The Legal Framework: How Federal And New Jersey Rules Work Together

Family And Medical Leave Act (FMLA)&nbsp;

New Jersey Programs That Can Pair With FMLA

<a href="https://myleavebenefits.nj.gov/worker/tdi/">Temporary Disability Insurance (TDI)</a>. If your mental health condition prevents you from working, TDI can provide cash benefits during your treatment and recovery, up to the program’s weekly maximum and duration limits. There’s often an <a href="/blog/fmla-and-temporary-disability">overlap between FMLA and temporary disability</a>: employees can use both the income support and job protection during the same period of medical leave.

<a href="https://www.nj.gov/labor/myworkrights/leave-benefits/sick-leave/">Earned Sick Leave (ESL)</a>. You likely accrue up to 40 hours of paid sick time annually. ESL can cover shorter windows — intakes, therapy sessions, medication appointments — and may run concurrently with FMLA when applicable. Using ESL cannot legally trigger discipline.

<a href="https://www.nj.gov/labor/myleavebenefits/worker/fli/">New Jersey Family Leave Act (NJFLA)</a>. Job-protected leave to care for a family member or bond with a child — but not for your own medical condition. If you later need time to assist a family member in treatment, NJFLA (along with Family Leave Insurance for partial wage replacement) may apply in that separate situation. In some cases, employees may also qualify for <a href="/blog/navigating-fmla-leave-extensions">possible FMLA leave extensions</a>, allowing them to combine or sequence federal and state protections for a longer period of job-secured leave when different qualifying reasons arise.

Mental Health Rehabilitation That May Qualify For FMLA In New Jersey

Inpatient Programs With Overnight Stays. Hospital psychiatric units, residential treatment centers, and rehab facilities all fall under inpatient care — even if your stay is brief — and time away for the stay and related follow-up is FMLA-qualifying.

Continuing Treatment Plans. Partial hospitalization programs, medication initiation and stabilization that causes incapacity, or recurring provider-directed therapy that prevents you from working during treatment windows <a href="https://www.dol.gov/agencies/whd/fact-sheets/28p-taking-leave-when-you-or-family-has-health-condition">can qualify as continuing treatment</a>.

Chronic Mental Health Conditions. Major depression, anxiety disorders, bipolar disorder, PTSD, OCD, eating disorders, and substance use disorders can meet FMLA’s standard when they require periodic treatment and cause episodic incapacity from work.

FMLA Certification And What Your Employer Can Ask

The condition meets FMLA’s definition and incapacitates you from work;

The treatment plan (e.g., inpatient admission dates, frequency, medication management) and expected duration;

Whether leave will be continuous, intermittent, or on a reduced schedule.

FMLA Interference: What Employers Are Not Allowed To Do

Saying “FMLA doesn’t cover mental health.” It does. If the condition meets the law’s serious-health-condition test, mental health is covered — including inpatient rehab and qualifying outpatient programs.

Requiring you to exhaust PTO first in a way that delays FMLA designation. Employers may run paid leave concurrently with FMLA if policy allows, but they cannot stall or refuse designation because you won’t burn vacation first.

Penalizing you for FMLA-protected absences through points or discipline. Attendance systems must carve out FMLA-covered time.

Pressuring you to cut your medically certified leave short. You can’t be <a href="/blog/can-you-be-forced-to-return-early-from-fmla-leave">forced to return early from FMLA leave</a>, and your employer cannot imply your job is at risk if you take the full time. Doing so is a form of interference under the FMLA.

Retaliating because you asked for or used FMLA — cutting hours, changing shifts to disadvantage you, denying bonuses tied to equivalent work, or souring performance reviews in direct response to your leave. Retaliation is a standalone violation.

Continuous, Intermittent, Or Reduced Schedule Leave For Treatment

Continuous leave for an inpatient program plus step-down care;

Intermittent leave for therapy appointments, medical check-ins, or episodic incapacity;

Reduced schedules when treatment side effects temporarily limit your hours.

A Practical Roadmap If You Need Leave For Mental Health Rehabilitation Under FMLA

Start With Your Provider. Ask for clear certification that ties your leave to inpatient care or continuing treatment and states whether leave is continuous, intermittent, or reduced-schedule, plus anticipated duration.

