Denied medical leave? Fired after caring for a loved one? Feeling punished for putting your health first? You may be facing an FMLA violation, and you’re not alone.
The Family and Medical Leave Act was designed to protect your right to take time off for your health or your family without putting your job at risk. Unfortunately, many employers ignore these protections and retaliate against employees who do the right thing.
At our Minneapolis firm, we fight for individuals who’ve been denied leave, wrongfully terminated after a medical absence, or punished for prioritizing their well-being. We represent workers across the Twin Cities and throughout Minnesota, because no one should have to choose between their health and their paycheck.
We understand the stress and uncertainty you’re facing. That’s why we’re here: to protect your job, your rights, and your future.
Not sure where to start? Call 612-349-2729 or fill out our free case evaluation form. We’ll listen, respond quickly, and guide you on the next steps to take.
Why You Should Hire a Family and Medical Leave Act Lawyer in Minneapolis
If you qualify for protection under the Family and Medical Leave Act, it is illegal for your employer to deny your leave, interfere with your recovery, or retaliate against you for taking time off to care for yourself or a loved one. Unfortunately, these violations happen more often than most people realize, and they can leave you feeling overwhelmed, anxious, and unsure of your rights.
Hiring an experienced FMLA lawyer is one of the most important steps you can take to protect your job, your income, and your peace of mind. Our Minneapolis-based attorneys are here to listen, advise, and act. We’ll review your situation thoroughly, explain your rights clearly, and build a strong strategy to hold your employer accountable.
FMLA claims are time-sensitive. The sooner you reach out, the more effectively we can protect your rights and help you move forward with confidence.
For a legal consultation with a family and medical leave act lawyer serving Minneapolis, call 612-349-2729
How Do I Prove an FMLA Violation Employment Claim With A Lawyer?
If you believe your employer violated your FMLA rights, the key to proving your claim is showing three things:
- You were eligible for FMLA leave.
- You followed the correct procedures to request it.
- Your employer either interfered with your leave or retaliated against you for using it.
We help Minneapolis employees gather the documentation, identify the specific violation, and build strong cases that hold up in court or settlement negotiations.
Under Minnesota law, FMLA violations generally fall into two categories: entitlement and interference claims and retaliation claims.
Entitlement and Interference Claims
To prove an interference claim, we first confirm your FMLA eligibility:
- You must have worked for your employer for at least 12 months.
- You must have logged at least 1,250 hours in the past year.
- Your employer must have at least 50 employees within 75 miles of your worksite in Minnesota.
Next, we demonstrate that you gave proper notice, this could be an email, a doctor’s note, or even a conversation informing your employer of your need for leave.
Finally, we show how your employer violated your rights. This may include:
- Denying your leave request
- Pressuring or threatening you during your recovery
- Assigning work during protected leave
Any of these actions may support an interference or entitlement claim under the FMLA.
Retaliation claims
If your employer took adverse action against you for using FMLA leave, such as firing, demoting, or sidelining you, this may be a case of retaliation.
Employers rarely admit to retaliating. Instead, they often cite performance issues or company changes. That’s why we focus on gathering 2 key types of evidence:
- Evidence that disproves the employer’s stated reason, like positive performance reviews or a lack of disciplinary history.
- Evidence of unequal treatment, showing that other employees with similar or worse records were treated more fairly.
With the right facts, your case becomes much stronger, and far more likely to succeed.
If you believe your employer retaliated or interfered with your protected leave, don’t wait. Schedule a free consultation with a Minneapolis-based FMLA attorney today. We’re here to help you uncover the truth and protect your rights.
Minneapolis Family and Medical Leave Act Lawyer Near Me 612-349-2729
Am I eligible for FMLA medical leave in Minneapolis?
Many Minneapolis employees meet the basic requirements for FMLA leave but don’t realize they’re protected until their rights are violated. If you’ve been with your employer for over a year, worked a consistent schedule, and are employed by a mid-sized or larger company, you may already be eligible under federal law.
