Family Medical Leave Lawyer in Houston
Denied time off for yourself or a loved one? Punished or fired after taking medical leave? Our Houston FMLA attorneys defend employees whose rights under the Family and Medical Leave Act were violated.
I was referred to Chuck from a friend after having a car accident and he took such great care of myself & my husband. Communication was on point throughout the entire process and he over exceeded our expectations. HIGHLY RECOMMEND! Thank you Chuck!
When Taking Medical Leave Puts Your Career at Risk
At Egbuonu Law, we believe taking family or medical leave shouldn’t cost you your job. When employers violate your FMLA rights, we act fast to protect your livelihood and your right to care for yourself and your family.
We Defend Your Right to Take Leave Without Fear
Every FMLA case starts with a story — a parent welcoming a child, a patient recovering from surgery, or a caregiver supporting a loved one. Our FMLA attorney ensures your employer honors your leave and does not retaliate when you return.
We Know the Signs of FMLA Retaliation
Demotions, reduced hours, or sudden “performance” issues after you request leave — we’ve seen it all. We dig deep to expose retaliation and hold employers accountable.
We Simplify a Complicated Law
FMLA rules are layered with technicalities. We break down your rights, deadlines, and evidence needs so you can make informed decisions at every step.
We Fight for Fairness and Recovery
From back pay to reinstatement and damages, we pursue every remedy available under Texas law — because no one should lose their job for choosing family or health.
What Our Clients Say
Clients value our firm’s clear communication, compassion, and commitment to fair results in employment, personal injury, and criminal defense cases.
Justice doesn’t wait — and neither do we.
Every case at Egbuonu Law starts with one mindset — we’re ready for trial. That preparation gives us leverage long before we ever step into a courtroom.
Clients trust us because we keep them informed, not guessing. They know their lawyer is in the fight with them, not behind a desk.
And when it’s time to act, we go on offense — pushing harder, arguing sharper, and refusing to back down. That’s how we’ve secured dismissals, acquittals, and life-changing settlements across Houston.
Do You Have a Case?
Types of Medical Leave Cases We Handle
Every FMLA case starts with a story — a parent welcoming a child, a patient recovering from surgery, or a caregiver supporting a loved one. An experienced family medical leave lawyer in Houston ensures your employer honors your leave and does not retaliate when you return.
Denied or Interfered With FMLA Leave
Under 29 U.S.C. § 2615(a)(1), employers are prohibited from interfering with, restraining, or denying the exercise of FMLA rights. If your request for leave was denied, delayed, or mishandled, it may be a direct violation. We help employees to recover any lost wages or benefits caused by unlawful interference.
Retaliation After Taking or Requesting FMLA Leave
Under 29 U.S.C. § 2615(a)(2), it’s illegal for an employer to retaliate against workers who take or request FMLA leave. If you were demoted, disciplined, or fired after exercising your rights, we pursue claims to hold your employer accountable and recover damages for lost income and emotional distress.
Failure to Reinstate or Provide Equivalent Position
According to 29 U.S.C. § 2614(a), employees returning from FMLA leave must be reinstated to their original or an equivalent position with the same pay and benefits. If your employer reduces your role, compensation, or status, we take legal action to restore your position and recover what you’ve lost.
Misclassification as Ineligible for FMLA
The FMLA defines eligibility under 29 U.S.C. § 2611(2) — including at least 12 months of service, 1,250 hours worked in the prior year, and employment by a covered employer. When companies misclassify eligible employees as ineligible, we challenge those errors and ensure your leave rights are properly recognized.
Policy or Documentation Violations
Employers must provide proper notices and maintain benefits during FMLA leave, as required under 29 C.F.R. § 825.300–825.305. Failure to notify, request medical certification properly, or continue health coverage violates federal regulations. We identify procedural violations and pursue remedies to protect your entitlements.
What Is the Family and Medical Leave Act (FMLA)?
The Family and Medical Leave Act (FMLA), under 29 U.S.C. §2601 et seq., gives eligible employees up to 12 weeks of unpaid, job-protected leave each year for medical or family reasons. This includes recovery from a serious condition, caring for a new child, or assisting a sick family member. Employers must maintain health coverage and restore employees to the same or equivalent job after leave. In Houston, the FMLA applies to employers with 50+ workers. Interference or retaliation violates federal law and allows employees to seek legal protection.
How Do I Apply for the Family and Medical Leave Act (FMLA)?
The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for specific family or medical reasons. To qualify, you must have worked for your employer at least 12 months, completed 1,250 hours during the previous year, and your employer must have 50 or more employees within a 75-mile radius. These conditions are outlined under 29 U.S.C. § 2611(2). If you meet these requirements, follow these steps to apply for FMLA leave in Houston:
Notify your employer early
Give at least 30 days’ notice if the leave is foreseeable (e.g., surgery, childbirth). For emergencies, inform them as soon as possible.
Submit a formal request
Most employers require a written or online FMLA leave application.
Provide medical certification
Under 29 U.S.C. § 2613, your employer can request a doctor’s note verifying your or your family member’s condition.
Await employer response
Employers must respond within five business days, confirming your FMLA eligibility and outlining your rights.
Maintain benefits
Your health insurance continues during leave under 29 U.S.C. § 2614(c).
Return to your job
Once your leave ends, you must be reinstated to the same or an equivalent position, as required by 29 U.S.C. § 2614(a).
Do You Have a Case?
In Which Situations Can You Take an FMLA Leave?
The Family and Medical Leave Act (FMLA) protects eligible employees in Houston by allowing up to 12 weeks of unpaid, job-protected leave each year for specific medical or family-related situations. These rights are outlined under 29 U.S.C. § 2612(a)(1) and § 2612(a)(3), and apply when the need for leave meets one of the following conditions:
Pregnancy, prenatal care, and childbirth
- Time off for pregnancy-related health conditions, prenatal appointments, or recovery after giving birth.
Bonding with a new child
- Leave to bond with a newborn, adopted, or foster child within one year of the child’s arrival.
Personal serious health condition
- When a serious medical issue prevents you from performing essential job duties or requires ongoing treatment.
Caring for a family member
- Time to care for a spouse, child, or parent with a serious health condition.
Military family exigencies
- Leave for urgent matters arising from a spouse, child, or parent’s active-duty military service.
Military caregiver leave
- Up to 26 weeks in a 12-month period to care for a covered servicemember with a serious injury or illness.
Intermittent or reduced schedule leave
- When treatment or recovery requires taking leave in separate blocks of time or working reduced hours.
Ready to Protect Your Right to Family and Medical Leave?
You’ve earned the right to care for your health and family without fear of losing your job. If your employer denied, delayed, or retaliated against you for taking FMLA leave, our experienced FMLA attorney in Houston is ready to help. Contact us today for a free consultation — and take the first step toward protecting your job, your rights, and your peace of mind.