Key Takeaways
- FMLA provides up to 12 weeks of unpaid, job-protected leave for substance abuse treatment that qualifies as a serious health condition.
- Eligible employees must have worked for their employer for at least 12 months and at least 1,250 hours in the preceding year.
- Intermittent FMLA leave can be used for ongoing outpatient addiction treatment appointments without taking continuous time off work.
- Employers cannot retaliate against employees for requesting or taking FMLA leave for addiction treatment.
- California provides additional protections through CFRA, PDL, and Paid Family Leave that supplement federal FMLA rights.
- Trust SoCal helps patients navigate FMLA paperwork and coordinates treatment plans with employment protection timelines.
How FMLA Protects Your Job During Addiction Treatment
The Family and Medical Leave Act (FMLA) is one of the most important legal protections available to employees who need time away from work to address a substance use disorder. Enacted in 1993, FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for the treatment of a serious health condition — and substance use disorders that require inpatient care or continuing treatment by a healthcare provider clearly qualify under this definition.
Despite these protections, many employees are unaware that FMLA applies to addiction treatment, or they are afraid that requesting leave will expose them to workplace stigma or retaliation. Understanding exactly how FMLA works in the context of addiction treatment empowers employees to access the care they need with confidence that their job will be waiting for them when they return. This guide breaks down every aspect of FMLA as it applies to substance use treatment, from eligibility requirements to the return-to-work process.
At Trust SoCal in Orange County, our admissions team routinely helps patients understand their FMLA rights and coordinates the clinical documentation needed to support their leave requests. We recognize that employment concerns are one of the biggest barriers to treatment entry, and we work proactively to address these concerns so that patients can focus fully on their recovery.
The Department of Labor has specifically confirmed that substance abuse treatment qualifies for FMLA leave when the treatment is provided by or on the referral of a healthcare provider. Absence due to substance use itself, without treatment, is not protected.
What FMLA Covers for Addiction Treatment
FMLA leave for substance use disorders covers a broad range of treatment activities, from residential programs to ongoing outpatient care, as long as the treatment is provided by or on the referral of a healthcare provider.
- Inpatient residential addiction treatment, including medical detoxification programs
- Intensive outpatient programs (IOP) and partial hospitalization programs (PHP) that require regular attendance during work hours
- Individual and group therapy sessions with licensed addiction counselors or therapists
- Medication-assisted treatment (MAT) appointments for evaluation, medication management, and monitoring
- Medical appointments related to co-occurring mental health conditions being treated alongside the substance use disorder
What FMLA Does NOT Cover
Understanding the limitations of FMLA protection is just as important as understanding what it covers. There are specific circumstances where FMLA does not apply to substance use situations.
- Absences caused by substance use itself, such as being unable to work due to intoxication or a hangover, are not protected by FMLA
- Employees who are actively using illegal drugs and not in treatment are not entitled to FMLA protection for substance-related absences
- Attendance at self-help meetings like AA or NA, when not part of a formal treatment program prescribed by a healthcare provider, may not qualify
- Employees who do not meet FMLA eligibility requirements are not covered regardless of their medical need for treatment
The Critical Distinction: Treatment vs. Use
The Department of Labor draws a clear line between absences related to treatment for substance use and absences caused by substance use itself. This distinction has significant implications for FMLA protection.
- An employee who misses work because they are in a treatment program is protected by FMLA
- An employee who misses work because they were using substances and could not come in is not protected
- An employee who requests leave to enter treatment before any workplace incident occurs is in the strongest legal position
- Proactively seeking treatment through an EAP or directly through a provider like Trust SoCal establishes the treatment nexus that FMLA requires
FMLA Eligibility Requirements for Addiction Treatment Leave
Not all employees are eligible for FMLA leave, and understanding the eligibility requirements before requesting leave helps you prepare properly and avoid surprises. FMLA eligibility depends on factors related to both the employer and the employee, and failing to meet even one requirement can disqualify you from protection.
If you do not meet FMLA eligibility requirements, other laws may still protect your right to treatment leave. California employees, in particular, may have access to protections under the California Family Rights Act (CFRA), the Fair Employment and Housing Act (FEHA), and California Labor Code Sections 1025-1028 that provide broader coverage than federal FMLA in many situations.
Employee Eligibility Criteria
To qualify for FMLA leave, you must meet all of the following requirements at the time you request leave.
