Experienced & Aggressive Employment Lawyers in Los Angeles

About Wrongfully Terminated for Taking Too Much Family Leave

Unfortunately, it is still a very common occurrence where employers terminate employees because they do not want to provide any more family and baby bonding leave.  Family leave under FMLA/CFRA provides up to 12 weeks of unpaid leave for certain employees.  This leave can be taken all at once or spread out.

But, all employees have significantly more protection under California’s Fair Employment and Housing Act.  The need for family leave is a request for an accommodation and employer’s are required to provide reasonable accommodation. 

Employers who terminate employees for needing additional family leave, are in violation of the law.  Some employers summarily terminate an employee because they have exhausted 12 weeks of FMLA/CFRA.  That is illegal.  

It is also illegal when employers have maximum family leave policies.  An employer cannot simply fire an employee because it has a “rule” (for example) that 6 months of family leave is the maximum allowed. 

If you or someone you know has been fired or mistreated because of their disability or fired while on family leave, please contact us for a free confidential consultation.

Cases are handled on a contingency fee basis, meaning we only get paid after you do. Consultations/communications can be virtual if preferred.

“Emanuel Shirazi went above and beyond on my case. My employer treated me so unfairly and I felt like I had no where to turn. I met with Emanuel and he told me: I’ve got your back. This guy is a pit bull who never stops fighting for his clients. So glad he was on my side and not vice versa. Trust me, Emanuel won’t let you down.”

Case Focus: JT

Disability Law - Family Medical Leave

JT was a hard working employee who was suddenly in need of an immediate leave of absence to take care of his pregnant wife who was having complications. JT submitted a doctor’s note to his employer indicating his need for FMLA/CFRA leave and later baby bonding leave.

The human resources department from JT’s employer responded in writing that his request for leave had been approved.

But, shortly thereafter, JT receives a termination letter stating that he did not provide the correct documentation for the leave of absence.  JT was not warned about the termination and his employer was wrong about the forms not being provided.  JT’s employer was dead wrong and this was wrongful termination.

Under the FMLA, the California Family Rights Act, and California’s reasonable accommodation laws, employees must be given leaves of absence or time off to take care of an immediate family member’s disability/medical condition or to bond with their new child.  

If you believe you have been wrongfully terminated or discriminated against based on a protected category such as need for family medical leave, give us a call at 310-400-5891 for your free intake.

Cases are handled on a contingency fee basis, meaning we only get paid after you do. Consultations/communications can be virtual if preferred.

“I cannot recommend Mr. Shirazi enough! I was wrongfully terminated from my long term job. I didn’t know where to turn and found Mr. Shirazi. He took the time to talk to me for an hour explaining what legal rights I had. Upon hiring Mr. shirazi he kept me up to date on every step and was honest and upfront with me. He worked miracles and got me a great settlement. Mr Shirazi handles only employment cases and his expertise was invaluable to my case. if you find yourself in need of an employment attorney, Mr. Shirazi is the one to call.”


Founder Emanuel Shirazi is an employment lawyer in Los Angeles representing employees who have been legally wronged by their employers. In addition to representing employees, Mr. Shirazi used to defend employers while he worked at the largest employment law firms in the country. Thus, Mr. Shirazi knows the tricks of the trade of the other side and will use that to your advantage in your case. Mr. Shirazi’s experience helps him anticipate your employer’s defense and prepare accordingly.