FMLA lawyer
We will work for free unless we win
We service the entire New York State area
Aggressive and Strategic FMLA lawyers
Millions already recovered for prior clients
Examples of FMLA violations
Examples of FMLA violations
Learn from our real-life FMLA examples and see if you are entitled to compensation
My boss told me I can’t take time off work to deal with a serious medical problem
My company fired me when I told them that I needed time off after my baby was born
My company fired me after I returned from my pregnancy leave
The HR department at my company said I can't take time off from work to care for a sick relative
While I was out on FMLA leave, my boss made me do some work from home
My boss told me I can’t take time off work to deal with a serious medical problem
My boss told me I can’t take time off work to deal with a serious medical problem
My company fired me when I told them that I needed time off after my baby was born
My company fired me when I told them that I needed time off after my baby was born
My company fired me after I returned from my pregnancy leave
My company fired me after I returned from my pregnancy leave
The HR department at my company said I can't take time off from work to care for a sick relative
The HR department at my company said I can't take time off from work to care for a sick relative
While I was out on FMLA leave, my boss made me do some work from home
While I was out on FMLA leave, my boss made me do some work from home
Mistreated by your employer? Call us now
Mistreated by your employer? Call us now
(332) 286-1949
Fast response time
Same day free consultation
Types of wage and hour lawyer cases
$120k recovered for maternal leave rights
$80k recovered for disability and age discrimination
$70k recovered for FMLA leave for injury
$92k recovered for employer retaliation
$120k recovered for maternal leave rights
Background: We helped a client who was fired from her job as a bookkeeper at a medium-sized business after revealing her pregnancy. Upon returning to work from her first maternity leave, she faced resistance when discussing potential leave for her second pregnancy. Her manager expressed concern about frequent absences and labeled her prior leave as excessive. She was ultimately terminated before the birth of her second child for alleged performance issues.
Outcome: When we got involved, we sued the company for retaliation under the Paid Family Leave Act and the FMLA. We ended up winning the case, and recovering approximately $120,000 for the client.
Result:
$120,000
Types of wage and hour lawyer cases
$120k recovered for maternal leave rights
$80k recovered for disability and age discrimination
$70k recovered for FMLA leave for injury
$92k recovered for employer retaliation
$120k recovered for maternal leave rights
Background: We helped a client who was fired from her job as a bookkeeper at a medium-sized business after revealing her pregnancy. Upon returning to work from her first maternity leave, she faced resistance when discussing potential leave for her second pregnancy. Her manager expressed concern about frequent absences and labeled her prior leave as excessive. She was ultimately terminated before the birth of her second child for alleged performance issues.
Outcome: When we got involved, we sued the company for retaliation under the Paid Family Leave Act and the FMLA. We ended up winning the case, and recovering approximately $120,000 for the client.
Result:
$120,000
Types of wage and hour lawyer cases
$120k recovered for maternal leave rights
Background: We helped a client who was fired from her job as a bookkeeper at a medium-sized business after revealing her pregnancy. Upon returning to work from her first maternity leave, she faced resistance when discussing potential leave for her second pregnancy. Her manager expressed concern about frequent absences and labeled her prior leave as excessive. She was ultimately terminated before the birth of her second child for alleged performance issues.
Outcome: When we got involved, we sued the company for retaliation under the Paid Family Leave Act and the FMLA. We ended up winning the case, and recovering approximately $120,000 for the client.
Result:
$120,000
$80k recovered for disability and age discrimination
Background: During a routine doctor’s visit, our client found out that he had a heart condition which required surgery. When he provided the doctor's note to his boss, the response was dismissive, expressing concerns about the financial impact on the company and implying our client was getting too old for the job. The boss suggested delaying the surgery, but when our client insisted on prompt intervention as advised by the doctor, he was terminated from his job.
Outcome: We argued that our client was retaliated against for attempting to exercise his rights under the FMLA, and that he had also been discriminated against due to his disability and his age. We ended up recovering approximately $80,000 for our client.
Result:
$80,000
$70k recovered for fmla leave for injury
Background: A client who worked in an office job was injured outside of work. He went to the Emergency Room, and used sick time. His doctor told him he needed time off from work to recuperate from his injuries. He told his boss that he would need to use FMLA leave. His boss said he could not afford to have him take time off, and if he wanted to take time off, he could find another job. Our client ended up being terminated.
Outcome: We were able to recover approximately $70,000 for our client because he was fired in retaliation for trying to exercise his rights under the FMLA.