Unfortunately, some workers only discover their eligibility after being denied leave, written up for absences, or even terminated for taking time off to care for themselves or a family member. That’s why understanding your eligibility is so important, because if you qualify, the law protects your right to take unpaid, job-secured leave for your own serious health condition or to care for a family member.
If you’re unsure whether your situation meets the criteria, we can help you review your work history, assess your employer’s responsibilities, and determine your eligibility for FMLA coverage.
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What to Do If You Need Medical Leave Under the FMLA
If you’re facing a serious health issue or need to care for a loved one, requesting FMLA leave may feel overwhelming. But taking the right steps early on can protect your job and your rights.
Start by notifying your employer in writing. You don’t need to mention “FMLA” specifically, but you should clearly explain that your time off is for a medical condition, either your own or a family member’s. Email is best, as it creates a record and avoids future confusion. Include as much detail as you’re comfortable sharing, including when you expect to be out and any updates along the way.
Your employer may ask for medical documentation or a doctor’s note. Respond promptly and thoroughly. Small delays in paperwork can create bigger problems, sometimes even lead to denied leave or disciplinary action.
If your request is met with resistance or confusion, know that you’re not alone. Many employees run into challenges even when they follow all the right steps. What matters is that you stay informed, keep records, and know your rights, because the law is on your side.
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How Much FMLA Leave Am I Entitled To Per Year?
Under the federal Family and Medical Leave Act (FMLA), eligible employees in Minneapolis and across Minnesota are entitled to up to 12 weeks of unpaid, job-protected leave every 12 months. This leave can be used to recover from a serious health condition or to care for a qualifying family member.
Whether you take leave all at once or in smaller segments, the total amount remains the same: 12 workweeks or 480 hours per year.
What Is Intermittent FMLA Medical Leave?
Intermittent leave allows you to take time off in separate blocks rather than in one continuous stretch. This is often used for medical treatments, flare-ups of chronic conditions, or caregiving responsibilities that arise at irregular intervals.
You may also qualify for a reduced leave schedule, which lets you temporarily reduce your work hours, such as switching from full-time to part-time, while recovering.
If your need for leave is foreseeable, such as for scheduled medical treatments, you’re required to give your employer at least 30 days’ advance notice. If the situation is unexpected, you should notify them as soon as it’s practical. Regardless of how your leave is taken, the total amount allowed remains the same: up to 12 workweeks per year, tracked hour by hour.
Tracking your hours in intermittent leave is very important. Employers often miscalculate leave when it’s taken in parts, and even small errors can result in lost time or wrongful denials.
Do I Get Paid When I’m On Medical Leave?
No. FMLA leave is unpaid. Your employer is not legally required to pay you during your leave, but the law does require that your job and health benefits be protected while you’re away.
Some employers offer paid leave programs as part of their benefits package, such as maternity, paternity, or caregiver leave; however, these are typically voluntary and vary by company. The Minnesota Pregnancy and Parental Leave Act also doesn’t guarantee paid time off.
Always check your employee handbook or HR policy to see if your company provides paid leave benefits. And if you were promised paid time off and didn’t receive it, legal help may be available.
Does FMLA Medical Leave Cover Pregnancy, Maternity, and Paternity Leave?
Yes, the FMLA provides job-protected leave for eligible employees in connection with pregnancy, childbirth, and bonding with a new child. This includes:
- Pregnancy-related medical leave for complications before the birth
- Maternity leave for recovery after childbirth
- Paternity leave for bonding time or to care for a partner recovering from childbirth
In short, the FMLA allows you to take time off for pregnancy complications, labor and delivery, postpartum recovery, and early bonding with your newborn. Fathers and non-birthing parents are equally entitled to leave to support their family and care for their new child.
