{"id":7871,"date":"2026-10-05T19:08:52","date_gmt":"2026-10-06T02:08:52","guid":{"rendered":"https:\/\/www.riselawfirm.com\/?p=7871"},"modified":"2026-10-05T20:26:28","modified_gmt":"2026-10-06T03:26:28","slug":"despedido-durante-licencia-medica-california","status":"publish","type":"post","link":"https:\/\/www.riselawfirm.com\/es\/fired-on-medical-leave-california\/","title":{"rendered":"\u00bfPuede mi empleador despedirme mientras estoy con licencia m\u00e9dica o despu\u00e9s de regresar en California?"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 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\/fired-on-medical-leave-california\/#Which_leave_laws_protect_California_employees\" >Which leave laws protect California employees?<\/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\/fired-on-medical-leave-california\/#What_are_your_rights_during_leave_and_when_you_return\" >What are your rights during leave and when you return?<\/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\/fired-on-medical-leave-california\/#What_reasons_do_employers_give_and_how_are_they_tested\" >What reasons do employers give, and how are they tested?<\/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\/fired-on-medical-leave-california\/#What_should_you_do_if_you_were_fired_during_or_after_leave\" >What should you do if you were fired during or after leave?<\/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\/fired-on-medical-leave-california\/#Frequently_asked_questions\" >Frequently asked questions<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.riselawfirm.com\/es\/fired-on-medical-leave-california\/#Can_my_employer_fire_me_for_being_out_sick_if_I_did_not_formally_request_CFRA_leave\" >Can my employer fire me for being out sick if I did not formally request CFRA leave?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.riselawfirm.com\/es\/fired-on-medical-leave-california\/#What_if_my_employer_says_I_am_not_eligible_for_leave\" >What if my employer says I am not eligible for leave?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.riselawfirm.com\/es\/fired-on-medical-leave-california\/#Can_my_employer_replace_me_while_I_am_out\" >Can my employer replace me while I am out?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.riselawfirm.com\/es\/fired-on-medical-leave-california\/#I_returned_from_leave_and_was_demoted_or_had_my_hours_cut_Is_that_allowed\" >I returned from leave and was demoted or had my hours cut. Is that allowed?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.riselawfirm.com\/es\/fired-on-medical-leave-california\/#What_compensation_is_available\" >What compensation is available?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.riselawfirm.com\/es\/fired-on-medical-leave-california\/#Talk_to_a_California_medical_leave_lawyer\" >Talk to a California medical leave lawyer<\/a><\/li><\/ul><\/nav><\/div>\n<p><em>Reviewed by Eliot Rushovich, Rise Law Firm, PC<\/em><\/p>\n<p>If you are on leave protected by the California Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA), your employer must generally hold your job while you are out and return you to the same or a comparable position when the leave ends. An employer also may not fire you, discipline you, or otherwise punish you because you requested or took protected leave.<\/p>\n<p>These laws do not make an employee on leave impossible to fire. An employer can still end employment for a reason that has nothing to do with the leave, such as a genuine company-wide layoff. But the timing of a firing during or shortly after leave invites close scrutiny, and the employer often bears the burden of showing that the employee would have lost the job even without taking leave.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Which_leave_laws_protect_California_employees\"><\/span>Which leave laws protect California employees?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Three leave laws apply most often. Many employees are covered by more than one, and CFRA and FMLA leave usually run at the same time.<\/p>\n<table style=\"border-collapse:collapse;width:100%;margin:16px 0\">\n<thead>\n<tr>\n<th style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;background:#f4f4f4;vertical-align:top\"><\/th>\n<th style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;background:#f4f4f4;vertical-align:top\">CFRA<\/th>\n<th style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;background:#f4f4f4;vertical-align:top\">FMLA<\/th>\n<th style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;background:#f4f4f4;vertical-align:top\">Pregnancy Disability Leave<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Employer size<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">5 or more employees<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">50 or more employees within 75 miles<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">5 or more employees<\/td>\n<\/tr>\n<tr>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Employee eligibility<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">12 months of service and 1,250 hours in the past 12 months<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">12 months of service and 1,250 hours in the past 12 months<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">No minimum service<\/td>\n<\/tr>\n<tr>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Length<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Up to 12 workweeks in a 12-month period<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Up to 12 workweeks in a 12-month period<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Up to 4 months per pregnancy<\/td>\n<\/tr>\n<tr>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Covered reasons<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Your own serious health condition; caring for a family member with a serious health condition; bonding with a new child; certain military family needs<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Similar to CFRA, with a narrower list of family members<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Disability caused by pregnancy, childbirth, or a related condition<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Under CFRA, the family members you may take leave to care for include a child, spouse, registered domestic partner, parent, parent-in-law, grandparent, grandchild, sibling, and a designated person. &ldquo;Parent&rdquo; includes a biological, foster, or adoptive parent, a stepparent, a legal guardian, or another person who stood in loco parentis to you when you were a child.