{"id":2737,"date":"2020-11-23T10:27:04","date_gmt":"2020-11-23T17:27:04","guid":{"rendered":"https:\/\/www.riselawfirm.com\/?page_id=2737"},"modified":"2026-11-04T08:19:21","modified_gmt":"2026-11-04T15:19:21","slug":"licencia-por-enfermedad-pagada-abogado-de-california","status":"publish","type":"page","link":"https:\/\/www.riselawfirm.com\/es\/california-paid-sick-leave-lawyer\/","title":{"rendered":"Abogado en Los \u00c1ngeles para empleados despedidos por usar d\u00edas de enfermedad"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.riselawfirm.com\/es\/california-paid-sick-leave-lawyer\/#Your_paid_sick_leave_rights\" >Your paid sick leave rights<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.riselawfirm.com\/es\/california-paid-sick-leave-lawyer\/#Being_fired_or_punished_for_using_sick_leave\" >Being fired or punished for using sick leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.riselawfirm.com\/es\/california-paid-sick-leave-lawyer\/#Deadlines_statutes_of_limitations_and_compensation\" >Deadlines (statutes of limitations) and compensation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.riselawfirm.com\/es\/california-paid-sick-leave-lawyer\/#Frequently_asked_questions\" >Frequently asked questions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.riselawfirm.com\/es\/california-paid-sick-leave-lawyer\/#Talk_to_a_Los_Angeles_lawyer_about_being_fired_for_using_sick_leave\" >Talk to a Los Angeles lawyer about being fired for using sick leave<\/a><\/li><\/ul><\/nav><\/div>\n\n<div class=\"rlfp\">\n<p><em>Reviewed by <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, Managing Partner, Rise Law Firm, PC. Last updated October 2026.<\/em><\/p>\n<div class=\"rlfp-band rlfp-light\"><div class=\"rlfp-intro\"><div class=\"rlfp-intro-text\"><p>California law gives most employees paid sick leave, and it prohibits employers from firing, demoting, suspending, threatening or otherwise discriminating against employees for using it. The same protection applies when an employee uses sick leave to care for a sick child, parent, spouse or other family member. Employers rarely say that an employee was fired for calling in sick. More often, the employee is written up under an attendance policy, criticized for being \u201cunreliable,\u201d or let go shortly after an absence for reasons that did not come up before.<\/p><p>Rise Law Firm represents employees who were fired or forced out after using sick leave, caring for a family member, or complaining that sick leave was denied, throughout Los Angeles and California. We represent employees only.<\/p><\/div><div class=\"rlfp-intro-art\"><svg role=\"img\" aria-label=\"\" viewBox=\"0 0 360 300\"><path class=\"d\" pathLength=\"1\" d=\"M20 260 H340\" stroke=\"#9AA4B1\" stroke-width=\"2\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M70 165 H230 V250 H70 Z M70 165 L100 135 H260 L230 165 M230 250 L260 220 V135\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M130 165 V125 M130 125 C110 115 110 98 130 104 C150 98 150 115 130 125\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M170 165 V120 H210 V150\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M285 90 L325 130 M325 90 L285 130\" stroke=\"#D82C18\" stroke-width=\"4\"><\/path><\/svg><\/div><\/div><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Your_paid_sick_leave_rights\"><\/span>Your paid sick leave rights<span class=\"ez-toc-section-end\"><\/span><\/h2><p>California\u2019s paid sick leave law (Lab. Code \u00a7 245 et seq.) covers most private and public employees, full-time and part-time, who work in California for 30 or more days in a year. In summary:<\/p>\n<div class=\"rlfp-grid rlfp-two\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 6 L54 14 V30 C54 44 44 54 32 58 C20 54 10 44 10 30 V14 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M22 32 l7 7 l13 -15\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">How much.<\/p><p>Employers must provide at least 40 hours or five days of paid sick leave per year, whichever is more, either up front or through accrual of at least one hour for every 30 hours worked (Lab. Code \u00a7 246). An employee may begin using it after 90 days of employment.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 V56 M18 56 H46 M12 18 H52\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M12 18 L4 36 H20 Z M52 18 L44 36 H60 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-ct\">What it can be used for.<\/p><p>Diagnosis, care or treatment of an existing health condition, preventive care, and certain purposes for victims of domestic violence, sexual assault, stalking and other qualifying acts of violence (Lab. Code \u00a7 246.5(a)).<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M16 12 H48 V56 H16 Z M26 8 H38 V16 H26 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M24 30 H40 M24 39 H40 M24 48 H33\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Who it covers.<\/p><p>The employee and family members, including a child, parent, spouse, registered domestic partner, grandparent, grandchild, sibling, and one other person the employee designates (Lab. Code \u00a7 245.5).<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M10 16 H54 V54 H10 Z M10 26 H54 M22 10 V20 M42 10 V20\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M20 36 H28 M36 36 H44 M20 45 H28\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">No replacement required.<\/p><p>An employer may not require an employee to find a replacement worker as a condition of using sick leave (Lab. Code \u00a7 246.5(b)).