You can be fired while FMLA is pending only if the reason is truly unrelated to your leave request. An employer may still act on documented performance issues, misconduct, or a real layoff, but it cannot use your FMLA request, protected absences, or medical leave needs as a negative factor in the decision.
That distinction matters for California employees. A pending FMLA request may also overlap with California Family Rights Act (CFRA) protections, disability accommodation rights, and retaliation laws. If the timing feels suspicious, preserve the timeline before signing anything.
Key Takeaways
- The Reason for Termination Is What Matters: FMLA protects you from being fired for taking leave, but it doesn’t stop your employer from letting you go for legitimate reasons. If you would have been laid off or fired for poor performance anyway, your FMLA request doesn’t provide immunity.
- Create a Paper Trail for Everything: Your strongest tool is documentation. Save every email, performance review, and medical note related to your leave. This record creates a clear timeline and can be critical in proving your termination was unfair.
- Suspicious Timing Warrants a Closer Look: If you’re fired right after requesting FMLA leave, especially with a strong work history, it’s a major red flag. Don’t dismiss your instincts, document the timeline and consult an employment lawyer to understand your rights, as strict deadlines apply.
Quick Answer: Can You Be Fired While FMLA Is Pending?
Yes, an employer can terminate you while an FMLA request is pending if the company can prove the decision was based on a legitimate reason separate from your leave. Examples may include documented misconduct, a preexisting performance process, or a layoff that would have affected your job regardless of your request.
No, an employer cannot fire you because you requested FMLA, because your leave might be inconvenient, or because absences should have been protected once the request is approved. Federal law bars employers from interfering with FMLA rights or using FMLA leave as a negative factor in discipline, promotion, scheduling, or termination decisions.
In California, the analysis may not stop with FMLA. Many employees also have California family and medical leave rights under CFRA, and some medical leave situations can involve disability accommodation laws. That is why the timeline, the employer’s stated reason, and your written records matter so much.
Legal vs. Illegal Termination While FMLA Is Pending
| Situation | Why it matters | Potential legal issue |
|---|---|---|
| Documented performance problems started before the leave request | The employer may argue the decision was already supported by records unrelated to FMLA. | May be legal if the evidence is consistent and not a cover story. |
| A true layoff or role elimination affects similarly situated employees | FMLA does not guarantee a job that would have disappeared anyway. | May be legal if your leave request did not influence selection. |
| You are fired right after requesting leave despite a clean record | Close timing can suggest the request triggered the decision. | Possible retaliation for requesting leave. |
| The employer counts FMLA-covered absences against attendance | Protected leave generally cannot be treated as unexcused absence once covered. | Possible FMLA interference or FMLA violation. |
| The employer suddenly changes the reason for firing you | Shifting explanations can undermine the company’s stated reason. | Possible wrongful termination after an FMLA request. |
What is FMLA and How Does It Protect You?
Life happens, and sometimes you need to step away from work to care for yourself or a loved one. That’s where the Family and Medical Leave Act (FMLA) comes in. It’s a federal law designed to help you balance your work and family responsibilities by allowing you to take unpaid, job-protected leave for specific family and medical reasons.
If you believe your rights have been violated, our Family and Medical Leave Act team can help you understand your options and pursue your claim.
Related articles: How to Sue for FMLA Violation: A Practical Guide | 5. How FMLA Cases Are Won by Employees: A Guide | How to Find a Lawyer for FMLA Retaliation
Understanding your rights under this law is the first step in protecting your job when you need time off the most. Let’s break down what FMLA is, who qualifies, and what protections it offers.
The Family and Medical Leave Act, Explained
Think of the FMLA as a safety net. It allows eligible employees to take up to 12 weeks of unpaid leave in a 12-month period for situations like the birth of a child, a serious health condition, or caring for a family member. The key benefit is that your job is protected while you’re away. This means your employer must give you back the same job or an equivalent one when you return. They also have to maintain your group health insurance coverage under the same terms as if you had continued to work. It’s a crucial protection that ensures you don’t have to choose between your health, your family, and your job.
Find Out if You Qualify for FMLA
Not everyone is automatically eligible for FMLA, and it’s important to know where you stand. To qualify for family and medical leave, you generally need to meet four specific criteria. First, you must work for a covered employer, which includes public agencies, schools, and private companies with 50 or more employees. Second, you need to have worked for that employer for at least 12 months. Third, you must have worked at least 1,250 hours for them during the 12 months before your leave starts. Finally, you must work at a location where your employer has at least 50 employees within a 75-mile radius. If you can check all four of these boxes, you likely have access to FMLA protections.