- You must have worked for your employer for at least 12 months, though the months do not need to be consecutive
- You must have worked at least 1,250 hours during the 12-month period immediately preceding the leave
- Your employer must have at least 50 employees within a 75-mile radius of your work location
- You must not have exhausted your 12-week FMLA entitlement for the current leave year
Employer Requirements
FMLA obligations apply only to certain employers. However, even employers who are not covered by FMLA may have obligations under state law or their own policies.
- Private-sector employers with 50 or more employees within a 75-mile radius are covered by FMLA
- All public agencies and public and private elementary and secondary schools are covered regardless of size
- California CFRA covers private employers with 5 or more employees, significantly expanding coverage beyond federal FMLA
- Some employers voluntarily offer FMLA-equivalent leave even when not legally required to do so
Calculating Your FMLA Eligibility
If you are unsure whether you meet FMLA eligibility requirements, these steps can help you determine your status before approaching your employer.
- Review your pay stubs or time records to calculate your total hours worked in the past 12 months
- Confirm your total length of employment, counting any breaks in service as long as you have been employed for at least 12 total months
- Ask HR about the number of employees at your worksite and within a 75-mile radius if this information is not publicly available
- If you are uncertain about your eligibility, consult with Trust SoCal's admissions team at (949) 280-8360, and we can help you evaluate your situation
How to Request FMLA Leave for Addiction Treatment
Requesting FMLA leave for addiction treatment requires careful planning and communication. While the legal requirements for requesting FMLA leave are relatively straightforward, the practical and emotional aspects of disclosing a substance use disorder to your employer can feel daunting. Approaching the request strategically helps protect both your rights and your privacy.
The Department of Labor does not require employees to specifically mention FMLA when requesting leave — you need only provide enough information for your employer to determine that the leave may qualify under FMLA. However, being somewhat specific about the nature of the medical need helps the employer process the request appropriately and triggers their obligation to provide you with the required FMLA notice and eligibility information.
You do not need to disclose your specific diagnosis to your employer when requesting FMLA leave. You can simply state that you need medical leave for treatment of a serious health condition. The medical certification form provided to your healthcare provider will contain the clinical details.
Step-by-Step FMLA Request Process
Following this process ensures you meet your legal obligations while maximizing your protections throughout the leave request.
- Notify your employer of your need for leave as soon as practicable. For planned treatment, 30 days advance notice is required when possible.
- Submit a written request to HR or your designated leave administrator stating your need for medical leave for treatment of a serious health condition.
- Request the FMLA medical certification form (DOL Form WH-380-E) from your employer and have it completed by your treating provider or by Trust SoCal's clinical team.
- Return the completed medical certification within the 15-calendar-day deadline or request additional time if needed.
- Keep copies of all correspondence related to your leave request for your records.
Medical Certification Requirements
Your employer has the right to request medical certification to support your FMLA leave request for addiction treatment. Understanding what information the certification requires and what it does not helps you and your treatment provider complete it appropriately.
- The certification must include the date the serious health condition began, the probable duration, and appropriate medical facts about the condition
- The provider must indicate whether inpatient hospitalization is required and the expected duration of treatment
- For intermittent leave, the certification must include the estimated frequency and duration of treatment sessions
- The certification does not require the specific diagnosis — the provider can describe the condition in general terms such as serious health condition requiring ongoing treatment
- Trust SoCal's clinical team has extensive experience completing FMLA certification forms and can ensure they are thorough and compliant
Protecting Your Privacy During the FMLA Process
While you must provide sufficient information to support your FMLA request, you have significant control over how much detail is disclosed to your employer about your specific condition.
- The medical certification is reviewed by HR or a leave administrator, not your direct supervisor
- Your employer cannot require you to disclose your specific substance use diagnosis to anyone other than the leave administrator
- Medical information provided in connection with FMLA leave must be maintained in a separate, confidential medical file, not your general personnel file
- If your employer requests additional information beyond what is on the certification, they must direct their questions to the healthcare provider, not to you
Intermittent FMLA Leave for Outpatient Addiction Treatment
One of the most valuable but least understood features of FMLA for employees in addiction treatment is the right to take intermittent leave. Intermittent FMLA leave allows you to take leave in separate blocks of time rather than one continuous period, making it possible to maintain your employment while attending regular outpatient treatment sessions, therapy appointments, and medication management visits.
For many employees, intermittent leave is the key that makes treatment possible. Rather than choosing between their job and their recovery, employees can use intermittent FMLA to attend intensive outpatient programs in the evenings, keep weekly therapy appointments during work hours, or visit their prescriber for MAT management without using vacation time or risking attendance-based disciplinary action.