Submit The Employer’s FMLA Forms Promptly. If they request certification, you typically have 15 calendar days to return it. Your mental-health records tied to FMLA must be kept confidential and separated from personnel files.

Coordinate Income Protection. Apply for TDI if you’ll be unable to work due to your condition. Use ESL for shorter visits when helpful.

If You Get A Denial Or Delay, Ask For The Reason In Writing. Calmly point to FMLA’s coverage of inpatient and continuing treatment for mental health and resubmit any missing details.

Preserve Your Rights. You can file a complaint online with the <a href="https://www.dol.gov/agencies/whd">U.S. Department of Labor’s Wage and Hour Division (WHD)</a> for FMLA interference/retaliation. Consulting an experienced FMLA attorney in New Jersey can help you ensure your claim is properly documented and filed within the legal deadlines.

Mental Health Is Protected In New Jersey Under FMLA

Was Your Mental Health Leave Denied? Get Legal Guidance On FMLA Rights

Can NJ Employers Deny FMLA for Mental Health Rehabilitation?

The Legal Framework Of Medical Leave In New Jersey

<a href="https://www.dol.gov/agencies/whd/fmla">FMLA (Federal)</a>: Up to 12 workweeks of job-protected leave in a 12-month period for qualifying reasons. FMLA is unpaid by default, but an employer may require you to substitute accrued paid leave (like vacation/PTO) so you receive wages while on FMLA. Once your leave qualifies, the employer must designate it as such: they cannot delay or manipulate the timing to suit business needs, such as <a href="/blog/can-nj-employers-delay-fmla-leave-until-busy-season-ends">postponing FMLA during a busy season</a> or forcing you into paid vacation instead of FMLA.

<a href="https://www.nj.gov/oag/dcr/downloads/fact-FLA.pdf">NJFLA (New Jersey Family Leave Act)</a>: Separate, state job-protected leave for bonding or for caring for certain family members with serious health conditions (not your own medical condition). Under NJFLA rules and guidance, employers cannot force you to use your accrued paid leave during NJFLA if you choose not to — though you may elect to use it.

<a href="https://www.nj.gov/labor/myworkrights/leave-benefits/sick-leave/">NJ Earned Sick Leave</a>: Up to 40 hours of paid sick time most New Jersey workers earn each year. It’s paid time you can use for many health-related reasons. The state’s rules explain how it accrues and must be paid; ESL can interact with FMLA or NJFLA depending on your reason for leave.

<a href="https://myleavebenefits.nj.gov/worker/tdi/">NJ Temporary Disability Insurance (TDI)</a> and <a href="https://www.nj.gov/labor/myleavebenefits/worker/fli/">Family Leave Insurance (FLI)</a>: State cash-benefit programs that replace part of your wages when you can’t work due to your own off-the-job health condition or when you’re caring for a family member/bonding with a new child. These are money benefits, not job protection. Employers cannot require you to use employer PTO before receiving FLI or TDI benefits; using PTO is your call, and choosing to use it does not reduce your available FLI days.

“Before” And “Concurrent”: Different Under New Jersey Law

FMLA clock: Starts when your leave qualifies and is designated.

Pay clock (vacation/PTO): Can run with the FMLA clock if required by policy (or if you elect it), so you’re paid during some or all of that FMLA span.

Can You Be Forced To Use Paid Vacation Instead Of FMLA In NJ?

If you qualify for FMLA and have banked vacation/PTO, the employer may insist you apply it so you receive wages while on FMLA.

You still get the FMLA job protection during that same span — the FMLA clock is running.

If you choose not to follow your employer’s procedural rules for using paid time (for example, not enough notice to use vacation), you still get the FMLA — only unpaid.

Common Scenarios From New Jersey’s Workplaces

“Surgery Next Month, I Have PTO Banked.” Your employer can require you to use PTO at the same time as your FMLA for surgery recovery, so you’re paid during part of those 12 weeks. They cannot tell you to use PTO first and only start FMLA after it runs out.

“New Baby, I Want Time To Bond.” For bonding, New Jersey workers often combine NJFLA (job protection) with FLI (cash benefits). You may choose to use some employer PTO, but the state says your employer cannot force you to use PTO before you receive FLI benefits, and NJFLA rules say you can decline to use PTO during NJFLA if that’s your choice.