How FMLA Protects You While You Apply
The FMLA makes it illegal for your employer to interfere with your right to take leave. They can’t discourage you from applying, deny a valid request, or use your request as a negative factor in employment decisions like promotions or performance reviews. This protection against retaliation is a core part of the law. However, it’s important to understand that FMLA doesn’t give you absolute job immunity. It protects you from being fired because you requested or took leave, but it doesn’t protect you from legitimate employment actions. If you would have been laid off or fired for performance reasons regardless of your leave request, the FMLA doesn’t shield you from that decision.
When Firing an Employee With Pending FMLA May Be Legal
Waiting for your FMLA application to be approved can be a stressful time, and the last thing you want to worry about is your job security. You might assume that the moment you submit your request, you’re shielded from being fired. The reality is a bit more complex. While the Family and Medical Leave Act provides crucial protections, it doesn’t grant you absolute immunity from termination. An employer can’t fire you because you requested leave, but they can still fire you for legitimate reasons that are completely unrelated to your FMLA request. Understanding the difference is key to protecting your rights.
Documented performance or misconduct unrelated to leave
You can be fired while your FMLA application is pending, but only if the reason for your termination has nothing to do with your need for leave. The FMLA is designed to protect your job when you need time off for specific family or medical reasons; it’s not a shield against legitimate disciplinary action or company-wide changes. For example, if you have a documented history of poor performance or violating company policy, your employer can still move forward with termination. The same goes for a large-scale layoff that would have included your position whether you applied for family and medical leave or not. The critical factor is the employer’s motivation behind the decision.
Layoffs, restructuring, or role elimination
Distinguishing between a legal and illegal firing often comes down to intent. A legal termination is one based on factors separate from your FMLA request. Think of things like a company-wide restructuring, the elimination of your department, or well-documented performance issues that began long before you requested leave. An illegal termination, on the other hand, is a form of retaliation. It’s illegal for your employer to fire you for requesting FMLA or to use absences that would be covered by your leave as a reason to let you go. If your company’s attendance policy would normally lead to termination, they cannot apply it to FMLA-covered absences. This is a direct violation of your rights and constitutes wrongful termination.
False or incomplete information in the leave process
The timing of your termination can be a major red flag. If your employer fires you immediately after you submit your FMLA paperwork, especially if you have a clean performance record, it strongly suggests retaliation. On the other hand, if the company can show that the decision to terminate you was made and documented before you ever mentioned needing leave, their case becomes much stronger. One of the key protections of a pending application is that if your FMLA is approved, it is often backdated to cover your recent absences. This can invalidate any disciplinary action, including termination, that was based on those specific absences. The sequence of events is incredibly important in these situations.
When Firing an Employee With Pending FMLA May Be Illegal
While the FMLA provides crucial job protection, it doesn’t grant you immunity from being fired. The law is designed to protect you from being terminated because you requested or took leave. If your employer has a legitimate, non-discriminatory reason for letting you go that is completely separate from your FMLA request, the termination may be legal. Understanding these specific situations can help you assess whether your rights have been violated.
The employer used your leave request as a negative factor
If you had a history of poor performance or misconduct before you even thought about applying for FMLA, your employer can still move forward with termination. For example, if you were already on a performance improvement plan for missing deadlines or had received warnings for violating company policy, your FMLA request doesn’t erase that record. The key is that the employer must be able to show that their decision was based on your pre-existing, documented issues and not your need for leave. A termination under these circumstances is very different from a wrongful termination, where the firing is illegal.
The employer counted protected leave against attendance
Sometimes, a termination has nothing to do with you personally. If your company undergoes a large-scale layoff, downsizing, or restructuring, your position might be eliminated along with others. If your job would have been cut whether you were on leave or not, the termination is generally considered legal. Your employer should be able to demonstrate that you weren’t singled out and that the layoff was a legitimate business decision affecting a group of employees. Navigating the complexities of employment law can be tricky, but this is a key distinction to remember.