Intermittent FMLA leave can be taken in increments as small as one hour, allowing employees to attend individual therapy sessions, group therapy, or medication management appointments without taking full days off work.
How Intermittent FMLA Works for Addiction Treatment
Intermittent leave requires specific documentation from your healthcare provider and creates certain obligations for both the employee and the employer.
- Your healthcare provider must certify the medical necessity of intermittent leave and provide the expected frequency and duration of appointments
- The employer can require you to attempt to schedule treatment appointments outside of work hours when medically feasible
- You must follow your employer's notice procedures for each instance of intermittent leave, such as calling in before a treatment appointment
- The employer cannot require you to take more leave than medically necessary — if your appointment takes 2 hours, you take 2 hours of leave, not a full day
Common Intermittent Leave Scenarios for Addiction Treatment
These real-world examples illustrate how employees use intermittent FMLA leave to participate in various levels of addiction treatment while maintaining employment.
- Attending an intensive outpatient program (IOP) that meets three evenings per week with occasional daytime appointments for medical check-ups
- Visiting a psychiatrist monthly for medication-assisted treatment evaluation and prescription management
- Attending weekly individual therapy sessions with a licensed addiction counselor during afternoon work hours
- Participating in partial hospitalization programming (PHP) during the day for 4 to 6 weeks while transitioning from residential treatment back to work
Employer Obligations for Intermittent Leave
Employers must accommodate intermittent FMLA leave but have certain rights to manage its impact on workplace operations.
- Employers cannot deny intermittent leave that is medically certified, even if it creates scheduling challenges
- The employer may temporarily transfer the employee to an equivalent position that better accommodates the intermittent leave schedule, as long as the position has equivalent pay and benefits
- Employers must maintain the employee's group health insurance during intermittent leave on the same terms as if the employee were working
- Time taken for intermittent FMLA leave must be tracked accurately and deducted from the employee's 12-week annual entitlement
Employer Obligations and Prohibited Conduct Under FMLA
Employers have specific, legally enforceable obligations when an employee requests or takes FMLA leave for addiction treatment. Understanding these obligations helps employees recognize when their rights are being violated and helps employers avoid costly legal mistakes. FMLA retaliation and interference claims are among the most common employment law disputes, and employers who mishandle addiction-related leave requests face significant legal exposure.
The Department of Labor enforces FMLA through its Wage and Hour Division, and employees who believe their rights have been violated can file complaints with the DOL or pursue private lawsuits in court. Remedies for FMLA violations can include reinstatement, back pay, liquidated damages, and attorney's fees.
An employer who discourages an employee from taking FMLA leave, makes negative comments about the leave, or uses the leave as a factor in any employment decision may be liable for FMLA interference and/or retaliation.
What Employers Must Do
FMLA imposes affirmative obligations on employers that go beyond simply not terminating an employee during leave.
- Provide employees with written notice of their FMLA eligibility and rights within 5 business days of a leave request
- Maintain the employee's group health insurance during leave on the same terms as if the employee were actively working
- Restore the employee to the same or an equivalent position upon return from leave, with equivalent pay, benefits, and working conditions
- Maintain all records related to FMLA leave for at least 3 years and keep medical information in separate, confidential files
- Not count FMLA leave against the employee in any attendance-based disciplinary or performance evaluation system
Prohibited Employer Conduct
FMLA prohibits two categories of employer misconduct: interference with FMLA rights and retaliation for exercising those rights. Both carry significant legal consequences.
- Interference: Denying, delaying, or discouraging FMLA leave to which the employee is entitled
- Retaliation: Taking any adverse employment action (termination, demotion, discipline, reduced hours, negative evaluations) because the employee requested or took FMLA leave
- Requiring employees to perform work while on approved FMLA leave or pressuring them to return before they are medically cleared
- Disclosing the employee's medical information or the fact that they are on FMLA leave for addiction treatment to unauthorized individuals
What to Do If Your FMLA Rights Are Violated
If you believe your employer has violated your FMLA rights in connection with addiction treatment leave, several remedies are available.
