Legal Disclaimer

1. Educational Purpose Only

LeaveRights is a free educational website designed to help individuals understand their potential rights under federal and state employment laws, including the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), the Pregnant Workers Fairness Act (PWFA), and various state leave and anti-discrimination statutes.

All information on this site, including assessment results, blog posts, guides, state law summaries, and letter templates, is provided for general educational purposes only. It does not constitute legal advice and should not be relied upon as such.

2. No Attorney-Client Relationship

LeaveRights is not a law firm. It does not employ or retain attorneys for the purpose of providing legal advice to users. Use of this site, its tools, its content, or its referral request form does not create an attorney-client relationship between you and LeaveRights or any affiliated party.

The fact that the site's creator attended law school does not change this. LeaveRights is an educational resource, not a legal practice.

3. Limitations of the Rights Check Assessment

The rights check assessment evaluates potential eligibility based on the answers you provide and general legal principles. It has significant limitations:

• It cannot account for employer-specific policies, collective bargaining agreements, or unique circumstances of your workplace
• It may not reflect the most recent legislative changes, court decisions, or regulatory guidance
• Legal eligibility often depends on specific facts and timing that a questionnaire cannot fully capture
• Federal circuit courts interpret the same laws differently, and your rights may vary depending on your geographic location
• The assessment does not evaluate the strength of a potential legal claim, only general eligibility criteria

Assessment results are a starting point for understanding your situation. They are not a legal opinion and should not be treated as one.

4. Letter Templates

The letter templates on this site are general-purpose starting points for common workplace communications. They are not tailored to your specific situation. A letter that is appropriate for one employee may be counterproductive for another, depending on the employer, the circumstances, the timing, and the applicable law.

Before sending any letter to your employer, HR department, leave administrator, or any other party, have it reviewed by a qualified employment attorney. Workplace communications can have legal consequences, and once sent, they cannot be unsent.

5. Blog Posts and Guides

Blog posts, survivor guides, and informational articles on LeaveRights are written for general educational purposes. They discuss legal concepts, cite statutes and regulations, and reference case law. This content is intended to help you understand the legal landscape, not to advise you on your specific case.

Legal citations are provided for reference and should be independently verified. Statutes are amended. Regulations are updated. Court decisions can be overturned or distinguished. The information on this site represents our best understanding at the time of writing, but the law is not static.

6. State Law Information

LeaveRights provides summaries of state leave laws and anti-discrimination statutes for all 50 states and the District of Columbia. These summaries are based on publicly available statutes, regulations, and official government sources.

State laws change frequently. Implementation timelines, benefit amounts, eligibility thresholds, and filing deadlines may be updated by state legislatures or regulatory agencies after our summaries were last verified. Always check your state's official government website or consult a local employment attorney for the most current information.

7. External Links and Resources

LeaveRights links to external websites including government agencies (Department of Labor, EEOC, state labor departments), legal aid organizations, research institutions, and other resources. These links are provided for informational purposes. We do not control the content of external sites, and inclusion of a link does not constitute endorsement. External sites have their own terms, privacy policies, and limitations.

8. No Guarantee of Outcomes

Nothing on this site guarantees any particular outcome in your workplace situation, legal claim, or administrative proceeding. Employment law cases depend on specific facts, evidence, employer conduct, timing, jurisdiction, and many other variables that this site cannot evaluate.

The fact that the rights check assessment indicates you "may be eligible" for a protection does not mean you will prevail in a legal dispute. The fact that a letter template addresses a common situation does not mean sending it will produce the result you want.

9. Consult a Qualified Attorney

Before taking any action based on information from LeaveRights, we strongly recommend consulting a qualified employment attorney. This includes, but is not limited to:

• Requesting FMLA leave or ADA accommodations
• Responding to a performance improvement plan (PIP) or disciplinary action
• Filing a complaint with the EEOC or a state agency
• Communicating with your employer about a medical condition or disability
• Making decisions about resigning or accepting a severance
• Responding to requests for medical records from a third-party leave administrator

Many employment attorneys offer free initial consultations. Legal aid organizations provide free representation for qualifying individuals. See our Get Help page for resources.

10. Accuracy and Currency of Information

While we make every effort to provide accurate, well-sourced, and current information, we make no warranties about the completeness, accuracy, or reliability of any content on this site. Legal information is verified against official sources at the time of publication, but laws, regulations, and court interpretations change over time. You should independently verify any legal information before relying on it.

11. Changes to This Disclaimer

We may update this disclaimer from time to time. Changes will be reflected by the "Last updated" date at the top of this page.

12. Contact

If you have questions about this disclaimer, contact us at help@leaverights.com.