The employer discouraged, delayed, or interfered with FMLA rights
Similar to a company-wide layoff, your specific role could be eliminated for business reasons unrelated to your leave. This might happen if a department is dissolved, the company outsources your function, or your duties are absorbed by other team members due to a shift in business strategy. As long as the decision is not a pretext for firing you for taking leave, it is generally permissible. However, if you suspect the “position elimination” is just an excuse, it could be a form of illegal retaliation for exercising your FMLA rights.
False or incomplete information in the leave process.
Honesty is non-negotiable when you’re requesting protected leave. If you provide false information or fraudulent documents to obtain FMLA leave, you lose the law’s protections. An employer who discovers that you were dishonest in your application has the right to terminate your employment. This underscores the importance of being truthful and transparent throughout the process. Following the rules for family and medical leave is the best way to ensure you receive the protections you are entitled to.
Signs Your Firing Was Wrongful Termination
Losing your job is stressful, but it feels especially unfair when it happens right after you’ve requested medical leave. While employers can legally fire you for legitimate reasons even with a pending FMLA application, they can’t fire you because of your request. The timing can be a major red flag. If your termination felt connected to your need for leave, it’s time to look closer. Certain actions are clear indicators that your firing may have been a case of wrongful termination. Here are some common signs that your rights were violated.
Your Employer Interfered With Your Rights
Your employer isn’t allowed to stand in the way of you exercising your FMLA rights. This is called interference. For example, your manager might discourage you from applying, make the process unnecessarily difficult, or use your request as a reason to treat you differently. The U.S. Department of Labor is clear that employers cannot stop you from using your rights or treat you unfairly for trying. If you felt pressured to withdraw your request or faced obstacles that seemed designed to prevent you from taking leave, your employer may have illegally interfered with your family and medical leave rights.
You Were Punished for Requesting Leave
Retaliation is a classic sign of wrongful termination. If you were fired shortly after submitting your FMLA paperwork, the timing itself is suspicious. An employer cannot punish you for a legally protected action, like requesting FMLA leave. For instance, an employer can’t fire you for absences covered by FMLA, even if their normal attendance policy would otherwise justify it. This protection is a core part of the law. If your employer suddenly started writing you up for minor issues or used your FMLA-related absences as a reason for firing, you may have been a victim of retaliation at work.
You Were Fired to Prevent You From Taking Leave
Sometimes, an employer will fire an employee to stop them from taking leave in the first place. This is often called ‘preemptive firing,’ and it is illegal. If you informed your boss that you would need to apply for FMLA leave soon, for an upcoming surgery, for example, and you were suddenly terminated, that’s a huge red flag. The law protects you from being fired simply because your employer anticipates you will be taking protected leave. They can’t get rid of you just to avoid accommodating your future FMLA needs. This is a direct violation of your rights.
Your FMLA Request Was Used Against You
Termination isn’t the only way an employer can illegally penalize you. Sometimes, the retaliation is more subtle. Your employer cannot use your FMLA leave as a negative factor in any employment decisions. This means they can’t deny you a promotion, demote you, or reassign you to a less desirable position because you requested leave. If you returned from leave to find your job duties significantly changed for the worse, or if you were passed over for an opportunity you were qualified for, your FMLA request may have been used against you. These actions can contribute to a hostile work environment and are forms of unlawful retaliation.
FMLA, CFRA, and California Leave Protections
California employees may have overlapping leave protections under the federal FMLA and the California Family Rights Act. CFRA can protect eligible employees who need leave for their own serious health condition, to care for certain family members, or for other qualifying reasons recognized by California law.
How CFRA may apply to California employees
CFRA often works alongside FMLA, but the rules are not always identical. Employer coverage, qualifying family relationships, pregnancy-related leave, disability accommodation issues, and the way leave is counted can change the analysis. If you work in California, do not assume the federal FMLA answer is the whole answer.
Why California employees may have overlapping legal claims
A termination connected to medical or family leave may raise more than one claim. Depending on the facts, the issue could involve FMLA interference, CFRA violations, disability discrimination, failure to accommodate, retaliation, or wrongful termination in violation of public policy. Bluestone Law focuses on employee-side workplace rights and can evaluate how those claims fit together.
Common FMLA Myths That Can Cost You Your Job
The Family and Medical Leave Act (FMLA) is a critical law that provides job protection when you need it most. But there’s a lot of misinformation out there, and believing the wrong thing can put your job at risk. Understanding your actual rights, and the limits of those rights, is the best way to protect yourself. When you’re dealing with a serious health condition or a family emergency, the last thing you need is a misunderstanding that leads to a wrongful termination.