- Document everything: Keep records of all communications, notices, and actions related to your leave request and return to work
- File an internal complaint with HR if the violation involves a direct supervisor's conduct
- File a complaint with the Department of Labor Wage and Hour Division, which can investigate and compel employer compliance
- Consult with an employment attorney who specializes in FMLA litigation — many take cases on a contingency fee basis
- Contact Trust SoCal at (949) 280-8360 for clinical documentation that supports your FMLA claim and demonstrates your commitment to treatment
California-Specific Protections That Supplement FMLA
California employees benefit from a robust set of state laws that provide protections beyond what FMLA offers. These state-level protections can fill gaps in FMLA coverage, extend the duration of protected leave, and provide wage replacement during treatment that FMLA does not offer. For Orange County employees seeking addiction treatment, understanding the full spectrum of federal and state protections maximizes their ability to access treatment while preserving their employment.
The key California laws that supplement FMLA for employees in addiction treatment include the California Family Rights Act (CFRA), the Fair Employment and Housing Act (FEHA), California Paid Family Leave (PFL), State Disability Insurance (SDI), and California Labor Code Sections 1025-1028, which specifically address employer obligations to accommodate substance abuse treatment.
California Family Rights Act (CFRA)
CFRA provides leave rights similar to FMLA but with broader coverage that benefits California employees who may not qualify for federal FMLA protection.
- CFRA covers employers with 5 or more employees, compared to FMLA's 50-employee threshold
- CFRA provides 12 weeks of unpaid, job-protected leave per year for the employee's own serious health condition, including addiction treatment
- CFRA leave runs concurrently with FMLA leave when both apply, meaning the total protected leave is generally 12 weeks per year
- Employees at smaller companies who do not qualify for FMLA may still qualify for CFRA leave for addiction treatment
California State Disability Insurance and Paid Family Leave
One of the most significant advantages for California employees is the availability of wage replacement benefits during addiction treatment leave that partially offset the financial impact of unpaid FMLA leave.
- California State Disability Insurance (SDI) provides up to 60-70% of wages for employees who are unable to work due to a non-work-related illness, including substance use disorders in treatment
- SDI benefits are available for up to 52 weeks, significantly longer than the 12-week FMLA job-protection period
- The employee must be under the care of a licensed physician or accredited treatment facility to qualify for SDI
- SDI claims are confidential — the employer receives only confirmation that the employee has an approved claim, not the underlying diagnosis
California Labor Code Sections 1025-1028
These sections of the California Labor Code provide specific protections for employees seeking substance abuse treatment that do not exist under federal law.
- Employers with 25 or more employees must reasonably accommodate employees who wish to voluntarily enter and participate in an alcohol or drug rehabilitation program
- Reasonable accommodation includes providing time off for treatment, modified work schedules, and leave of absence
- The employer must make reasonable efforts to safeguard the privacy of employees who participate in rehabilitation programs
- These protections apply regardless of whether the employee meets FMLA eligibility requirements, providing coverage for employees with less than 12 months of service
Coordinating Federal and State Protections
Maximizing your protections requires understanding how federal and state laws work together and, in some cases, provide overlapping or additional benefits.
- FMLA and CFRA leave generally run concurrently, providing 12 weeks of combined job-protected leave
- SDI wage replacement benefits can be received during FMLA/CFRA leave, providing income during what would otherwise be unpaid time off
- California Labor Code 1025 accommodation requirements apply independently of FMLA/CFRA eligibility
- Trust SoCal's admissions team can help you identify all applicable protections and coordinate the clinical documentation needed for each — call (949) 280-8360
Returning to Work After FMLA Leave for Addiction Treatment
The return-to-work process after FMLA leave for addiction treatment is a critical transition that requires careful planning and coordination between the employee, the treatment provider, and the employer. FMLA guarantees reinstatement to the same or an equivalent position, but the practical reality of re-entering the workplace after treatment involves challenges that go beyond legal requirements.
Trust SoCal incorporates return-to-work planning into our treatment programs from the earliest stages, recognizing that a smooth workplace transition is essential for sustained recovery. Our clinical team works with patients to develop comprehensive aftercare plans that address both their ongoing treatment needs and the practical demands of their employment.
Begin return-to-work planning during treatment, not after. The earlier you coordinate with your employer's HR department about your anticipated return date and any needed accommodations, the smoother the transition will be.
FMLA Reinstatement Rights
Upon returning from FMLA leave, you have specific rights regarding your position, pay, and benefits that the employer must honor.