Minnesota’s Paid Family and Medical Leave Program
Starting in 2026, Minnesota will introduce Paid Family and Medical Leave (PFML), a statewide program that provides partial wage replacement during qualifying leave. This program will allow eligible employees to take up to 12 weeks of paid leave, with a maximum of 20 combined weeks per year if both family and medical leave are used. It’s a major step forward for Minnesotans who currently struggle to balance their health and income needs.
Until then, FMLA remains a vital protection, especially when paired with good documentation and a clear understanding of your rights.
What Forms & Documentations Do I Need to Fill Out for FMLA leave?
To take protected leave under the FMLA, you’ll need to complete a few important steps and provide documentation that supports your request. Most employers will require:
- A written request outlining the reason and expected duration of your leave
- A doctor’s note from a licensed healthcare provider verifying the medical condition
- A completed FMLA medical certification form, typically WH-380-E (for your own health condition) or WH-380-F (if caring for a family member)
These forms serve as legal confirmation that your situation qualifies for FMLA protection.
Be sure to submit all required paperwork on time. Missing deadlines or leaving out key details could give your employer grounds to delay or deny your leave request. If you’re ever unsure about the process, ask for clarification in writing, and always keep copies of everything you provide. Protecting yourself starts with staying informed and organized.
Is FMLA Leave the Same as Short-Term Disability Leave?
No, FMLA leave and short-term disability are not the same, though they can overlap depending on your situation. The FMLA is a federal law that gives eligible employees job-protected, unpaid medical leave. Short-term disability, on the other hand, is a benefit, usually provided by your employer or a private insurance plan that replaces a portion of your income while you’re unable to work due to a medical condition.
If you qualify for both, you can receive disability pay during your FMLA leave. However, receiving short-term disability benefits does not replace your employer’s obligation to follow FMLA rules. Even if your time off is labeled “disability leave,” your job protections under the FMLA still apply.
We’ve seen many cases where employers blurred the lines between the two or used misleading labels to sidestep FMLA responsibilities. That’s why it’s critical to understand your rights, and to take action if they’ve been violated.
If you’re unsure which type of leave applies to your situation or if you lost your job while recovering, reach out to our team at Madia Law. We’ll review your case, explain your options, and make sure your rights are protected.
Can My Employer Fire Me for Requesting or Taking FMLA Leave?
Absolutely not. Your employer cannot legally fire you for requesting or using FMLA leave. The Family and Medical Leave Act includes a strong and clear anti-retaliation provision that protects you from being punished for exercising your rights. The Minnesota Pregnancy and Parental Leave Act offers similar protections for qualifying leave related to childbirth and parenting.
If you were fired, demoted, or treated unfairly after applying for medical leave or after speaking up about how your leave was handled, you may have a retaliation claim under federal or state law.
What Damages are Available Under the FMLA?
If your employer violated your rights under the FMLA, you may be entitled to more than just a return to your job. The law allows for meaningful financial compensation that can help you recover from the impact of the violation.
Here are the types of damages you may be able to recover:
- Back pay for wages and benefits you lost due to termination or demotion
- Front pay if you’re unable to return to your previous position
- Liquidated damages, which typically double the amount of your lost wages and benefits
- Attorney’s fees and court costs, so you aren’t left footing the legal bill
While the FMLA doesn’t allow for punitive damages or compensation for emotional distress, the financial recovery can still be substantial, especially in cases where the employer’s wrongdoing is clear.
What’s an Average Settlement for an FMLA Case?
There is no fixed settlement amount for FMLA cases, each outcome depends on the details of what happened and how it affected your income. Stronger evidence usually leads to stronger outcomes.
The value of your case depends on three main factors:
- How clearly your employer violated the FMLA
- How much pay or benefits you lost as a result
- How well the facts support your legal claim
Based on those factors and the closed case data from recent years, many Minnesota FMLA claims settle between $30,000 and $200,000. Cases involving retaliation, denial of leave, or termination after a valid FMLA request tend to result in higher settlements.
Our Twin Cities FMLA lawyers have helped employees recover six-figure outcomes in interference and retaliation cases. If your employer acted unlawfully, we can help you understand what your claim may be worth.
