What are the penalties for employers who deny or interfere with FMLA rights?

In New York, employers who violate the Family and Medical Leave Act (FMLA) may face a variety of penalties. The Department of Labor (DOL) investigates claims of violations and may assess civil money penalties. Employers may be fined for failing to provide information or for violating the law outright. Employers may also have to pay the employee’s wages they would’ve gotten if they hadn’t been denied the right to FMLA leave. The DOL may also pursue a court order against employers who deny or interfere with an employee’s rights to FMLA leave. Courts may order employers to reinstate an employee to their previous employment, as well as award lost earnings or damages. Courts may also assess a civil money penalty against employers. Employers may also face criminal prosecution if the employee’s rights were willfully violated. Criminal prosecution may result in fines, jail time, and restriction of interstate commerce for employers. Employees may also bring a civil lawsuit against their employers, in addition to filing a complaint with the DOL. By filing a civil lawsuit, the employee may be able to receive additional financial damages or other remedies. Overall, employers who deny or interfere with an employee’s rights to FMLA leave may face civil or criminal penalties, as well as be liable for damages. It is important for employers to familiarize themselves with FMLA laws in their state and abide by the law to avoid any legal consequences.

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What are the penalties for employers who deny or interfere with FMLA rights?

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