“My Parent’s Stroke — I Need To Care For Them.” Caring for a parent can trigger NJFLA job protection and FLI benefits. Again, forced PTO as a precondition to FLI is not allowed under the state program; forced PTO during NJFLA is restricted by regulation if you elect not to use it.

“HR Says They’ll Start FMLA After I Burn Vacation”. That’s a red flag. FMLA designation cannot be delayed once the employer has enough information to know your leave is FMLA-qualifying. Paid time can run with it, but the FMLA clock must start when it qualifies.

Practical Steps If You’re Being Told To “Use Paid Vacation Instead Of FMLA”

Ask For Written Confirmation. A simple email works: “Given my upcoming FMLA-qualifying leave, please confirm whether FMLA will be designated upon qualifying and if any paid time will substitute concurrently per policy.” If your FMLA designation is delayed or you’re told to exhaust PTO first, those records matter.

Point To The Rule, Not The Person. “My understanding is that once the leave qualifies, FMLA must be designated and paid time substitutes concurrently rather than before.” Attach the policy or cite the rule.

Clarify NJFLA And FLI/TDI Options. If you’re bonding or caring for a family member, note that NJFLA has its own rules on if paid time can be required, and certain benefits can’t be conditioned on burning PTO first.

File If Needed. If the company won’t correct course, consider filing a complaint or consulting with a New Jersey lawyer familiar with how FMLA works under the state’s law.

FMLA Interference Or Retaliation (Federal): File with the <a href="https://www.dol.gov/agencies/whd">U.S. Department of Labor, Wage and Hour Division (WHD)</a>. You can also contact WHD by phone or through your local office. You may also bring a private lawsuit.

NJFLA Problems (State Job Protection For Family Care/Bonding): File with the <a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division on Civil Rights (DCR)</a>. You can also choose to file in New Jersey Superior Court instead of DCR.

NJ Earned Sick Leave Or Wage-Payment Issues: File with the <a href="https://www.nj.gov/labor/">New Jersey Department of Labor and Workforce Development</a>. The ESL law and wage laws are enforced by NJDOL.

Your Paid Time Shouldn’t Be Used To Shrink Your Rights

Protect Your FMLA And NJFLA Rights With Legal Guidance

Can NJ Employers Force You to Use Paid Vacation Before FMLA Leave?

The Legal Framework Of FMLA Leave In New Jersey

Can A New Jersey Employer Delay Your FMLA Leave Until After Busy Season?

Where Scheduling Flexibility In NJ May Work — And Where It Does Not

Intermittent Or Reduced-Schedule Leave For Medical Necessity (FMLA)

Special Case: The “Key Employee” Exception

The employee is among the top five percent of earners (or the seven highest-paid, whichever is greater).

The employer can prove substantial and grievous economic injury if the leave is granted.

The employer provides timely written notice before denying leave.

What Counts As “Foreseeable” In New Jersey And Why It Matters

Birth, Adoption, Or Scheduled Procedures. When practical, give 30 days’ notice. If you fail to do so and it was possible to give notice, the employer <a href="https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/employerguide.pdf">may delay the leave</a> until 30 days after you finally give notice. That is the key scenario where delaying is allowed — and it is tied to late notice, not to a busy season.

Unforeseeable Needs. When emergencies or sudden complications arise, give notice as soon as practicable. In New Jersey, NJFLA regulations mirror the 30-day standard for foreseeable family leave and allow shorter notice for emergencies.

A Practical Game Plan If Your Boss Says “Not Now”

Give Notice In Writing. Use the words “FMLA-qualifying” or “NJFLA family leave” if you can, note the expected start date, and identify whether the leave is for your own serious health condition, bonding, or care for a family member. Save designation letters (or the lack of one), emails asking you to wait until the rush ends, and any schedule or pay changes after your request. If needed, those become your WHD or DCR exhibits.

Attach Provider Support When Required. For medical leave, provide the certification the law allows the employer to request. If your doctor says the date is medically necessary, that controls the timing for planned treatment.

Consider Legal Advice. An FMLA lawyer can help you assert your rights, ensure your job protection is enforced, and file a complaint with the state (or a federal one) on your behalf.&nbsp;

Protect Your Right To Take Leave — Contact Us Today

Can NJ Employers Delay FMLA Leave Until “Busy Season” Ends?

