The Law Guarantees You Time for Family & Health. We Ensure You Get It.
Your family needs you, and your health comes first. Under California’s CFRA and federal FMLA, you are entitled to take protected, job-guaranteed leave. If your employer has denied your request, delayed your approval, or failed to inform you of your rights, we are here to hold them accountable. A California CFRA violation attorney can review whether your employer improperly denied protected leave, interfered with your request, failed to provide required notice, or refused to reinstate you after qualifying leave. The Ghol Firm represents California employees in CFRA, FMLA, and related leave disputes.
Whether it’s to care for a sick parent, recover from surgery, or bond with a new child, medical and family leave are not "perks"—they are legally protected rights. Employers frequently try to bully employees out of using this time by claiming "staffing shortages" or "ineligibility." In California, these excuses rarely hold up against the law. If you’ve been denied the leave you’re entitled to, it’s time to level the playing field. CFRA and FMLA eligibility are not identical. CFRA generally covers employers with five or more employees, while eligible workers generally must have more than 12 months of service and at least 1,250 hours worked during the prior 12 months; federal FMLA has additional employer-size and worksite requirements.
When an employer denies a leave request that clearly meets the legal requirements under CFRA or FMLA.
Employers are legally required to notify you of your rights to take leave. Failing to do so is a clear violation of the law.
Requiring "extra" medical proofs or non-standard paperwork specifically designed to delay or discourage you from taking your leave.
Refusing leave for family members or medical conditions that are explicitly covered by California’s broader family leave statutes.
Improperly counting protected leave days as "unexcused absences" to justify disciplinary action or termination.
Returning from leave only to find your original position has been filled, abolished, or moved, violating your right to reinstatement.
Employers will often try to paint a medical leave request as a "request for a favor." We ensure that narrative is corrected immediately. Your leave is a statutory right, not a company decision. When a business ignores the medical facts, they are gambling with your future. We make sure they lose that gamble.
“When your employer ignores your right to leave, they are prioritizing their convenience over your basic legal rights. We force them to respect your time and your family’s needs.” — Avi Gholian, Founding Attorney
We work on a contingency basis. You pay nothing unless we win your case and secure your legal remedies.
We navigate the complex overlap between CFRA, FMLA, and other state laws to ensure your leave is protected.
We demand the immediate restoration of your rights and aggressively pursue compensation for any losses caused by the denial of your leave.
You do not need to figure this out alone. We keep the process clear, explain what matters, and help you understand what comes next.
No high-pressure sales. Just an honest talk about your situation and how we can help.
We evaluate your leave request, the nature of the denial, and your employer's response to your medical needs.
We examine your medical certifications, leave request logs, and company handbooks to prove you were legally eligible.
We quantify the impact of the denied leave, including lost wages from missed work and damages for the stress caused.
We pursue your employer for full damages, ensuring they comply with the law and compensate you for the violation.
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You have a right to your family and your health. Contact us today for a free, confidential consultation. We fight on a contingency basis—you pay nothing unless we win.
CFRA generally applies to employers with five or more employees, and an employee typically must have more than 12 months of service and at least 1,250 hours worked in the prior 12 months. FMLA generally requires 12 months of service, 1,250 hours worked, and at least 50 employees within 75 miles of the employee’s worksite.
