What Is Considered FMLA Harassment?

Juliet D'cruz

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What Is Considered FMLA Harassment

Are you curious to know what is considered FMLA harassment? You have come to the right place as I am going to tell you everything about considered FMLA harassment in a very simple explanation. Without further discussion let’s begin to know what is considered FMLA harassment?

What Is Considered FMLA Harassment?

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid leave per year for certain family or medical reasons. While FMLA is designed to protect employees’ rights, some employers may engage in FMLA harassment, which can be illegal and have serious consequences. In this blog post, we will discuss what is considered FMLA harassment and what to do if you experience it.

What Is FMLA Harassment?

FMLA harassment is any conduct or action by an employer that interferes with or retaliates against an employee’s use of FMLA leave. This can include verbal or written threats, negative comments or attitudes towards an employee’s FMLA leave, demotion, or termination of employment due to an employee’s use of FMLA leave. It can also include any other adverse employment action taken against an employee because of their use of FMLA leave.

FMLA harassment can be difficult to identify, as it can be subtle or disguised as something else. It is important to understand that FMLA harassment can be illegal, and employees have the right to take action if they experience it.

What To Do If You Experience FMLA Harassment?

If you experience FMLA harassment, there are several steps you can take to protect your rights:

  1. Document the harassment: Keep a record of any incidents of FMLA harassment, including dates, times, and details of what was said or done.
  2. Talk to your employer: If you feel comfortable, speak with your employer or HR representative about the harassment and express your concerns. Sometimes, employers are unaware of the issue and may be willing to address it.
  3. File a complaint: If talking to your employer does not resolve the issue, you may file a complaint with the U.S. Department of Labor’s Wage and Hour Division. They will investigate the complaint and take action if necessary.
  4. Seek legal assistance: If the harassment continues or escalates, you may need to seek legal assistance from an attorney who specializes in employment law. They can help you understand your rights and take legal action to protect them.


FMLA harassment can be illegal and have serious consequences for employees who experience it. If you believe you are being harassed because of your use of FMLA leave, it is important to take action to protect your rights. By documenting the harassment, talking to your employer or HR representative, filing a complaint with the U.S. Department of Labor, or seeking legal assistance, you can take steps to address the issue and protect your employment rights.

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What Is An Example Of FMLA Abuse?

Missing Friday and Monday: Often referred to as the Friday and Monday Leave Act, a sign of FMLA abuse may be when employees take leave after disagreeing with new job tasks, or they frequently ask for Friday or Monday off. You can’t suspect that these actions constitute abuse of absence.

What Is The Difference Between FMLA Interference And Retaliation?

–then the employee will have a claim of interference. An interference claim requires that the employee was actually prevented from taking the full, protected leave, while a retaliation can be brought even if the employee managed to take the full leave.

Is It Hard To Fire Someone On FMLA?

Under the Family and Medical Leave Act, employees cannot be fired simply because they are on leave. However, if there is another reason separate from medical leave, an employer does have the right to terminate an employee.

What Is An Adverse Employment Action Under FMLA?

For purposes of an FMLA retaliation claim, the legal definition of an adverse employment action is “any action by the employer that is likely to dissuade a reasonable worker in the plaintiff’s position from exercising his legal rights.” Millea v.


I Have Covered All The Following Queries And Topics In The Above Article

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