Work for a covered employer (private employer with 50 or more employees in 20 or more workweeks this year or last; all public agencies; most schools).

Have worked for the employer at least 12 months and at least 1,250 hours in the prior 12 months.

Work at a location where the employer has 50 employees within 75 miles.

The New Jersey Family Leave Act — A Broader Safety Net

Covered employers: Most public employers, and private employers with 30 or more employees worldwide.

Employee eligibility: At least 12 months of employment and 1,000 hours worked in the past 12 months.

Duration: Up to 12 weeks in a 24-month period, continuous or intermittent.

Do You Get Paid While You’re Out? New Jersey Family Leave Insurance

Short Absences And Intermittent Care — Earned Sick Leave And NJFLA Intermittent Leave

<a href="https://www.nj.gov/labor/myworkrights/leave-benefits/sick-leave/">New Jersey Earned Sick Leave</a>: Most employees accrue up to 40 hours per year. You can use it to care for a broad range of family, including parents-in-law, grandparents, siblings, spouses and partners, and even “chosen family” — anyone whose close association is equivalent to family. That makes it a good fit for doctor visits, discharge days, or one-off procedures for an in-law.

Intermittent NJFLA Leave: NJFLA&nbsp; can be taken intermittently or on a reduced schedule when medically necessary in New Jersey — useful when caregiving leave for in-law’s condition involves recurring treatments or flare-ups. The regulations and state fact sheets confirm this flexibility.

Common Employer Pushbacks — And How The Law Responds

How To Ask For NJFLA Leave To Care For An In-Law In New Jersey

That you are requesting New Jersey Family Leave Act leave to care for your parent-in-law with a serious health condition.

The anticipated dates or schedule, and whether you will need intermittent days or a reduced schedule.

A note that you will submit medical certification supporting the need for leave and the expected frequency/duration.

A request for information on coordinating state Family Leave Insurance benefits and any employer PTO.

What If Your Employer Declines Your NJFMLA Leave?

Protect Your Rights To Family Leave — Contact Us For Free Legal Consultation

Can NJ Employers Deny FMLA for Caring for In-Laws?

<a href="https://www.dol.gov/agencies/whd/fmla">Family and Medical Leave Act (FMLA)</a> is a federal law giving eligible employees up to 12 weeks of unpaid, job-protected leave each year for serious health conditions, caring for a family member, or welcoming a new child. This leave means complete time off — <a href="/blog/can-employers-force-nj-employees-to-work-during-fmla-leave">employers cannot require you to work during FMLA leave, even remotely</a>.

<a href="https://www.nj.gov/oag/dcr/downloads/fact-FLA.pdf">NJ Family Leave Act (NJFLA)</a> provides up to 12 weeks of job-protected leave in a 24-month period to care for a family member or bond with a new child. (Unlike FMLA, NJFLA does not cover an employee’s own medical condition.)

<a href="https://www.nj.gov/labor/myleavebenefits/worker/tdi/">Temporary Disability Benefits (TDB)</a> in New Jersey can also provide partial wage replacement during certain health-related absences.

What Employers In New Jersey Can Request — And What They Cannot

Contact information for the health care provider.

A statement confirming that the employee (or family member) has a serious health condition.

Whether the employee will be unable to perform essential job functions.

Whether intermittent leave may be required.

An employer demands your complete psychiatric treatment history after you request leave for a short-term hospitalization.

HR asks you to disclose unrelated chronic illnesses, even though your leave is for a specific surgery.

A manager insists on seeing test results or scans instead of a provider’s certification.

Your employer asks about family medical history or genetic information as part of the process.

New Jersey Law Adds Extra Protection To Your Medical History

An employer may require a doctor’s note or medical certification, but only for the specific condition that makes leave necessary.

Employers cannot ask broad or unrelated questions about your disabilities.

Any medical records they receive must be kept confidential and shared only with those who truly need to know, such as HR or a leave administrator.

Why Employers In NJ Ask For More Information

Insisting on complete medical files “just to be sure.”

Pressuring employees to sign broad medical release forms.

Suggesting that leave will not be approved without unnecessary disclosures.

How To Protect Your Privacy If Your Employer Demands Your Full Medical History In NJ

Provide the required certification — and nothing more. Your healthcare provider should fill out only the sections needed for FMLA or NJFLA leave. Document any conversations where broader records were demanded.