<\/p><\/div><\/div>\n<p>Some cities and counties require more than state law. In the City of Los Angeles, employers must provide at least 48 hours of paid sick leave per year (L.A. Mun. Code \u00a7 187.04), and unincorporated Los Angeles County, Santa Monica, San Diego, San Francisco, Oakland, Berkeley and Emeryville have their own ordinances. Where a local ordinance is more generous, the employer must follow it, and these ordinances also prohibit retaliation.<\/p>\n<p>California\u2019s separate \u201ckin care\u201d law (Lab. Code \u00a7 233) applies to all accrued sick leave an employer provides, including leave above the legal minimum. It allows an employee to use at least half of the sick leave accrued each year for the same purposes as paid sick leave, including caring for a family member, prohibits discipline for doing so, and allows the employee to sue for reinstatement and damages.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Being_fired_or_punished_for_using_sick_leave\"><\/span>Being fired or punished for using sick leave<span class=\"ez-toc-section-end\"><\/span><\/h2><p>An employer may not deny an employee the right to use accrued sick leave, or discharge, threaten, demote, suspend or otherwise discriminate against an employee for using or attempting to use it, for filing a complaint about it, or for opposing a practice the law prohibits (Lab. Code \u00a7 246.5(c)). If the employer takes action against the employee within 30 days of a complaint to the Labor Commissioner, cooperation in an investigation, or opposition to an unlawful practice, the law presumes the action was retaliatory, and the employer must rebut that presumption.<\/p>\n<p>These are the situations we see most often:<\/p>\n<div class=\"rlfp-grid rlfp-two\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M8 24 L32 10 L56 24 Z M14 28 V50 M26 28 V50 M38 28 V50 M50 28 V50\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M6 54 H58\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Termination shortly after a sick day.<\/p><p>An employee calls in sick, or leaves early to take a child to the doctor, and is fired soon afterward for \u201cattendance\u201d or a reason that did not concern anyone before.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 a24 24 0 1 0 0.01 0 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M32 18 V32 L42 38\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Attendance points for protected absences.<\/p><p>An employer may not count protected sick leave as an absence that can lead to discipline, discharge, demotion or suspension (Lab. Code \u00a7 234). A points system that does so violates the law.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 6 L54 14 V30 C54 44 44 54 32 58 C20 54 10 44 10 30 V14 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M22 32 l7 7 l13 -15\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Being told to find coverage or to work while sick.<\/p><p>An employee is disciplined for not finding a replacement, or is pressured not to use sick leave at all.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 V56 M18 56 H46 M12 18 H52\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M12 18 L4 36 H20 Z M52 18 L44 36 H60 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-ct\">Retaliation for complaining.<\/p><p>An employee complains that sick leave was denied or not paid and is then written up, has hours cut, or is fired. California law also prohibits retaliation against employees who complain about Labor Code violations generally (Lab. Code \u00a7 98.6).<\/p><\/div><\/div>\n<p>These are common examples, not a complete list. Sick leave claims often overlap with other claims. If the illness is a disability, the Fair Employment and Housing Act (FEHA) prohibits discrimination and requires the employer to discuss reasonable accommodations, which can include time off (Gov. Code \u00a7 12940(a), (m), (n)). A serious health condition can also entitle an employee to up to 12 weeks of job-protected leave under the California Family Rights Act (Gov. Code \u00a7 12945.2). You can read more on our <a href=\"\/los-angeles-ada-disability-discrimination-lawyer\/\">disability discrimination<\/a> and <a href=\"\/los-angeles-family-medical-leave-act-attorney\/\">family and medical leave<\/a> pages.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Deadlines_statutes_of_limitations_and_compensation\"><\/span>Deadlines (statutes of limitations) and compensation<span class=\"ez-toc-section-end\"><\/span><\/h2><p>The main deadlines are below. They can be shorter or longer depending on the facts, so it is best not to wait.<\/p>\n<div class=\"rlfp-table\"><table>\n<thead><tr><th>Claim<\/th><th>Deadline<\/th><\/tr><\/thead>\n<tbody>\n<tr><td>Retaliation complaint with the Labor Commissioner<\/td><td>1 year<\/td><\/tr>\n<tr><td>Wrongful termination in violation of public policy<\/td><td>2 years<\/td><\/tr>\n<tr><td>FEHA disability discrimination or failure to accommodate<\/td><td>File a complaint with the California Civil Rights Department within 3 years; then file suit within 1 year of the right-to-sue notice<\/td><\/tr>\n<tr><td>Public employers<\/td><td>Non-FEHA claims generally require a government claim within 6 months<\/td><\/tr>\n<\/tbody>\n<\/table><\/div>\n<p>Depending on the facts, an employee fired for using sick leave may recover lost wages and benefits, and in a wrongful termination or FEHA case, emotional distress damages and, where the employer acted with malice, oppression or fraud, punitive damages (public entities are not liable for punitive damages under Gov. Code \u00a7 818). The Labor Code also provides for reinstatement and back pay, and for civil penalties of up to $10,000 per violation for retaliation against an employee who complained about Labor Code violations (Lab. Code \u00a7 98.6). An employee disciplined for using kin care leave may sue for reinstatement and actual damages (Lab. Code \u00a7 233).