Protecting Employees’ Rights Under the Massachusetts Paid Family and Medical Leave Act

Introduction

If your employer denied your leave, retaliated against you for taking leave, interfered with your rights, or terminated you after requesting leave, you may have legal claims under the Massachusetts Paid Family and Medical Leave Act (“PFMLA”), M.G.L. c. 175M.

At PHILLIPS & GARCIA LAW we represent Massachusetts employees in disputes involving medical leave, family leave, retaliation, wrongful termination, wage loss, and employer interference with protected leave rights. We understand that employees often seek PFMLA leave during some of the most difficult periods of their lives — including serious illness, pregnancy, caring for family members, or recovering from medical conditions. Employers are prohibited from retaliating against workers for exercising these rights.

Our firm handles PFMLA matters involving executives, healthcare workers, sales professionals, public employees, hourly workers, remote employees, and employees on hybrid schedules throughout Massachusetts.

What Is the Massachusetts PFMLA?

The Massachusetts Paid Family and Medical Leave Act provides eligible employees with paid, job-protected leave for certain medical and family-related reasons.

PFMLA leave may apply for:
• A serious health condition affecting the employee
• Pregnancy and childbirth recovery
• Bonding with a newborn or adopted child
• Caring for a family member with a serious health condition
• Caring for a covered service member
• Certain military-related family needs

PFMLA protections generally include:
• Wage replacement benefits through the Commonwealth
• Job protection during approved leave
• Continuation of certain employment benefits
• Protection against retaliation or interference

Common PFMLA Violations

We represent employees in cases involving:
• Retaliation for requesting or taking leave
• Termination shortly after requesting leave
• Discipline or write-ups connected to protected leave
• Failure to restore an employee to their position
• Reduction in hours, pay, or responsibilities after leave
• Harassment or pressure not to take leave
• Interference with intermittent leave
• Coordinated retaliation involving FMLA, ADA, or maternity leave requests

PFMLA Retaliation Claims

Massachusetts law prohibits employers from retaliating against employees who:
• Request PFMLA leave
• Take PFMLA leave
• Oppose unlawful conduct related to leave rights
• Participate in PFMLA proceedings or investigations

Retaliation may include termination, demotion, schedule changes, reduced pay or responsibilities, negative reviews, exclusion from opportunities, and hostile treatment after leave.

PFMLA and Other Employment Claims

PFMLA disputes often overlap with other Massachusetts and federal employment laws, including disability discrimination, pregnancy discrimination, failure to accommodate claims, wage and hour violations, FMLA violations, retaliation claims, wrongful termination, and employment contract disputes.

Damages Available Under the PFMLA

Depending on the facts of the case, employees may be entitled to recover:
• Three times their lost wages and benefits
• Front pay
• Emotional distress damages
• Attorney’s fees and costs
• Equitable relief, including reinstatement
• Other statutory remedies available under Massachusetts law

Speak With a Massachusetts PFMLA Lawyer

If you believe your employer violated your rights under the Massachusetts Paid Family and Medical Leave Act, our firm can evaluate your situation and explain your legal options.

We represent employees throughout Massachusetts in PFMLA and employment litigation matters.

Contact PHILLIPS & GARCIA LAW today to schedule a confidential consultation.