Politely but firmly refuse unnecessary disclosure. You can explain that you are providing all information legally required and are not obligated to share unrelated medical history. And if your employer goes further and <a href="/blog/denied-fmla-leave-in-new-jersey">denies your FMLA leave</a> because you won’t provide extra information, that can lead to additional claims.

Get advice if pressure continues. An FMLA lawyer in New Jersey can help you respond effectively and protect your rights.

<a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division on Civil Rights (DCR)</a>: Handles NJLAD complaints if the issue involves disability discrimination or medical privacy. Complaints usually must be filed within 180 days of the violation.

<a href="https://www.dol.gov/">U.S. Department of Labor</a>: Investigates FMLA violations, including improper requests for medical information.

State or Federal Court: You may also have the option to bring a lawsuit for interference with FMLA rights or discrimination under NJLAD with the help of your lawyer.

What Counts as Retaliation In New Jersey?

Requesting or taking family or medical leave.

Refusing to provide information beyond what the law requires.

Filing a complaint about privacy violations.

Keep Your Health Records Private With Legal Support

FMLA in NJ: Can Employers Ask for Your Full Medical History?

The employee’s own serious health condition that prevents them from performing essential job duties.

Caring for a spouse, child, or parent with a serious health condition.

The birth of a child, bonding with a newborn, or adoption.

New Jersey’s Additional Leave Protections

The NJFLA allows eligible employees to take up to 12 weeks of job-protected leave in a 24-month period to care for a family member or bond with a new child.

Unlike the FMLA, the NJFLA does not cover an employee’s own medical condition — but it can provide broader family-related protections.

Why Remote Work in NJ Cannot Replace FMLA Leave

FMLA protects leave, not flexibility. The purpose of FMLA is to allow employees time away from work to deal with health or family issues. Remote work is still work — it doesn’t give the full relief the law provides.

Serious health conditions often make work impossible. Many employees taking FMLA leave need rest, treatment, or recovery. Expecting them to log in remotely defeats the purpose of the law.

Employer pressure is unlawful. If an employee qualifies for FMLA, the employer cannot force them into an alternative arrangement. That’s considered interference with FMLA rights.

Remote work must be voluntary. Employees may choose to work remotely if they feel up to it, but it cannot be a requirement or a condition imposed by the employer.

Refusing to approve a valid FMLA request.

Pressuring an employee to continue working from home instead of taking leave.

Discouraging employees from applying for FMLA.

Counting FMLA leave against an employee in performance evaluations.

Post-surgery recovery. An employee needs several weeks off to recover from surgery. The employer suggests they can “just handle emails from home.” But the law gives them the right to be fully off work.

Caregiving responsibilities. A worker requests FMLA to care for a sick parent. The employer says they can take the parent to appointments but must still log in remotely each day. That undermines the protections of FMLA.

Pregnancy and bonding leave. A new mother or father asks for bonding leave. The employer pressures them to work part-time from home to “keep things moving.” That’s not allowed: bonding leave must be protected time off.

What NJ Employees Can Do If Pressured To Work Remotely

Submit requests in writing. Always put FMLA or NJFLA requests in writing, including start and end dates. This documentation also protects you if the employer later claims you misused leave or falsely <a href="/blog/fmla-fraud-accusations-how-nj-employees-can-protect-themselves">accuse you of FMLA fraud</a>.

Seek HR support. If your direct supervisor is the problem, escalate the issue to HR or higher management. Save emails, texts, or memos where your employer pressures you to work instead of granting leave.

File a complaint. You can file with the <a href="https://www.dol.gov/agencies/whd">U.S. Department of Labor’s Wage and Hour Division</a> for FMLA violations, or with the <a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division on Civil Rights (DCR)</a> for state law violations.

Consult an attorney. A FMLA attorney in New Jersey can help you assert your rights, protect your job, and pursue remedies if your employer refuses to comply.

Don’t Let “Flexible” Work Undermine Your FMLA Rights

Stand Up For Your FMLA Protections — Contact Us Today

Can NJ Employers Require Remote Work Instead of FMLA Leave?

You work for a covered employer (generally private employers with 50 or more employees, as well as public agencies and schools).

You have worked for the employer for at least 12 months.