Let’s clear up some of the most common and dangerous myths about the FMLA. Knowing the truth can help you make informed decisions and spot potential red flags if your employer isn’t following the law. Think of this as your personal FMLA fact-check. We’ll walk through what the law really says about job security, employer eligibility, paid leave, and what happens if you’re let go while on leave. This knowledge is your first line of defense in ensuring your rights are respected.
Myth: FMLA Guarantees Your Job Is Safe
One of the biggest misconceptions is that FMLA makes you untouchable. The law provides “job-protected” leave, which means your employer must either return you to your original job or an equivalent one. However, it doesn’t grant you more protection than any other employee. If your company has a legitimate, non-discriminatory reason to terminate your position, like company-wide layoffs or documented performance issues that began before you requested leave, they can still legally let you go. The key is that the reason for the termination cannot be related to your request for or use of family and medical leave.
Myth: Every Employer Is Covered by FMLA
Many people assume FMLA applies to every job, but that’s not the case. The law has specific requirements for both employers and employees. For FMLA to apply, your employer must be a private-sector company with 50 or more employees, a public agency, or a school. Additionally, you must have worked for that employer for at least 12 months and for at least 1,250 hours in the 12 months before your leave. If you work for a small business with only a handful of employees, you likely aren’t covered by FMLA, though you may have rights under other state or local laws.
Myth: FMLA Leave Is Always Paid
This is a crucial point to understand for financial planning. The FMLA only guarantees unpaid leave. It protects your job and your health benefits, but it doesn’t require your employer to pay you during your time off. Some employers may allow or require you to use your accrued paid time off, like vacation or sick days, to cover some or all of your FMLA leave. California also has its own Paid Family Leave (PFL) program that can provide partial wage replacement. It’s important to check your company’s policy and state laws to see what paid options are available to you.
Myth: It’s Always Illegal to Be Fired During FMLA
This myth is closely related to the first one but deserves its own attention. It is absolutely illegal for an employer to fire you because you took FMLA leave. That would be a clear case of retaliation. However, it is not automatically illegal to be fired for other reasons while you are on leave. For example, if your employer discovers you committed a serious policy violation before your leave started, or if your entire department is eliminated for business reasons, the termination may be legal. The timing can be suspicious, but the legality depends entirely on the employer’s true motive.
What To Do If You Were Fired While FMLA Was Pending
When you’re dealing with a potential FMLA issue, documentation is your best friend. It might feel like extra work when you’re already stressed, but keeping a thorough record is one of the most powerful things you can do to protect your rights. Think of it as creating a clear, factual timeline of events. If your employer’s actions are ever questioned, you won’t have to rely on memory alone. You’ll have a file of evidence that tells the story for you. This paper trail can be the deciding factor in proving that your employer acted unlawfully. From performance reviews to casual emails, every piece of communication helps build a complete picture of your situation. Let’s walk through exactly what you should be saving.
Save the timeline and paperwork
Your history of performance reviews can be incredibly valuable. If you’ve consistently received positive feedback, it will be much harder for your employer to suddenly claim you were fired for poor performance right after you requested leave. Make sure you have copies of all your reviews, both good and bad. Also, save any emails or notes that praise your work. These documents create a baseline of your performance, making any sudden negative shift look suspicious. If you are let go, this evidence can be crucial in a wrongful termination claim. Keep these files in a personal folder at home or on a personal cloud drive, not on your work computer where you could lose access.
Ask for the termination reason in writing
Every email, text, or internal message about your leave request is a piece of your story. Be sure to keep a record of all communications with your employer regarding your FMLA leave. This includes your initial request, any follow-up questions from HR, and the official approval or denial. Don’t forget to save calendar invites for meetings about your leave, too. If you have important verbal conversations, follow up with a brief email summarizing what was discussed. For example, “Hi [Manager’s Name], just wanted to confirm our conversation today where we discussed…” This creates a written record and can be critical if you believe your FMLA rights have been violated.