- You must be restored to the same position you held when leave began, or to an equivalent position with equivalent pay, benefits, and terms of employment
- The employer cannot require you to requalify for your position or take any test as a condition of reinstatement, unless such testing is required of all returning employees
- Your seniority and accrued benefits must be maintained at the level they were when leave began — you cannot lose credit for time worked before leave
- The employer may require a fitness-for-duty certification from your healthcare provider before your return if this requirement is applied uniformly
Fitness-for-Duty Certification
Many employers require a fitness-for-duty (FFD) certification before allowing an employee to return from medical leave, including leave for addiction treatment. Understanding the scope and limits of this requirement helps you prepare for a smooth return.
- The FFD certification must relate to the condition that caused the need for leave and should confirm the employee can perform the essential functions of their position
- The employer must inform the employee of the FFD requirement before the leave begins, in the FMLA designation notice
- The employer can require the FFD to specifically address the employee's ability to perform their essential job functions, which should be provided to the healthcare provider
- Trust SoCal provides comprehensive discharge summaries and FFD documentation for patients returning to work after completing treatment
Requesting Ongoing Accommodations After Return
Returning from FMLA leave does not end your right to workplace accommodations. Under the ADA and California FEHA, employees in recovery can request reasonable accommodations to support their continued sobriety.
- Schedule modifications to accommodate ongoing outpatient treatment, therapy sessions, or support group meetings
- Temporary reassignment from positions that involve high-risk triggers, such as environments where alcohol is regularly present
- Permission to take brief breaks during the workday for recovery-related activities such as sponsor calls or meditation
- Modified performance expectations during the initial re-entry period, with a clear timeline for returning to full performance standards
Common FMLA Scenarios in Addiction Treatment
Understanding how FMLA applies to real-world addiction treatment scenarios helps employees and employers navigate specific situations with confidence. The following scenarios illustrate common questions and their answers based on Department of Labor guidance and case law.
While these scenarios provide general guidance, individual situations may involve unique circumstances that require specific legal advice. Trust SoCal's clinical team can help you understand how these scenarios apply to your specific situation and provide the clinical documentation needed to support your FMLA rights.
Scenario: Residential Treatment Requiring Extended Leave
An employee determines they need 60 days of residential treatment for a severe opioid use disorder. This exceeds 12 weeks? No — 60 days equals approximately 8.5 weeks, well within the 12-week FMLA entitlement.
- The employee provides 30 days advance notice when possible and submits medical certification from the treatment provider
- The employer must maintain health insurance throughout the leave period
- The employee is entitled to reinstatement upon completion of treatment and medical clearance
- If the employee needs additional time beyond 12 weeks, the ADA or California law may require further accommodation
Scenario: Intensive Outpatient Treatment with Intermittent Leave
An employee enrolled in an IOP needs to leave work early three days per week for evening group sessions. This is a classic intermittent FMLA scenario.
- The employee obtains medical certification documenting the need for three sessions per week and the expected duration of the program
- The employer may request the employee attempt to schedule sessions outside work hours, but must approve the leave if no alternative scheduling is available
- Each partial-day absence is tracked against the 12-week FMLA entitlement in the smallest increment the employer uses for other leave
- The employer cannot penalize the employee for the pattern of intermittent absences under any attendance policy
Scenario: Relapse During or After FMLA Leave
An employee who completed residential treatment and returned to work experiences a relapse and needs additional treatment. The FMLA implications depend on whether the employee has remaining leave entitlement.
- If the employee has remaining FMLA leave in the current leave year, they can use it for additional treatment
- If the 12-week entitlement is exhausted, the ADA may require the employer to provide additional unpaid leave as a reasonable accommodation
- California Labor Code Section 1025 may provide additional accommodation rights beyond what FMLA and the ADA require
- The key is that the employee is seeking treatment — a relapse followed by a return to treatment is a medical situation, not a disciplinary one
Scenario: Employer Questions About Diagnosis
An employer asks an employee to disclose the specific substance they are being treated for as a condition of approving FMLA leave. This request likely violates FMLA regulations and employee privacy rights.
- FMLA certification requires sufficient medical information to establish the serious health condition but does not require a specific substance use diagnosis
- The employer can seek clarification from the healthcare provider if the certification is incomplete or unclear, but must direct those questions to the provider
- Pressuring the employee to disclose specific diagnostic information may constitute FMLA interference
- The employee should document the request and consider consulting with an employment attorney if the employer persists
Financial Planning During FMLA Leave for Addiction Treatment
Since FMLA provides job protection but not wage replacement, financial concerns are often a significant barrier to employees taking the time they need for addiction treatment. Careful financial planning before and during leave can reduce this barrier and allow employees to focus on their recovery without the constant stress of financial insecurity.