<\/p><\/div>\n<div class=\"rlfp-cta\"><p>Recognize your situation? Tell us what happened.<\/p><a class=\"rlfp-btn rlfp-btn-navy\" href=\"\/contact\/\">Request a free consultation<\/a><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Frequently_asked_questions\"><\/span>Frequently asked questions<span class=\"ez-toc-section-end\"><\/span><\/h2><details open><summary>I was fired a few days after calling in sick. Do I have a case?<\/summary><p>You may have a case. Close timing between a protected absence and a termination is strong evidence, particularly if your record was good before and your employer provides inconsistent or questionable reasons for your termination. Keep track of the dates of your absences and of each event that followed, and save any texts or emails in which you reported the absence.<\/p><\/details><details><summary>My employer uses an attendance points system. Can my sick days count against me?<\/summary><p>No. An employer may not count protected sick leave as an absence that can lead to discipline, discharge, demotion or suspension (Lab. Code \u00a7 234).<\/p><\/details><details><summary>Can I use sick leave to care for my child or parent?<\/summary><p>Yes. Paid sick leave may be used to care for a child, parent, spouse, registered domestic partner, grandparent, grandchild, sibling or one designated person, and an employer may not punish an employee for doing so.<\/p><\/details><details><summary>My employer says I did not give enough notice. Does that matter?<\/summary><p>It depends. If the need for sick leave is foreseeable, the employee should give reasonable advance notice. If it is not foreseeable, the employee must give notice as soon as practicable (Lab. Code \u00a7 246(i)). An employer may not use a notice rule as a pretext for punishing an employee who was sick.<\/p><\/details><details><summary>Does my employer have to pay out unused sick leave when I leave?<\/summary><p>Generally no. Unlike vacation, unused sick leave does not have to be paid out at the end of employment (Lab. Code \u00a7 246(g)). There are two exceptions: the employer has a policy or agreement to pay it out, or the employer combines sick leave and vacation in a single paid time off policy, in which case the unused balance is treated as vacation and must be paid.<\/p><p>If you live or work in Long Beach, see our <a href=\"\/long-beach-paid-sick-leave-attorney\/\">Long Beach paid sick leave page<\/a>. For an overview of the cases we handle, see our <a href=\"\/los-angeles-employment-lawyer\/\">Los Angeles employment lawyer page<\/a>.<\/p><\/details><\/div>\n<div class=\"rlfp-band rlfp-light\"><h2><span class=\"ez-toc-section\" id=\"Talk_to_a_Los_Angeles_lawyer_about_being_fired_for_using_sick_leave\"><\/span>Talk to a Los Angeles lawyer about being fired for using sick leave<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Rise Law Firm represents employees throughout California in wrongful termination, retaliation, discrimination and harassment cases, from chief executives to minimum-wage workers. We have secured millions of dollars for our clients, including recoveries against major companies, government entities, and celebrities, and we are particularly well known for handling high-profile cases. We work on a contingency basis, which means there are no fees or costs unless we recover compensation for you.<\/p>\n<div class=\"rlfp-case\"><p>In one case, we represented a medical assistant at a Southern California healthcare provider who was fired for \u201cattendance\u201d two weeks after her most recent sick day. She alleged that every absence her employer cited was approved sick leave for a mental health condition and an injury, and that the termination violated the kin care law, the Fair Employment and Housing Act and public policy. Every case is different, and results depend on the facts of each case.<\/p><\/div>\n<p>If you were fired, disciplined or forced out after using sick leave or caring for a family member, <a href=\"\/contact\/\">contact us to request a free, confidential consultation<\/a>, or call <a href=\"tel:+13107286588\">(310) 728-6588<\/a>. You can learn more on our <a href=\"\/los-angeles-wrongful-termination-attorney\/\">wrongful termination<\/a> and <a href=\"\/los-angeles-retaliation-attorney\/\">retaliation<\/a> pages.<\/p><\/div>\n<p><em>This page provides general information about California law and is not legal advice. Reading it does not create an attorney-client relationship.<\/em><\/p>\n<\/div>\n<script type=\"application\/ld+json\">{\"@context\": \"https:\/\/schema.org\", \"@type\": \"FAQPage\", \"mainEntity\": [{\"@type\": \"Question\", \"name\": \"I was fired a few days after calling in sick. 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The same protection applies when an employee uses sick leave to care for a sick&#8230; <a href=\"https:\/\/www.riselawfirm.com\/es\/california-paid-sick-leave-lawyer\/\">read more<\/a><\/p>","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-2737","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Fired for Calling in Sick in California? | Rise Law Firm<\/title>\n<meta name=\"description\" content=\"California employers may not fire, discipline or threaten employees for using paid sick leave or caring for a sick family member. 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