Frequently Asked Questions
Common questions about LeaveRights and workplace protections for invisible disabilities.
Is this really free?
Yes. Every tool on LeaveRights is completely free. No accounts, no subscriptions, no hidden costs. The rights check, letter templates, and all guides are available to everyone.
Do you save my data?
No. Everything runs in your browser. Your answers to the rights check are never sent to a server. Results are stored temporarily in your browser's session storage and disappear when you close the tab. We do not collect, store, or share any personal information.
Can I download my results?
Yes. After completing the rights check, you can download your results as a PDF. Letter templates can also be downloaded as PDF or TXT files. Everything happens in your browser.
Is my mental health condition really protected by law?
Yes. Depression, anxiety, PTSD, bipolar disorder, and OCD are recognized as disabilities under the Americans with Disabilities Act (ADA) when they substantially limit major life activities such as concentrating, sleeping, or interacting with others. The ADA Amendments Act of 2008 was specifically designed to prevent employers from dismissing conditions that are not visible.
What about neurodivergent conditions like autism or ADHD?
Autism spectrum conditions and ADHD qualify for ADA protection as disabilities that affect major life activities. Your employer must provide reasonable accommodations such as schedule flexibility, sensory accommodations, clear written instructions, or modified communication styles.
My employer said I don't look disabled. What can I do?
Document this statement with the date, time, location, and any witnesses. The ADA explicitly covers non-visible disabilities. This type of comment can be evidence of disability-based bias. LeaveRights includes a letter template specifically designed to respond to employer dismissal of invisible disabilities.
Do I need a formal diagnosis to get protections?
A formal diagnosis is helpful but not strictly required. The legal standard asks whether your condition substantially limits a major life activity. However, having documentation from a healthcare provider significantly strengthens your position, especially for FMLA medical certification.
What's the difference between FMLA and ADA?
FMLA provides up to 12 weeks of job-protected leave for serious health conditions (employer must have 50+ employees). ADA requires employers with 15+ employees to provide reasonable accommodations for disabilities. They protect different things but often apply together. FMLA protects your leave, ADA protects your right to accommodations and freedom from discrimination.
What if my employer retaliates after I request leave or accommodations?
Both FMLA and ADA prohibit retaliation. Document everything: write-ups, demotions, reduced hours, hostile treatment, and their timing relative to your request. This creates a chronological record that can support a retaliation claim. Use our letter templates to formally document retaliation patterns.
Is LeaveRights legal advice?
No. LeaveRights is a free educational tool that helps you understand your legal protections. We provide exact statute citations and plain-English explanations based on a deterministic rules engine. Always consult a qualified employment attorney for legal advice specific to your situation. Read our full legal disclaimer.