Know Your Rights

Up to 12 weeks of unpaid, job-protected leave for serious health conditions. Covers depression, anxiety, PTSD, chronic illness, and recovery from surgery. Also applies when you need time off to care for a child, spouse, or parent with any of these conditions. Available at employers with 50+ employees after 12 months of work. Leave can be taken intermittently, a few hours or days at a time, which is critical for conditions like anxiety, migraines, or flare-ups that don't follow a predictable schedule.

Depression, anxiety, PTSD, ADHD, and bipolar disorder are all protected under the ADA and FMLA. You can take intermittent leave for therapy, medication changes, or flare-ups. Your employer cannot fire you for having a mental health condition or punish you for using protected leave. Covers how to request accommodations, what documentation you need, and what to do if your employer pushes back or retaliates.

Your right to workplace adjustments for mental health conditions, ADHD, autism, and other disabilities. Applies at employers with 15+ employees. Accommodations can include schedule changes, remote work, modified duties, or additional breaks. Covers the interactive process, what employers must provide, and how to push back when they refuse.

18 states and DC go further than federal law. Many offer paid leave, cover smaller employers, or include explicit mental health protections that federal law does not. Some states let you take leave from day one with no waiting period. Find out what your state offers.

The Pregnant Workers Fairness Act requires employers with 15+ employees to provide reasonable accommodations for pregnancy, childbirth, and related conditions. This includes modified schedules, extra breaks, light duty, and time off for prenatal appointments. You do not need to disclose your pregnancy before you are ready. Covers how the PWFA works alongside FMLA, what to do if your employer refuses accommodations, and your rights if you face retaliation.

HR works for the company, not for you. Learn the most common tactics employers use to pressure workers into waiving their rights, resigning voluntarily, or missing critical deadlines. Covers PIPs used as retaliation, how to document conversations your employer denies happened, when to involve an attorney, and the specific records you should be keeping from day one.