Preserve medical certification and leave notices
Your need for FMLA leave is based on a serious health condition, either your own or a family member’s. That’s why your medical records are the foundation of your request. Keep an organized file of all related documents, including doctor’s notes, official medical certifications, and any correspondence with healthcare providers that supports your need for leave. These records validate your request and prove that you have a legitimate reason to be protected under the FMLA. Having this information ready and organized shows that you are acting in good faith and can help protect you from claims that your leave is not justified, which can sometimes be a factor in disability discrimination.
Speak with a California employment lawyer before signing anything
If the worst happens and you are terminated, it is essential to get a copy of your official termination notice. This document should state the company’s official reason for ending your employment. Read it carefully. Does the reason seem vague, or does it contradict your performance history? This piece of paper is a critical piece of evidence. If your employer is hesitant to provide a reason in writing, you should ask for one. The stated reason for your termination will be closely examined to see if it connects to your FMLA leave, which could be a clear sign of illegal retaliation.
Suspect Wrongful Termination? Take These Steps
If you’ve been fired shortly after applying for FMLA leave, your head is probably spinning. It’s easy to feel powerless, but you have more control than you think. If the reason for your termination feels off or just doesn’t add up, it’s worth investigating. Taking a few clear, organized steps right now can make a huge difference in protecting your rights and figuring out what happened. Think of this as your action plan for getting clarity and deciding what to do next.
Write Down Everything You Remember
Grab a notebook or open a new document and start creating a timeline. Write down every detail you can recall about your FMLA request and termination. Note the date you submitted your request, who you spoke with, and what their reaction was. Include dates of any relevant conversations, emails, or performance reviews, both positive and negative, leading up to your firing. Memories can get fuzzy under stress, but a detailed, written record is a powerful tool. This timeline will be incredibly helpful if you decide to speak with an attorney about a potential wrongful termination claim.
Know Your Legal Deadlines
When it comes to taking legal action, the clock is ticking. There are strict deadlines, known as statutes of limitations, for filing a claim. For FMLA violations, you generally have two years from the date the violation occurred to file a complaint. This might seem like a long time, but it can pass quickly when you’re dealing with the stress of losing a job and finding a new one. Missing this deadline can mean losing your right to seek justice, no matter how strong your case is. Understanding these time limits is a critical first step in protecting your rights under employment law.
Question Reasons That Seem Off
Your employer has to give you a reason for your termination. Now is the time to look at that reason with a critical eye. Does it make sense? Or does it feel like a convenient excuse? For instance, if you were let go for “poor performance” right after requesting leave, but you have a history of positive reviews, that’s a major red flag. An employer can’t use your FMLA request as a negative factor in any employment decision. Firing you to prevent you from taking leave or as punishment for requesting it is a form of illegal retaliation. If the timing seems suspicious and the reason is weak, it’s a sign that your FMLA request may have been the real cause.
Where to Turn for Help if Your Rights Were Violated
Feeling like your employer has wronged you can be incredibly isolating, but you don’t have to handle it alone. If you believe your FMLA rights were violated, you have several clear paths to seek help and hold your employer accountable. Knowing your options is the first step toward getting the justice you deserve. These organizations and professionals are in place specifically to protect employees like you.
File a Complaint with the Department of Labor
The U.S. Department of Labor’s Wage and Hour Division (WHD) is the federal agency responsible for enforcing the FMLA. If you think your employer interfered with your right to take leave or retaliated against you for requesting it, you can file a formal complaint. The WHD will investigate your claim, and if they find a violation, they can take legal action to restore your job and recover lost wages. This is a powerful, no-cost option to have a federal agency investigate your situation. It’s a formal process designed to give you a voice and ensure the law is upheld without you having to pay for legal representation.
Contact Your State Labor Agency
In addition to federal protections, California has its own robust laws that protect workers. You can reach out to the California Labor Commissioner’s Office for guidance and support. State agencies can help you understand your rights under both state and federal law and may offer resources or mediation to resolve the issue with your employer. This is an excellent local resource that can provide another layer of support and information specific to the laws in our state. They are familiar with the unique challenges California employees face and can be a valuable ally as you figure out your next steps.
Know When to Call an Employment Lawyer
While government agencies are a great resource, nothing replaces the personalized guidance of an experienced employment lawyer. If you suspect you’ve been the victim of wrongful termination or retaliation, consulting with an attorney is your strongest move, including a wrongful termination lawyer consultation when the firing may be tied to protected leave. A lawyer can evaluate the specific details of your case, help you gather the right evidence, and explain your legal options. They understand the nuances of California law and can advocate directly on your behalf to protect your rights and secure the best possible outcome for you. This dedicated support is crucial when you’re facing a complex and stressful situation.
