRA rights have been violated.
Schedule a free consultation today to discuss your family or medical leave case with a trusted Los Angeles attorney.
What Are Your Rights Under FMLA and CFRA?
The Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) provide eligible employees with up to 12 weeks of protected, unpaid leave per year for qualifying reasons — including serious health conditions, caring for a family member, and bonding with a new child. These laws guarantee that your job (or an equivalent position) will be waiting when you return.
CFRA provides broader protections than FMLA in several respects. CFRA covers employers with 5 or more employees (compared to FMLA’s 50-employee threshold), protects leave to care for a broader range of family members (including grandparents, grandchildren, siblings, and domestic partners), and does not run concurrently with pregnancy disability leave.
Common FMLA/CFRA violations include terminating employees who request or take protected leave, demoting or reducing pay upon return from leave, denying leave requests that meet legal requirements, retaliating against employees who take leave, and failing to reinstate employees to equivalent positions after leave.
At Novian & Novian, our FMLA and CFRA attorneys have extensive experience representing employees whose leave rights have been violated. We fight to hold employers accountable for interference with leave rights and retaliation against employees who exercise them.
How Can an FMLA/CFRA Lawyer Help?
An FMLA/CFRA lawyer helps employees who have been denied leave, terminated for taking leave, or retaliated against for exercising their leave rights pursue claims against their employers. These cases involve both interference claims (blocking the employee’s right to leave) and retaliation claims (punishing the employee for taking leave).
Our FMLA/CFRA attorneys at Novian & Novian review your employment records, leave requests, medical documentation, and the timeline of your employer’s actions to identify violations. We file complaints, negotiate settlements, and litigate cases involving denied leave, wrongful termination during or after leave, and retaliation for taking protected leave.
If your employer has violated your FMLA or CFRA rights, contact Novian & Novian for a free consultation. Our Los Angeles attorneys will evaluate your situation and fight for your rights.
What Our Clients Say
“I was fired two weeks after returning from CFRA leave. Novian & Novian proved it was retaliation and secured a substantial settlement that included lost wages and emotional distress damages.”
— Former Client, Los Angeles
“My employer denied my FMLA request even though I clearly qualified. Novian & Novian intervened, documented the interference, and got me the compensation I deserved.”
— Former Client, Encino
“Novian & Novian handled my CFRA case with compassion and expertise. They understood what I was going through and fought hard to hold my employer accountable for violating my leave rights.”
— Former Client, Torrance
Why Should You Choose Novian & Novian for Your FMLA/CFRA Case?
Novian & Novian has represented employees in FMLA and CFRA cases across California for over 35 years. We understand both the federal and state frameworks and know how to maximize protections for our clients.
Our attorneys recognize that employees who need medical or family leave are often in vulnerable situations. We provide compassionate, responsive representation while aggressively pursuing accountability from employers who violate leave rights.
Expert Knowledge of FMLA and CFRA
We are deeply experienced in both federal FMLA and California CFRA — including the significant differences between the two statutes and how to use both to maximize employee protections.
Experience With Interference and Retaliation Claims
We handle both types of leave violations — interference (blocking your right to leave) and retaliation (punishing you for taking leave). We often pursue both in a single case.
Proven Results for Employees
We have secured significant settlements and verdicts for employees terminated, demoted, or otherwise harmed for exercising their leave rights.
No Fees Unless We Win
We handle FMLA/CFRA cases on a contingency fee basis. You pay nothing unless we recover compensation for you.
Compassionate Representation
We understand you are dealing with a health crisis or family emergency on top of workplace problems. We handle the legal fight so you can focus on what matters.
FAQs
Below are answers to some of the most common questions:
Who Is Eligible for FMLA and CFRA Leave?
For FMLA, you must work for an employer with 50+ employees within 75 miles, have worked for the employer for 12+ months, and have worked 1,250+ hours in the past year. CFRA has broader coverage — it applies to employers with 5+ employees, with the same hours and tenure requirements.
What Qualifies as a Serious Health Condition?
A serious health condition involves inpatient care, continuing treatment by a healthcare provider, or a condition that makes you unable to perform your job functions. It includes chronic conditions (diabetes, asthma), conditions requiring multiple treatments (chemotherapy), and pregnancy-related conditions.
Can My Employer Fire Me While I Am on FMLA/CFRA Leave?
Generally, no. Employers cannot terminate you for taking protected leave. However, if the employer can prove that the termination was for legitimate reasons unrelated to your leave (such as a company-wide layoff), it may be lawful. An attorney can evaluate the circumstances.
What If My Employer Denies My Leave Request?
If you meet the eligibility requirements and your leave qualifies, your employer must grant the leave. Denial of a valid leave request is an interference violation. Contact an attorney to evaluate your options.
What Compensation Can I Recover for FMLA/CFRA Violations?
You may recover back pay, front pay, lost benefits, emotional distress damages (under CFRA), punitive damages (under CFRA), reinstatement, and attorney fees.
Does CFRA Cover Leave for Pregnancy?
CFRA provides up to 12 weeks of bonding leave after the birth of a child. California also provides separate pregnancy disability leave (PDL) of up to four months for pregnancy-related disabilities. PDL and CFRA bonding leave do not run concurrently, giving pregnant employees potentially more total leave.
Leave Rights Violated? We Fight for Working Families.
Our Los Angeles FMLA/CFRA attorneys protect employees whose leave rights have been violated. Contact Novian & Novian for a free consultation today.
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