How Much is My FMLA Case Worth?
The value of your FMLA case in Minnesota depends on how your employer’s actions affected your income, career, and future. There is no fixed or average number, but successful claims often include compensation for lost wages, future lost earnings, and additional damages.
We look at several factors:
- How strong is the evidence?
- How much income have you lost?
- Whether your benefits were cut
- If your employer acted intentionally or recklessly
The clearer and more serious the violation, the stronger your case may be. Let us review your situation and give you an honest opinion about the strength and value of your potential case.
Real FMLA Case Result: $200,000 Settlement for a Minneapolis Worker
We helped a dedicated healthcare worker in Minneapolis recover $200,000 after her employer unlawfully denied her the right to return from FMLA-protected medical leave.
Sarah had worked for the same healthcare provider for 12 years. After injuring her back while assisting a patient, her doctor recommended she take time off under the Family and Medical Leave Act (FMLA). She used just 8 of her 12 eligible weeks and was cleared to return to work.
But instead of welcoming her back, her employer falsely claimed she had exhausted her leave, and terminated her.
We filed a claim for FMLA interference and wrongful denial of reinstatement, arguing that her rights under federal law had been clearly violated. Before the case went to trial, it settled for $200,000.
If you’ve been denied your job after medical leave, or were fired despite following the proper steps under the FMLA, you may have a similar claim. Don’t wait to find out, deadlines apply. Talk with us as soon as possible so we can help protect your rights and take action on your behalf.
What Should I Do If My Employer Won’t Give Me FMLA Leave or Fires Me for Taking It?
If your employer denied your FMLA leave, interfered with your medical time off, or terminated you after taking protected leave, it’s important to act quickly. Your job, income, and legal rights are on the line, and waiting too long can limit your options.
Here’s what you should do right away:
- Document everything. Write down the timeline of events, who was involved, what was said, and when it happened.
- Request your personnel file. In Minneapolis, you have the right to request a copy of your work record in writing.
- Save all communication. Keep emails, text messages, performance reviews, and any documentation related to your leave or termination.
- Explore your benefits. Consider applying for unemployment and reviewing your health coverage options under COBRA.
- Speak with a Minneapolis employment lawyer. The sooner we can evaluate your case, the better positioned you are to assert your rights and hold your employer accountable.
How Long Do I Have to File an FMLA Claim?
When your job and health are on the line, deadlines shouldn’t be overlooked. If you’ve been denied leave or faced retaliation, knowing how long you have to take action can make all the difference in protecting your rights.
In most cases, you must file your claim within 2 years of the violation. If your employer willfully broke the law, the deadline may extend to 3 years. This timeframe, known as the statute of limitations is strictly enforced. It begins on the date you were denied leave, forced to work during protected time off, or wrongfully terminated for using or requesting leave.
Missing the deadline, even by a few days, could mean losing your right to pursue justice, no matter how strong your case is.
If you believe your rights have been violated, don’t wait. Reach out to confirm your filing deadline and explore your legal options before time runs out. We’re here to help you protect what matters most: your job, your health, and your future.
Contact Our Minneapolis FMLA Attorneys Today
You’ve done your part by taking care of your health or your family, now let us take care of your rights. If your employer denied or interfered with your medical leave, we’re here to stand by you and make things right.Our experienced Minnesota employment law team is here to listen, guide you, and advocate for the justice you deserve.
At Madia Law, we proudly represent employees across Minneapolis who have faced FMLA violations, including wrongful termination, interference with protected leave, and retaliation. We know how stressful and confusing this process can be and we’re ready to help you take the next step with clarity and confidence.
Call 612-349-2729 or fill out a short case evaluation form. We’ll take the time to understand your situation, explain your legal options, and give you honest, straightforward advice.
You only have a limited time to act. Early action can mean the difference between justice and a missed opportunity. Your health, your job, and your future matter. Let’s protect them together.
Call 612-349-2729 or complete a Case Evaluation form