Result:
$70,000
$92k recovered for employer retaliation
Background: A client approached us following her termination from employment. Despite being on FMLA leave after the birth of her child, her boss consistently sent work and insisted on her availability via email. A few weeks postpartum, she was abruptly demanded to come to the workplace for an inventory count. Expressing her exhaustion and the inappropriate nature of the request, she was terminated on the spot, leading her to seek our assistance.
Outcome: We were able to recover $92,000 for her, as she had been fired in retaliation for exercising her rights under the FMLA.
Result:
$92,000
Types of wage and hour lawyer cases
$120k recovered for maternal leave rights
Background: We helped a client who was fired from her job as a bookkeeper at a medium-sized business after revealing her pregnancy. Upon returning to work from her first maternity leave, she faced resistance when discussing potential leave for her second pregnancy. Her manager expressed concern about frequent absences and labeled her prior leave as excessive. She was ultimately terminated before the birth of her second child for alleged performance issues.
Outcome: When we got involved, we sued the company for retaliation under the Paid Family Leave Act and the FMLA. We ended up winning the case, and recovering approximately $120,000 for the client.
Result:
$120,000
$80k recovered for disability and age discrimination
Background: During a routine doctor’s visit, our client found out that he had a heart condition which required surgery. When he provided the doctor's note to his boss, the response was dismissive, expressing concerns about the financial impact on the company and implying our client was getting too old for the job. The boss suggested delaying the surgery, but when our client insisted on prompt intervention as advised by the doctor, he was terminated from his job.
Outcome: We argued that our client was retaliated against for attempting to exercise his rights under the FMLA, and that he had also been discriminated against due to his disability and his age. We ended up recovering approximately $80,000 for our client.
Result:
$80,000
$70k recovered for fmla leave for injury
Background: A client who worked in an office job was injured outside of work. He went to the Emergency Room, and used sick time. His doctor told him he needed time off from work to recuperate from his injuries. He told his boss that he would need to use FMLA leave. His boss said he could not afford to have him take time off, and if he wanted to take time off, he could find another job. Our client ended up being terminated.
Outcome: We were able to recover approximately $70,000 for our client because he was fired in retaliation for trying to exercise his rights under the FMLA.
Result:
$70,000
$92k recovered for employer retaliation
Background: A client approached us following her termination from employment. Despite being on FMLA leave after the birth of her child, her boss consistently sent work and insisted on her availability via email. A few weeks postpartum, she was abruptly demanded to come to the workplace for an inventory count. Expressing her exhaustion and the inappropriate nature of the request, she was terminated on the spot, leading her to seek our assistance.
Outcome: We were able to recover $92,000 for her, as she had been fired in retaliation for exercising her rights under the FMLA.
Result:
$92,000
Types of wage and hour lawyer cases
$120k recovered for maternal leave rights
$80k recovered for disability and age discrimination
$70k recovered for FMLA leave for injury
$92k recovered for employer retaliation
$120k recovered for maternal leave rights
Background: We helped a client who was fired from her job as a bookkeeper at a medium-sized business after revealing her pregnancy. Upon returning to work from her first maternity leave, she faced resistance when discussing potential leave for her second pregnancy. Her manager expressed concern about frequent absences and labeled her prior leave as excessive. She was ultimately terminated before the birth of her second child for alleged performance issues.
Outcome: When we got involved, we sued the company for retaliation under the Paid Family Leave Act and the FMLA. We ended up winning the case, and recovering approximately $120,000 for the client.
Result:
$120,000
A guided and stress-free process
Leave the stress behind—our lawyers will handle your case from start to finish.
Step 1: Tell us your story
Book a free consultation, where we'll listen to your story, assess the strength of your case, and outline a clear action plan for you.
Step 2: Build your case
Our team will collect all the essential information from you to start building your case.
Step 3: We'll do the rest
Trust our team to handle your case. We'll handle all communication with your employer, giving you peace of mind.
A guided and stress-free process
Leave the stress behind—our lawyers will handle your case from start to finish.
Step 1: Tell us your story
Book a free consultation, where we'll listen to your story, assess the strength of your case, and outline a clear action plan for you.
Step 2: Build your case
Our team will collect all the essential information from you to start building your case.
Step 3: We'll do the rest
Trust our team to handle your case. We'll handle all communication with your employer, giving you peace of mind.
A guided and stress-free process
Leave the stress behind—our lawyers will handle your case from start to finish.
Step 1: Tell us your story
Book a free consultation, where we'll listen to your story, assess the strength of your case, and outline a clear action plan for you.
Step 2: Build your case
Our team will collect all the essential information from you to start building your case.
Step 3: We'll do the rest
Trust our team to handle your case. We'll handle all communication with your employer, giving you peace of mind.