Proactive Steps to Safeguard Your Job
While you can’t control your employer’s every move, you can take smart, proactive steps to protect yourself while your FMLA application is pending. Think of this as building a clear record that shows you’ve handled everything correctly and professionally. Being organized and communicative is your best defense against potential misunderstandings or unfair treatment. These actions create a paper trail that can be incredibly valuable if you ever need to question the legality of your employer’s decisions. It’s not about expecting the worst; it’s about being prepared for anything. By carefully managing your requests and communications, you establish a strong foundation that demonstrates your professionalism and makes it much more difficult for an employer to justify any adverse action against you. This approach puts you in a position of strength, ensuring you’ve done everything right on your end.
Submit a Clear and Documented Request
Always put your request for leave in writing, even if you’ve already had a verbal conversation. An email to your manager and HR department creates a timestamped record that can’t be disputed later. In your request, clearly state that you are requesting leave under the FMLA, the reason for your leave, its expected start date, and its anticipated duration. Keep a copy of this request and any responses you receive. This documentation is the first thing an employment lawyer will ask to see if you suspect your rights have been violated, as it forms the basis of your protected leave.
Follow Company Procedures and Deadlines
Check your employee handbook or company intranet for specific policies on requesting leave. Your employer may have a particular form you need to complete or a required notice period. Following these internal rules to the letter makes it much harder for your employer to claim you did something wrong. It also shows you’re acting in good faith. Make sure you meet the general FMLA eligibility requirements as well, this demonstrates you’ve done your homework and are aware of your rights under the law. Adhering to procedure is a simple but powerful way to protect your job.
Keep Communication Professional and Open
Maintain a professional and open line of communication with your employer throughout the process. This doesn’t mean you need to share every private detail of your medical situation, but you should provide necessary updates as required by company policy. Keep your emails and conversations polite and focused on the facts. This approach helps prevent misunderstandings and reduces the chance that your employer can create a false narrative about your performance. Remember, employers are not allowed to treat you unfairly for using your FMLA rights, and clear communication helps protect you from subtle forms of workplace retaliation.
Related Articles
- FMLA Violations by Employers | Know Your Rights
- 7 Red Flags of FMLA Violations by Employers
- How to Sue for FMLA Violations & Retaliation
- The Secrets to FMLA Cases Won by Employees
Frequently Asked Questions
Can my employer fire me for attendance while FMLA is pending?
Your employer may not be allowed to count absences that should be protected by FMLA against you. If the leave is approved and covers the absence period, attendance-based discipline or termination can become evidence of interference or retaliation. Save the attendance notices, leave paperwork, and any emails showing when the employer knew you needed protected leave.
Does FMLA protect me before it is approved?
FMLA protections can begin before formal approval when your employer has enough information to understand that you may need qualifying leave. You do not always need to use legal terms or say “FMLA” perfectly. The key question is whether the employer had notice of a potentially qualifying reason and still discouraged, delayed, denied, or punished the request.
Can I be fired after my FMLA is approved?
Yes, but not because you used approved FMLA leave. An employer can still make legitimate employment decisions that are unrelated to leave, such as a documented layoff or misconduct decision. It cannot use protected leave as a negative factor, count protected absences against you, or return you to a worse role as punishment.
What if my employer says I was fired for performance?
Performance is one of the most common explanations employers give after an FMLA request. Look closely at timing, prior reviews, whether the criticism started only after you requested leave, and whether similarly situated employees were treated differently. A sudden paper trail can be very different from long-standing, consistent documentation.
How long do I have to act after an FMLA-related firing?
Deadlines vary depending on the claims involved and whether the case includes federal FMLA, California CFRA, retaliation, discrimination, or wrongful termination issues. Some claims require agency filings before a lawsuit. Because delay can weaken evidence and affect deadlines, speak with an employment lawyer as soon as possible after an FMLA-related firing.
Talk to Bluestone Law About FMLA Retaliation or Wrongful Termination
If you were fired after requesting medical or family leave, Bluestone Law can help you evaluate whether the employer had a legitimate reason or used your leave request as a pretext. Bring your termination notice, leave paperwork, performance reviews, attendance records, and emails so the timeline can be reviewed carefully.
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