29 USC 2616
The FMLA prohibits employers from discriminating or retaliating against
an employee or prospective employee for having exercised FMLA rights.
Employers may not interfere with, restrain, or deny the exercise of any
rights provided by the FMLA and cannot use the taking of FMLA leave against
employees in employment actions, such as hiring, promotions, or disciplinary
To ensure compliance with the provisions of the FMLA and its regulations, the
Secretary of Labor, or a designated representative, has the authority to:
If an employer has violated one or more provisions of FMLA, and if justified by the facts of a particular case, an employee may receive one or more of the following:
Return to the FMLA Advisor Introduction or see information on Enforcement.
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