You have worked at least 1,250 hours in the 12 months before leave begins.

Your own serious health condition that makes you unable to perform your job.

Bonding with a newborn or newly adopted child.

Care for a family member (child, parent, spouse, or partner) with a serious health condition.

Bond with a new child (birth, adoption, or foster care).

If you take FMLA for your own medical condition, that time does not count against your NJFLA entitlement. You may still have NJFLA leave available for family care later in the same period.

Your employer must return you to the same job you left, or

To an equivalent job with the same pay, benefits, and working conditions.

Retaliation And Job Protection During FMLA Leave

<a href="/blog/legal-recourse-for-nj-employees-fired-after-requesting-fmla-leave">Being fired after requesting FMLA leave</a> or upon returning from leave.

Cutting your hours or pay because you took leave

Excluding you from projects, promotions, or training opportunities

Creating a hostile environment to discourage you from using leave

TDI provides partial wage replacement if you are unable to work due to your own illness or disability, including pregnancy and recovery from childbirth.

FLI provides partial wage replacement when you take time off to bond with a new child or care for a seriously ill family member.

What Employees Should Do To Protect Their Rights

Provide notice to your employer as early as possible, preferably in writing.

Submit any required medical certification forms.

Keep records of all communications about your leave.

Understand whether your leave is covered by FMLA, NJFLA, or both.

Track your leave time so you know how much protection you have left.

Be prepared to return to work on the agreed date unless you extend leave lawfully.

Train HR staff and managers on leave laws.

Post required notices and provide employees with leave rights information.

Handling leave requests consistently and without bias

Avoid retaliatory behavior toward employees who take leave.

You Don’t Have to Sacrifice Your Career. We’re Here to Help.

Do NJ Employers Have to Hold Your Job During FMLA Leave?

Taking FMLA leave for a reason not covered under the law.

Submitting false or exaggerated medical certifications.

Using approved medical leave for unrelated personal activities.

Falsifying records or hours to qualify for FMLA protections.

Why Employers Resort to Fraud Accusations in NJ FMLA Cases

Suspicion about timing: An employee requests FMLA leave right after being denied a vacation request, raising employer concerns about motive.

Visible activities during leave: An employee is spotted doing physical activities while on leave for a medical condition, even if those activities are allowed by their doctor. Employers sometimes misinterpret this, leading to fraud accusations that can carry serious FMLA fraud legal consequences.

Inconsistent documentation: Medical certifications that appear vague, incomplete, or contradictory can fuel suspicion.

Retaliation motives: Certain employers misuse fraud accusations as a way to retaliate against workers who exercise their rights. This kind of <a href="/blog/employer-retaliation-after-fmla-leave-what-s-illegal">retaliation after FMLA leave</a> is certainly illegal under both federal and state law.

Lack of understanding: Many managers simply don’t understand what FMLA allows. For example, they may assume someone on leave must be completely incapacitated, when in reality intermittent or partial leave is perfectly legal.

<a href="https://www.nj.gov/oag/dcr/downloads/fact-FLA.pdf">New Jersey Family Leave Act (NJFLA)</a>: Provides eligible employees with up to 12 weeks of leave in a 24-month period to care for a family member or bond with a new child. Unlike the FMLA, it does not cover the employee’s own medical condition. Importantly, employers cannot pressure or <a href="/blog/can-you-be-forced-to-return-early-from-fmla-leave">force you to return early from your leave</a>: doing so could violate your rights under state law.

<a href="https://www.nj.gov/lps/dcr/downloads/NJ-Law-Against-Discrimination-Most-Updated.pdf">New Jersey Law Against Discrimination (NJLAD)</a>: Protects employees from retaliation and harassment based on disability, pregnancy, or other protected categories. If an employer uses a fraud accusation as a pretext to discriminate, this law may apply.

<a href="https://www.nj.gov/labor/forms_pdfs/lwdhome/CEPA270.1.pdf">Conscientious Employee Protection Act (CEPA)</a>: Also known as the state’s whistleblower law, CEPA protects employees who report or object to employer practices they believe are unlawful. If your <a href="/blog/denied-fmla-leave-in-new-jersey">employer denies you FMLA leave</a> and you speak up about it only to face punishment — CEPA can serve as an important safeguard against retaliation.

Requesting clarification from your health care provider.

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