<\/p>\n<p>Employees who do not qualify for CFRA or FMLA may still be protected. If you have a disability, FEHA can require your employer to provide a leave of absence as a reasonable accommodation, sometimes beyond 12 weeks, and to engage with you in a good-faith interactive process before deciding it cannot accommodate you (Gov. Code &sect; 12940(m), (n)).<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_are_your_rights_during_leave_and_when_you_return\"><\/span>What are your rights during leave and when you return?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>CFRA guarantees that an employee returning from protected leave will be reinstated to the same position or to a comparable position with equivalent pay, benefits, shift, and other terms (Gov. Code &sect; 12945.2). The FMLA contains a similar guarantee. During CFRA and FMLA leave, the employer must also continue group health coverage on the same terms as if you were working.<\/p>\n<p>The law also prohibits an employer from:<\/p>\n<ul>\n<li>Firing, demoting, or disciplining you because you requested or took protected leave<\/li>\n<li>Interfering with or discouraging you from taking leave you are entitled to<\/li>\n<li>Counting protected leave against you under an attendance policy or in a performance review<\/li>\n<li>Requiring you to disclose your medical diagnosis; an employer may ask for a certification from your health care provider, but under CFRA it may not demand the underlying diagnosis<\/li>\n<li>Pressuring you to work, or to stay on call, while you are on protected leave<\/li>\n<li>Placing you in a lesser position or replacing you permanently while you are out, unless an exception applies<\/li>\n<\/ul>\n<p>These protections cover the request for leave as well as the leave itself. An employee fired shortly after asking for leave, before the leave begins, may have the same kind of claim as an employee fired while on leave.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_reasons_do_employers_give_and_how_are_they_tested\"><\/span>What reasons do employers give, and how are they tested?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Employers who end employment during or after leave usually rely on one of a few explanations. Each can be legitimate, and each can also be a cover for a decision driven by the leave.<\/p>\n<ul>\n<li><strong>&ldquo;Your position was eliminated.&rdquo;<\/strong> An employer is not required to reinstate an employee whose job would have been eliminated even if the employee had not taken leave. The questions are whether the elimination was real, whether it was decided before the leave, whether others were affected, and whether your duties were simply reassigned to someone else.<\/li>\n<li><strong>&ldquo;We discovered performance problems while you were out.&rdquo;<\/strong> Criticism that first appears during or after leave, when the prior record was good, is a common sign that the stated reason is not the real one.<\/li>\n<li><strong>&ldquo;You did not return on time.&rdquo;<\/strong> An employer may act when an employee does not return after protected leave ends. Disputes often turn on whether the employer correctly calculated the leave, whether the employee asked for more time, and whether additional leave should have been offered as a disability accommodation.<\/li>\n<li><strong>&ldquo;We needed to fill the role.&rdquo;<\/strong> Replacing an employee permanently because the employee was on protected leave is generally not a defense under CFRA or the FMLA.<\/li>\n<\/ul>\n<p>As with other retaliation cases, the evidence that matters most is timing, a change in treatment after the leave request, comments by managers about the leave or the employee&rsquo;s absence, and inconsistencies in the employer&rsquo;s explanation.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_should_you_do_if_you_were_fired_during_or_after_leave\"><\/span>What should you do if you were fired during or after leave?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ol>\n<li><strong>Gather your leave records.<\/strong> Keep copies of your leave request, any approval or denial, medical certifications you submitted, and every communication with your employer during the leave.<\/li>\n<li><strong>Write down a timeline.<\/strong> Note when you requested leave, when it began and ended, what your employer said about it, and when and how you learned of the termination.<\/li>\n<li><strong>Keep what you already have.<\/strong> Save your own emails, texts, performance reviews, and pay records. Do not take confidential company documents.<\/li>\n<li><strong>Be careful with a severance agreement.<\/strong> A severance agreement almost always includes a release of claims, so understand what you are giving up before you sign.<\/li>\n<li><strong>Pay attention to deadlines.<\/strong><\/li>\n<\/ol>\n<table style=\"border-collapse:collapse;width:100%;margin:16px 0\">\n<thead>\n<tr>\n<th style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;background:#f4f4f4;vertical-align:top\">Claim<\/th>\n<th style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;background:#f4f4f4;vertical-align:top\">Deadline<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">CFRA or FEHA disability claims<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">File a complaint with the Civil Rights Department within 3 years; then file suit within 1 year of the right-to-sue notice<\/td>\n<\/tr>\n<tr>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">FMLA<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">2 years, or 3 years for a willful violation<\/td>\n<\/tr>\n<tr>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Wrongful termination in violation of public policy<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">2 years<\/td>\n<\/tr>\n<tr>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Public employers<\/td>\n<td style=\"border:1px solid #d0d0d0;padding:10px;text-align:left;vertical-align:top\">Non-FEHA claims generally require a government claim within 6 months<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>These deadlines can be shorter or longer depending on the facts, so it is best not to wait.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Frequently_asked_questions\"><\/span>Frequently asked questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Can_my_employer_fire_me_for_being_out_sick_if_I_did_not_formally_request_CFRA_leave\"><\/span>Can my employer fire me for being out sick if I did not formally request CFRA leave?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Possibly not. You do not have to mention CFRA or the FMLA by name. Once you give your employer enough information to suggest that your absence may qualify, the employer is generally responsible for asking for more information and designating the leave.