California employees have a significant advantage over employees in most other states because of the availability of State Disability Insurance (SDI), which provides partial wage replacement during medical leave, including leave for addiction treatment. Understanding how to coordinate FMLA with SDI and other income sources is essential for financial planning.
Income Sources During FMLA Addiction Treatment Leave
Several potential income sources can help bridge the financial gap during unpaid FMLA leave for addiction treatment.
- California State Disability Insurance provides approximately 60-70% of wages during treatment, with benefits available for up to 52 weeks
- Employer-provided short-term disability insurance may supplement or replace SDI, depending on the specific plan
- Accrued paid time off (PTO), vacation, and sick leave can be used to receive full pay during the initial period of leave
- Some employers allow employees to use leave donations or shared leave programs for extended medical absences
- Supplemental disability policies purchased individually may provide additional income during treatment leave
Managing Treatment Costs During Leave
In addition to lost wages, employees must plan for the cost of treatment itself, though insurance coverage significantly reduces out-of-pocket expenses for most employees.
- Employer-sponsored health insurance must be maintained during FMLA leave, ensuring continued coverage for addiction treatment
- The Mental Health Parity and Addiction Equity Act requires insurance plans to cover addiction treatment at parity with physical health conditions
- Trust SoCal's financial counseling team helps patients understand their insurance benefits and minimize out-of-pocket costs — call (949) 280-8360
- HSA and FSA funds can be used for addiction treatment expenses including copays, deductibles, and certain out-of-pocket costs
Budgeting Tips for Employees Planning Treatment Leave
Proactive financial planning before entering treatment reduces financial stress during recovery and improves treatment outcomes.
- Calculate your expected income from SDI, disability insurance, and available PTO before making leave decisions
- Review your health insurance benefits specifically for addiction treatment coverage, including in-network treatment facilities and any pre-authorization requirements
- Identify essential expenses that must be maintained during leave and develop a reduced budget for the treatment period
- Contact Trust SoCal at (949) 280-8360 before your leave begins for a complete insurance verification and cost estimate
Getting Started: How Trust SoCal Supports Your FMLA Leave for Addiction Treatment
Navigating the intersection of FMLA, employment law, insurance benefits, and addiction treatment can feel overwhelming, but you do not have to figure it out alone. Trust SoCal's admissions and clinical teams have extensive experience helping Orange County employees use their FMLA rights to access the treatment they need while protecting their careers and financial security.
From your initial phone call through treatment completion and return to work, our team provides comprehensive support that addresses every aspect of the FMLA-treatment connection. We verify your insurance, help you understand your leave rights, complete all necessary medical documentation, coordinate with your employer's HR department when authorized, and develop a return-to-work plan that supports your sustained recovery.
The most important step is the first one — reaching out for help. Call Trust SoCal at (949) 280-8360 to speak with an admissions counselor who can walk you through the entire process, answer your questions about FMLA and treatment, and help you begin building the foundation for lasting recovery. Your job is protected, your privacy is secured, and professional treatment is available to you right now.
Trust SoCal offers free, confidential FMLA consultations for employees considering addiction treatment. Our team will help you understand your rights, verify your insurance, and develop a treatment plan that works with your employment situation. Call (949) 280-8360 today.
What Trust SoCal Provides for FMLA-Related Admissions
Our comprehensive support for employees using FMLA leave includes services specifically designed to address the employment-related concerns that often delay treatment entry.
- Free insurance verification and benefits explanation within 24 hours of initial contact
- FMLA medical certification completion by our licensed clinical staff
- Coordination with your employer's HR department regarding your expected treatment timeline, with your written authorization
- Flexible treatment programming with evening and weekend IOP options for employees using intermittent FMLA
- Comprehensive discharge planning and fitness-for-duty documentation to support a smooth return to work
Contact Information and Next Steps
These resources are available immediately for employees who want to learn more about their FMLA rights and treatment options.
- Trust SoCal Admissions: (949) 280-8360, available 24/7 for confidential consultations
- Department of Labor FMLA Information: dol.gov/agencies/whd/fmla for official DOL guidance and complaint filing
- California Civil Rights Department: calcivilrights.ca.gov for CFRA and FEHA information and complaint filing
- Employment Development Department: edd.ca.gov for SDI claim filing and benefits information
Kristin Stevens, LCSW
Licensed Clinical Social Worker
