Understanding and asserting your rights under the Family and Medical Leave Act (FMLA) can ensure you take the necessary time off for medical reasons or family care without fear of losing your job. An FMLA lawyer at Nosrati Law can guide you through the process of applying for FMLA leave, addressing any issues that arise, such as denials or disputes regarding your leave rights.
We provide support to employees who need to navigate these sometimes complex procedures, helping you assert your rights and understand your entitlements under the law. Our team at Nosrati Law can also help with issues related to wrongful termination or other forms of employer retaliation linked to FMLA claims.
Contact an FMLA attorney at Nosrati Law: (323) 784-0643. We're here to help ensure your rights are protected.
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$200K Disability Discrimination
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$475K Disability Discrimination
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$600K Disability Discrimination & Retaliation
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$500K Disability Discrimination, Retaliation, & Wrongful Termination
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$446K Disability Discrimination, Whistleblower Retaliation
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$750K FEHA, Whistleblower Retaliation & Wrongful Termination
At Nosrati Law, we focus exclusively on protecting employees’ rights across Southern California. Since 2003, we’ve guided workers through some of the most difficult moments of their careers with honesty, clarity, and respect. From your first consultation, we explain your options plainly, set realistic expectations, and pursue outcomes that truly help you move forward.
Why Choose Us:
- Over two decades of experience advocating for employees
- Contingency-based representation—no fees unless we recover
- Free consultations and convenient virtual meetings
- Bilingual support in English and Spanish
- Exclusive focus on employment law and workplace disputes
- Personal, straightforward guidance at every stage of your case
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Local Southern California Advocacy
Los Angeles-based firm serving employees across Southern California.
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Clear, Honest Guidance From Day One
Straightforward advice so you understand your rights and options.
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No Fees Unless We Win Your Case
Contingency representation: you pay nothing unless we recover.
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Employee-Only Employment Law Focus
We fight solely for employees in workplace disputes, not employers.
At Nosrati Law, our team is dedicated exclusively to protecting employees’ rights across Southern California. Since 2003, we have focused on employment law and nothing else, giving our clients the benefit of deep experience in workplace disputes, including discrimination, retaliation, harassment, wage and hour issues, whistleblower cases, and wrongful termination. We know that reaching out to a lawyer often comes at a difficult time, so we prioritize clear communication, realistic expectations, and honest guidance from your first free consultation onward. Our attorneys and staff work closely with you, in English or Spanish, to understand your story and build a strategy tailored to your goals. Because we work on a contingency fee basis, you do not owe legal fees unless we recover compensation for you. Above all, we measure our success by the real-world impact our results have on our clients’ lives and futures.
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Can both parents use FMLA leave?Yes, both parents may be eligible for FMLA leave for the birth, adoption, or foster care placement of a child. However, if both work for the same employer, they may be limited to a combined 12 weeks of leave for these purposes.
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Who is eligible for FMLA leave?An employee is eligible for FMLA leave if they have worked for their employer for at least 12 months, clocked at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles.
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How is FMLA leave requested?To request FMLA leave, an employee should notify their employer as soon as possible, ideally providing at least 30 days notice when foreseeable. The employer may require a certification from a healthcare provider to substantiate the need for leave.
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What reasons qualify for FMLA leave?FMLA can be used for the birth or adoption of a child, to care for an immediate family member with a serious health condition, the employee's own serious health condition, or any qualifying exigencies related to a family member’s military service.