Protected Activity under the ADA and Family and Medical Leave Act

During your career, you may need to request leave for yourself or a qualifying family member due to a health condition. You might also need to ask your employer for reasonable accommodations to help you perform your job despite a health limitation. Both actions are considered “Protected Activity” under the law.

What is Protected Activity in this context?

Protected activity refers to actions employees take to:

• Request reasonable accommodations for a health condition.

• Request or take leave to care for themselves or a qualifying family member.

These actions are legally protected from employer retaliation, such as termination, demotion, or harassment. Assisting others in making these requests or opposing discriminatory practices related to these rights is also considered protected activity.

Key Takeaway:

It is unlawful for employers to take adverse actions—such as firing, demoting, or harassing—employees for engaging in protected activity.

If you believe you have experienced an adverse employment action after engaging in protected activity, contact the Seattle Litigation Group, which specializes in employment law, including discrimination and retaliation cases. They offer consultations and can help you assess your claim.