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"What_if_my_employer_says_I_am_not_eligible_for_leave\"><\/span>What if my employer says I am not eligible for leave?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Check the employer&rsquo;s size and your hours and length of service against the table above. Even if you are not eligible for CFRA or FMLA leave, a disability may entitle you to leave as a reasonable accommodation under FEHA.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Can_my_employer_replace_me_while_I_am_out\"><\/span>Can my employer replace me while I am out?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>An employer may assign your work to others temporarily. It generally may not give your job away permanently and refuse to reinstate you because you were on protected leave.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"I_returned_from_leave_and_was_demoted_or_had_my_hours_cut_Is_that_allowed\"><\/span>I returned from leave and was demoted or had my hours cut. Is that allowed?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>You are entitled to the same or a comparable position with equivalent pay, benefits, and other terms. A demotion, pay cut, or significant change in schedule after leave may violate CFRA or the FMLA.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"What_compensation_is_available\"><\/span>What compensation is available?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Depending on the facts, recoverable damages can include lost wages and benefits, future lost earnings, and emotional distress damages under California law. Punitive damages may be available where the employer acted with malice, oppression, or fraud, and a prevailing employee may recover attorney&rsquo;s fees. Public entities are not liable for punitive damages (Gov. Code &sect; 818).<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Talk_to_a_California_medical_leave_lawyer\"><\/span>Talk to a California medical leave lawyer<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Rise Law Firm represents employees throughout California in medical leave, disability, and wrongful termination cases, from chief executives to minimum-wage workers. We have secured millions of dollars for our clients, 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<p>If you were fired during or after medical or family leave, <a href=\"\/contact\/\">contact us to request a free, confidential consultation<\/a>. You can learn more on our <a href=\"\/los-angeles-family-medical-leave-act-attorney\/\">Los Angeles family and medical leave<\/a>, <a href=\"\/long-beach-family-medical-leave-act-attorney\/\">Long Beach family and medical leave<\/a>, and <a href=\"\/los-angeles-wrongful-termination-attorney\/\">Los Angeles wrongful termination<\/a> pages.<\/p>\n<p><em>This article provides general information about California and federal law and is not legal advice. Reading it does not create an attorney-client relationship.<\/em><\/p>\n<p><script type=\"application\/ld+json\">{\"@context\": \"https:\/\/schema.org\", \"@type\": \"FAQPage\", \"mainEntity\": [{\"@type\": \"Question\", \"name\": \"Can my employer fire me for being out sick if I did not formally request CFRA leave?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Possibly not. You do not have to mention CFRA or the FMLA by name. Once you give your employer enough information to suggest that your absence may qualify, the employer is generally responsible for asking for more information and designating the leave.\"}}, {\"@type\": \"Question\", \"name\": \"What if my employer says I am not eligible for leave?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Check the employer's size and your hours and length of service against the table above. Even if you are not eligible for CFRA or FMLA leave, a disability may entitle you to leave as a reasonable accommodation under FEHA.\"}}, {\"@type\": \"Question\", \"name\": \"Can my employer replace me while I am out?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"An employer may assign your work to others temporarily. It generally may not give your job away permanently and refuse to reinstate you because you were on protected leave.\"}}, {\"@type\": \"Question\", \"name\": \"I returned from leave and was demoted or had my hours cut. Is that allowed?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"You are entitled to the same or a comparable position with equivalent pay, benefits, and other terms. A demotion, pay cut, or significant change in schedule after leave may violate CFRA or the FMLA.\"}}, {\"@type\": \"Question\", \"name\": \"What compensation is available?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Depending on the facts, recoverable damages can include lost wages and benefits, future lost earnings, and emotional distress damages under California law. Punitive damages may be available where the employer acted with malice, oppression, or fraud, and a prevailing employee may recover attorney's fees. Public entities are not liable for punitive damages (Gov. Code \u00a7 818).\"}}]}<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Reviewed by Eliot Rushovich, Rise Law Firm, PC If you are on leave protected by the California Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA), your employer must generally hold your job while you are out and return you to the same or a comparable position when the leave ends&#8230;. <a href=\"https:\/\/www.riselawfirm.com\/es\/fired-on-medical-leave-california\/\">read more<\/a><\/p>","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[67,38,37],"tags":[],"class_list":["post-7871","post","type-post","status-publish","format-standard","hentry","category-employee-rights-qa","category-pregnancy-disability-leave","category-wrongful-termination"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Fired During or After Medical Leave in California? | Rise Law Firm<\/title>\n<meta name=\"description\" content=\"California employers generally must hold your job during protected medical leave and reinstate you when you return. Learn your rights under CFRA and the FMLA and the deadlines that apply.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.riselawfirm.com\/es\/despedido-durante-licencia-medica-california\/\" \/>\n<meta property=\"og:locale\" content=\"es_MX\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Fired During or After Medical Leave in California? | Rise Law Firm\" \/>\n<meta property=\"og:description\" content=\"California employers generally must hold your job during protected medical leave and reinstate you when you return. 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