Employees shouldn’t have to choose between protecting their health and their job. Unfortunately, that’s the exact position that many employers intentionally put workers in when they are more worried about coverage than their employees’ needs. The California Family Rights Act, or CFRA, gives many workers the right to take job-protected leave to handle serious medical and family needs. Even in 2026, a surprising number of Pasadena employees are punished by employers who forget or don’t know that they cannot punish workers for requesting, taking, or returning from protected leave. In these situations, talking to a Pasadena medical leave attorney is crucial.
The team at Riggins Law is proud to support workers throughout Pasadena. Attorney Christa Riggins has built her career helping employees enforce their rights in the workplace, securing settlements and litigating countless cases. Find out how our California employment law firm can help you by calling us at 626-365-1599 now.
Why Medical Leave Retaliation Still Happens in 2026
It’s well-known throughout California that CFRA provides employees at qualifying employers with up to 12 weeks of job-protected leave each year for qualifying reasons. So why is medical leave retaliation still such a common issue in 2026?
Employees may know that they are entitled to take leave, but they may not know that they are also protected from retaliation because of their medical leave. They may assume that getting fewer hours, getting iced out at the office, or even being terminated is part of being in the workforce. But under California law, CFRA cannot be used as a negative factor in employment decisions. It also cannot be counted against an employee’s attendance.
Retaliation still occurs because employers view medical leave as inconvenient or bad for the company. Rather than handling leave lawfully, employers may start creating paper trails to justify discipline or termination.
Common Signs of CFRA Retaliation
Retaliation is often subtle; it’s not always announced openly. Rather than saying, “We’re terminating you because you took leave,” employers may change how they treat the employee or hold them to higher standards than other workers. They may claim the employee had attendance issues, performance problems, or lost their job due to restructuring. Even when companies attempt to hide retaliation, medical leave lawyers can often demonstrate retaliation via common red flags.
Warning signs of retaliation include being fired shortly after requesting or returning from leave, getting demoted, losing hours, getting less preferable hours, being denied your job back, or being written up for absences covered by protected leave. You should also be wary if you’re suddenly excluded from meetings, criticized for medical appointments, or held to higher standards than coworkers.
CFRA Interference vs. Retaliation
Interference and retaliation are similar, but not the same. Interference occurs when employers try to discourage, delay, or completely block valid leave requests. They may refuse to provide leave paperwork or attempt to guilt the employee into staying.
Retaliation happens when an employer punishes an employee for requesting or using their protected leave rights. Just as California law protects your leave rights, it also protects you from retaliation.
Evidence to Save
Any evidence you can provide your medical leave attorney can make a difference in your claim. You should save:
- Request emails
- Text messages regarding leave
- HR forms
- Doctor notes
- Approval and denial letters
- Schedules
- Attendance records
- Write-ups
- Performance reviews
- Communication regarding your return to work
- Timeline of your leave request, time away, and return
Remedies That May Be Available
The remedies available to you depend largely on the facts of your case, but your medical leave lawyer can help you better understand the potential remedies for your specific claim. A successful claim may result in compensation for lost wages, lost benefits, and other harm caused by the employer’s actions. It may also include reinstatement or back pay. Your lawyer will look at the timing, the reasoning used for the actions against you, and what your documentation supports.
Schedule a Consultation With Our Pasadena Employment Law Firm
If you feel that your rights have been violated after taking medical leave, we’re here to talk. Let’s discuss your legal options and next steps. Just call us at 626-365-1599 or contact us online.
