Leave and Accommodation

FMLA & Family Leave Compliance

• Coverage and eligibility analysis
• Leave designation and documentation review
• Intermittent leave management
• Medical certification compliance
• Return-to-work planning

We help employers avoid common FMLA pitfalls that can lead to litigation.

ADA & Reasonable Accommodations

• Interactive process guidance
• Accommodation evaluation and documentation
• Disability-related leave analysis
• Job restructuring and modified duty planning
• Risk assessment before adverse employment action

Clear documentation and structured analysis are critical in ADA matters.

Pregnancy & Related Accommodations

• Compliance with federal and state pregnancy laws
• Reasonable accommodation evaluation
• Leave coordination with disability and family leave laws
• Policy updates and training

We help employers respond consistently and lawfully to pregnancy-related accommodation requests.

State & Local Leave Law Compliance

• Paid sick leave and family leave mandates
• Multi-state compliance coordination
• Interaction between federal, state, and local leave frameworks
• Policy drafting and handbook updates

Employers operating across jurisdictions require customized compliance strategies.

Risk Mitigation & Litigation Avoidance

• Documentation review prior to termination
• Retaliation exposure analysis
• Investigation of leave-related complaints
• Compliance audits and training programs

Early legal involvement significantly reduces the risk of costly disputes.

Who We Represent

Our Leave & Accommodation practice supports:

• Small and mid-sized employers
• Government contractors
• Healthcare and regulated entities
• Construction and development firms
• Professional services organizations
• Franchise and multi-location businesses
• Nonprofit and association employers

We provide ongoing advisory support to HR professionals and executive leadership.

Industries Served

We advise employers across industries including:

• Government contracting
• Healthcare and life sciences
• Construction and infrastructure
• Technology and professional services
• Hospitality and retail
• Financial services
• Nonprofit and association sectors

Industry-specific compliance obligations are incorporated into every leave and accommodation strategy.

Leave & Accommodation FAQs

What is the FMLA and who qualifies?

The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave for qualifying medical and family reasons. Eligibility depends on employer size, employee tenure, and hours worked.

What is the “interactive process” under the ADA?

The interactive process is a collaborative dialogue between employer and employee to determine reasonable accommodations for a disability. Employers must engage in good faith discussions and document their evaluation of accommodation options.

Can an employer deny a leave or accommodation request?

Employers may deny accommodation requests if they create undue hardship, fail to meet eligibility criteria, or are not medically supported. However, denial must be carefully evaluated and documented to reduce litigation risk.

How do federal, state, and local leave laws interact?

Federal leave laws such as the FMLA may operate alongside state or local paid leave statutes. Employers must determine whether leave runs concurrently or separately and ensure compliance with the most protective applicable law.

Why do leave issues often lead to litigation?

Leave and accommodation disputes frequently involve termination decisions, retaliation claims, or alleged failure to accommodate. Inconsistent documentation or improper designation often increases exposure.