Unknown facts about employment law
Over 50% of all cases are settled by employers before any court filings
Your employer will not be allowed to contact you if we take your case
95% of cases are settled by employers before the trial
It usually only takes six weeks before an employer tries to settle
Always free for you.
We are paid only if we win your case
Written evidence is not a must have requirement for every case type
Unknown facts about employment law
Over 50% of all cases are settled by employers before any court filings
Your employer will not be allowed to contact you if we take your case
95% of cases are settled by employers before the trial
It usually only takes six weeks before an employer tries to settle
Always free for you.
We are paid only if we win your case
Written evidence is not a must have requirement for every case type
Unknown facts about employment law
Over 50% of all cases are settled by employers before any court filings
Your employer will not be allowed to contact you if we take your case
95% of cases are settled by employers before the trial
It usually only takes six weeks before an employer tries to settle
Always free for you.
We are paid only if we win your case
Written evidence is not a must have requirement for every case type
FAQ
We’re here for you. Browse our FAQ or get in touch.
Can I take FMLA for mental health?
Generally speaking, yes, mental illnesses are covered by the FMLA.
Can I take FMLA for mental health?
Generally speaking, yes, mental illnesses are covered by the FMLA.
Can I take FMLA for mental health?
Generally speaking, yes, mental illnesses are covered by the FMLA.
What are the FMLA rules?
The most basic FMLA requirements are that your employer must be large enough to fall under FMLA, and you must have worked there for at least a year.
What are the FMLA rules?
The most basic FMLA requirements are that your employer must be large enough to fall under FMLA, and you must have worked there for at least a year.
What are the FMLA rules?
The most basic FMLA requirements are that your employer must be large enough to fall under FMLA, and you must have worked there for at least a year.
How long does FMLA last?
FMLA leave is limited to 12 weeks in a year.
How long does FMLA last?
FMLA leave is limited to 12 weeks in a year.
How long does FMLA last?
FMLA leave is limited to 12 weeks in a year.
Can I use FMLA for anxiety or stress?
Anxiety is a recognized medical condition and is covered under the FMLA. However, general stress is probably not covered under the FMLA. If you have any questions about leave under the FMLA for anxiety, you can get in touch with an FMLA attorney at Manifest Law.
Can I use FMLA for anxiety or stress?
Anxiety is a recognized medical condition and is covered under the FMLA. However, general stress is probably not covered under the FMLA. If you have any questions about leave under the FMLA for anxiety, you can get in touch with an FMLA attorney at Manifest Law.
Can I use FMLA for anxiety or stress?
Anxiety is a recognized medical condition and is covered under the FMLA. However, general stress is probably not covered under the FMLA. If you have any questions about leave under the FMLA for anxiety, you can get in touch with an FMLA attorney at Manifest Law.
What are examples of FMLA violations by employers?
An example of an FMLA violation by an employer would be if the employer tries to interfere with your rights to take FMLA leave by either discouraging you from applying for FMLA leave, or telling you that you will lose your job if you are out for too long.
What are examples of FMLA violations by employers?
An example of an FMLA violation by an employer would be if the employer tries to interfere with your rights to take FMLA leave by either discouraging you from applying for FMLA leave, or telling you that you will lose your job if you are out for too long.
What are examples of FMLA violations by employers?
An example of an FMLA violation by an employer would be if the employer tries to interfere with your rights to take FMLA leave by either discouraging you from applying for FMLA leave, or telling you that you will lose your job if you are out for too long.
How do you tell your boss you're taking FMLA?
There are no “magic words” that you need to use to exercise your rights under the FMLA. You can simply say “my doctor said I need 4 weeks off from work” and hand your boss a doctors’ note.
How do you tell your boss you're taking FMLA?
There are no “magic words” that you need to use to exercise your rights under the FMLA. You can simply say “my doctor said I need 4 weeks off from work” and hand your boss a doctors’ note.
How do you tell your boss you're taking FMLA?
There are no “magic words” that you need to use to exercise your rights under the FMLA. You can simply say “my doctor said I need 4 weeks off from work” and hand your boss a doctors’ note.
How long after FMLA can you quit?
There are no requirements that you stay at your job after you take FMLA leave.
How long after FMLA can you quit?
There are no requirements that you stay at your job after you take FMLA leave.
How long after FMLA can you quit?
There are no requirements that you stay at your job after you take FMLA leave.
How do I apply for FMLA?
There are no “magic words” to apply for FMLA. Assuming you are eligible to take FMLA leave, you simply need to tell your company that you need time off for a family or medical reason. Your employer will likely require a doctor’s note.
How do I apply for FMLA?
