Can my employer fire me just for asking for medical leave in California?

In most situations, no. Requesting protected medical leave under CFRA, FMLA, or California disability laws is considered protected activity. An employer may not lawfully terminate you simply because you asked for leave. However, the employer may still discipline or terminate an employee for legitimate, non-retaliatory reasons that are unrelated to the leave request. The key legal question is whether the request played a motivating role in the decision.

Does it matter if my leave had not yet been approved?

It can. Protection may attach as soon as you provide sufficient notice of a serious health condition or request protected leave. An employer cannot avoid liability by terminating an employee before formally approving the leave if the decision was motivated by the request itself. Courts focus on the employer’s knowledge and intent at the time of termination.

How close in time does the termination need to be to prove retaliation?

There is no fixed timeline. Courts often look at whether the termination occurred days or weeks after the leave request, but timing alone is rarely decisive. A close temporal connection can raise suspicion, especially when combined with other evidence such as sudden performance write-ups or inconsistent explanations.

Are medical leave protections stronger in California than under federal law?

Yes — and employers frequently do. However, courts examine whether the stated reason is supported by prior documentation and consistent treatment of other employees. If performance concerns only appear after a leave request, or if protected absences were counted against you, that may suggest the explanation is pretextual.

Can my employer say it was performance-based even if I had just requested leave?

Often, yes. California’s CFRA and disability accommodation laws may provide broader or overlapping protections beyond federal FMLA rights. In some cases, state law requires employers to consider additional leave as a reasonable accommodation, even after FMLA has been exhausted. The interaction between these laws is often central to evaluating whether a termination was lawful.

Can Your Employer Fire You for Being Sick?

If you were fired after getting sick, needing medical leave, or asking for an accommodation, you’re not alone. We’ve spent decades representing California employees whose careers were derailed the moment their health became inconvenient for their employer. At sickandfired.com Lawyers, this is not a side practice. It’s what we do, every day. We know the playbook employers use, and we know how California law actually protects employees when health issues enter the picture.

Got Sick and Fired? We know a little something about that.

This firm was built around a simple reality: employees with health conditions that may impact their jobs are uniquely vulnerable, and employers know it. We made a deliberate decision to focus our practice on representing California employees who were fired, pushed out, and/or targeted because of medical leave, pregnancy-related conditions, or the need for accommodations for mental or physical health conditions or pregnancy related conditions. By dedicating ourselves to these cases, we’ve developed deep experience with the law and fact patterns that repeatedly come up when health becomes the reason a job ends. We want to put that experience to work for as many employees as we can. The law provides strong protections, but employers too often put profits over people and ignore those protections and punish instead.

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Here are 6 Ways Employers Often Violate the Law when Firing Employees for Being Sick

Employers Apply Attendance Policies without Considering the Reasons for Absence, Resulting in Terminating Sick Employees for "Attendance"
Employers Perceive Employees with Illnesses as Potential Future "Problems" and Fire them Claiming "Job Elimination" While Actually Replacing Them With "Healthy" Employees
Employers Tell Sick Employees that They Are Limited in Available Days Off for Illness Even Though the Law Requires a Discussion and Reasonable Accommodation
Employee Handbooks Include Policies Prohibiting Medical Leaves for Employees "on Probation" or Who Are Otherwise "Not Eligible" in Violation of California's Protections.
Employers Claim that "Attendance" Is Essential and They Simply Cannot Afford to Have an Employee Out Sick
Employers Find a Technical Problem with a Doctor's Note/Paperwork Provided by A Sick Employee and Use it as a Basis for Termination

If You Were Fired While on Medical Leave

Employees are often told their termination had nothing to do with their medical condition or leave. In many situations, however, the timing and circumstances raise serious legal questions under California law.

Our firm focuses specifically on cases where employees are terminated because of a health condition, disability, or need for medical leave. If your job ended after requesting or taking medical leave, it may be worth having the situation reviewed by an attorney familiar with California medical leave protections.

Can Your Employer Fire You for Being Sick?

Got Sick and Fired? We know a little something about that.

Here are 6 Ways Employers Often Violate the Law when Firing Employees for Being Sick

If You Were Fired While on Medical Leave

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Not sure of your rights? Let us review the facts. You may be surprised to learn what protections California law provides for employees with disabling health conditions.