Family and Medical Leave Violations

You shouldn’t be punished for taking care of yourself or your family.

Under the Family and Medical Leave Act (FMLA) and New York leave laws, you have the right to take time off to care for a newborn, recover from a serious health condition, or support a family member without fear of losing your job. When employers ignore or violate these rights, Legal Ally partner, Jessica A. Rounds, is here to hold them accountable.

What Legally Counts as an FMLA Violation?

The FMLA provides up to 12 weeks of unpaid, job-protected leave per year for certain family or medical reasons. New York offers additional protections, including paid family leave. Violations occur when employers:

• Deny your request for leave without proper reason
• Refuse to reinstate you to your job (or a comparable one) after your return
• Reduce your pay, demote you, or change your duties after taking leave
• Pressure you to return early or work while on leave
• Retaliate against you for requesting or taking protected leave

Jessica A. Rounds Knows How Employers Sidestep Employment Laws

Jessica is a former defense attorney for major corporations. Now she's representing employees. She knows firsthand how companies delay, deny, or retaliate against employees who take protected leave. Now she uses that knowledge to fight for workers like you.

With Legal Ally on your side, you gain a skilled advocate who understands the legal loopholes and how to close them.

Retaliation Is Illegal

It’s against the law for your employer to punish you for taking or even asking about leave under FMLA or New York law. If you were demoted, fired, or treated unfairly after asserting your rights, you may be entitled to compensation.

Read: Your Legal Rights Against Workplace Retaliation in New York →

What Can You Recover in a Leave Violation Case?

• Back Pay: Reimbursement for lost wages or benefits due to wrongful termination or demotion
• Reinstatement: Return to your previous job or a comparable position
• Emotional Damages: Compensation for stress, anxiety, or humiliation
• Liquidated Damages: Double damages in certain FMLA violation cases
• Attorney’s Fees: Your employer may be required to cover legal costs