There are no “magic words” to apply for FMLA. Assuming you are eligible to take FMLA leave, you simply need to tell your company that you need time off for a family or medical reason. Your employer will likely require a doctor’s note.
How do I apply for FMLA?
There are no “magic words” to apply for FMLA. Assuming you are eligible to take FMLA leave, you simply need to tell your company that you need time off for a family or medical reason. Your employer will likely require a doctor’s note.
What happens if my employer isn’t eligible for FMLA?
There are other state specific programs and private insurance programs available. You should consult with your HR department or a qualified attorney in your area.
What happens if my employer isn’t eligible for FMLA?
There are other state specific programs and private insurance programs available. You should consult with your HR department or a qualified attorney in your area.
What happens if my employer isn’t eligible for FMLA?
There are other state specific programs and private insurance programs available. You should consult with your HR department or a qualified attorney in your area.
Speak to us today
Learn how much you may be owed!
You deserve to be fairly treated at your workplace
All calls are confidential and can be anonymous
You are not obligated to hire us or proceed with the case
Fast response. Same day free consultation.
Avi Goldenberg
Experienced attorney at Manifest Law
Speak to us today
Learn how much you may be owed!
You deserve to be fairly treated at your workplace
All calls are confidential and can be anonymous
You are not obligated to hire us or proceed with the case
Fast response. Same day free consultation.
Avi Goldenberg
Experienced attorney at Manifest Law
Speak to us today
Learn how much you may be owed!
You deserve to be fairly treated at your workplace
All calls are confidential and can be anonymous
You are not obligated to hire us or proceed with the case
Fast response. Same day free consultation.
Avi Goldenberg
Experienced attorney at Manifest Law
Attorney Advertising. This website is intended for general informational purposes only. It does not constitute legal advice and is no substitute for consulting a licensed attorney. Only an attorney can provide you with legal advice, and only after considering your specific facts and circumstances. You should not act on any information on this website without first seeking the advice of an attorney. Manifest Law is an association of lawyers and legal entities that have agreed to do business under a common name, which includes Manifest Legal Services LLC and Manifest Law, PLLC. The use of the name “Manifest Law” does not imply that all lawyers or legal entities within the Manifest Law family are part of a single partnership or that they are responsible for the acts or omissions of each other. Any specific attorney-client engagement, the scope of any such attorney-client relationship, and the legal responsibility for any such engagement will be set forth in the retainer agreement entered into between the client and the relevant Manifest Law attorney(s). All legal services are conducted by licensed immigration professionals. Manifest Legal is an Arizona ABS company. This website is regulated by the Arizona Rules of Professional Conduct
2025 Manifest Copyright. All Rights Reserved.
Attorney Advertising. This website is intended for general informational purposes only. It does not constitute legal advice and is no substitute for consulting a licensed attorney. Only an attorney can provide you with legal advice, and only after considering your specific facts and circumstances. You should not act on any information on this website without first seeking the advice of an attorney. Manifest Law is an association of lawyers and legal entities that have agreed to do business under a common name, which includes Manifest Legal Services LLC and Manifest Law, PLLC. The use of the name “Manifest Law” does not imply that all lawyers or legal entities within the Manifest Law family are part of a single partnership or that they are responsible for the acts or omissions of each other. Any specific attorney-client engagement, the scope of any such attorney-client relationship, and the legal responsibility for any such engagement will be set forth in the retainer agreement entered into between the client and the relevant Manifest Law attorney(s). All legal services are conducted by licensed immigration professionals. Manifest Legal is an Arizona ABS company. This website is regulated by the Arizona Rules of Professional Conduct
2025 Manifest Copyright. All Rights Reserved.
Attorney Advertising. This website is intended for general informational purposes only. It does not constitute legal advice and is no substitute for consulting a licensed attorney. Only an attorney can provide you with legal advice, and only after considering your specific facts and circumstances. You should not act on any information on this website without first seeking the advice of an attorney. Manifest Law is an association of lawyers and legal entities that have agreed to do business under a common name, which includes Manifest Legal Services LLC and Manifest Law, PLLC. The use of the name “Manifest Law” does not imply that all lawyers or legal entities within the Manifest Law family are part of a single partnership or that they are responsible for the acts or omissions of each other. Any specific attorney-client engagement, the scope of any such attorney-client relationship, and the legal responsibility for any such engagement will be set forth in the retainer agreement entered into between the client and the relevant Manifest Law attorney(s). All legal services are conducted by licensed immigration professionals. Manifest Legal is an Arizona ABS company. This website is regulated by the Arizona Rules of Professional Conduct
2025 Manifest Copyright. All Rights Reserved.