Minneapolis, MN employment law attorney Ashwin Madia how to know if you’ve been the victim of retaliation for requesting medical or family leave or reasonable accommodations. He states that if an employee is terminated, treated differently, or experiences changes to their hours, position, or pay after taking medical leave, they may have a potential FMLA claim. For example, if an employee has been performing well and advancing in their role, and then takes medical leave only to return to a demotion—such as reporting to a former subordinate—or experiences a reduction in pay or hours, the circumstances may indicate a violation of the Family and Medical Leave Act.

He notes that the timing of these changes is a key factor: if adverse employment actions occur immediately after medical leave, it can strongly suggest that the employer’s actions were retaliatory, which is prohibited under the law. Employees experiencing these situations are encouraged to consult an attorney promptly to understand their rights and potential remedies.