When an employee must choose between their job and caring for a loved one with a serious health condition, the Family and Medical Leave Act (“FMLA”) was designed to make sure they do not have to. Under employment law, there are two types of claims under the FMLA: interference and retaliation. FMLA interference happens when an employer blocks, denies, or discourages an employee from using their legal leave rights. FMLA retaliation occurs when the employer punishes an employee for actually using or requesting leave. In today, journey into employment law blog, we are focusing on FLMA interference.
In Teryl James v. FedEx Freight, Inc., 2025 WL 3121784 (11th Cir. 2025), the United States Court of Appeals for the Eleventh Circuit reversed summary judgment in favor of FedEx and ruled that a jury could find the employer interfered with the employee’s FMLA rights. The reversal restored the employee’s chance to present his claim to a jury and highlighted how even large corporations can commit wrongful termination when they fail to honor their obligations under the law.
What Is FMLA Interference?
At its core, FMLA interference is about whether an employer unlawfully prevented an employee from taking leave they were entitled to. The Eleventh Circuit Court of Appeals held that to prove FMLA interference, “an employee must show [ ] he was [1] entitled to a benefit under the FMLA and [2] his employer denied [him] that benefit.” The Court emphasized that “an employer may be liable for interfering with FMLA rights even if it did not intend to deny the benefit, as the employer’s motives are irrelevant.”
That means FMLA interference operates almost like strict liability—if the employer’s actions deprived the employee of their FMLA rights, intent does not matter. The focus is on what happened, not why. Under strict liability, the employer cannot defend itself by saying it meant well or misunderstood the law; it is responsible for the harm caused by its failure to comply.
In James, the employee’s wife had a high-risk pregnancy, and he told his supervisors that he might need to leave work early to care for her. Despite being told that his wife was experiencing pain and that he needed to take her to appointments, FedEx never informed him of his FMLA rights. Instead, it disciplined him for leaving at his scheduled end time rather than staying for overtime. When he refused to stay again, management called it “job abandonment.” Within days, FedEx fired him.
The Eleventh Circuit Court of Appeals held that there was enough evidence for a jury to find that FedEx interfered with James’s rights under the FMLA—and reversed the district court’s decision to grant summary judgment to FedEx. Now, a jury will get to decide if this employee was wrongfully fired.
Best FMLA Interference Lawyer Blogs on Point:
- What Is An FMLA Interference Claim?
- Can I Sue For FMLA Interference Before I’m Eligible?
- What Is The Difference Between FMLA “Interference” And “Retaliation”?
Can My Employer Fire Me If I Leave Work To Care For My Pregnant Spouse?
This was the exact situation that Teryl James faced. He worked overnight shifts loading and unloading trailers. When his wife’s pregnancy became medically complicated, her doctor told her that she could not work or drive and would need her husband’s help. James informed his supervisors of her serious health condition and explained that he might need to leave early on some nights.
On June 25, 2020, he told his manager that he needed to leave at the end of his shift to get home to his wife. The manager told him to stay and work overtime. James refused and left after finishing his regular assignments. FedEx issued a “coaching session” for violating the rule requiring overtime when needed.
A few days later, the same thing happened. James completed his work, clocked out at 2:30 a.m., and was stopped by his manager, who said he had to stay to unload another trailer. James explained that his wife’s condition was worsening and that he needed to get home. The manager told him that leaving would be considered job abandonment. James left, and the next day, his supervisor requested his termination.
The irony? The very next day, his wife was hospitalized, and doctors determined she had to deliver their baby immediately—two and a half months early.
The Eleventh Circuit Court of Appeals held that “requiring ironclad proof is more than summary judgment requires, and in a situation like this one, it would allow an employer to benefit from its failure to comply with the FMLA and provide the required notice.” In other words, the fact that FedEx did not tell James about his rights under the FMLA was enough to create a real question for a jury to decide.
Best Medical Leave From Work Attorney Blogs on Point:
- Can My Job Deny Reinstatement After FMLA Leave?
- Can You Win An FMLA Claim If Your Leave Request Is Made After You Quit?
- Firing Employee On FMLA Following Miscarriage Is Evil
What Kind Of Notice Does An Employee Have To Give To Be Protected Under The FMLA?
One of the most common misunderstandings about the FMLA is that employees must use legal terms or submit special paperwork before being protected. The Eleventh Circuit held that “the employee is not required to mention the FMLA when giving notice, but the notice must be sufficient to make the employer aware that the employee needs FMLA-qualifying leave.”
James gave that notice. He told his supervisors that his wife’s pregnancy was high-risk, that she was in pain, and that he needed to care for her. That was enough to trigger the employer’s obligation to determine whether the leave qualified and to provide information about FMLA rights. Instead, FedEx failed to act and later fired him.
The United States Court of Appeals for the Eleventh Circuit reversed summary judgment on the FMLA interference claim because “a reasonable jury could find that FedEx failed to notify James of his FMLA rights and that interference prejudiced James.” The takeaway: employees do not need to be lawyers to be protected under employment law. They just need to make their situation clear enough that an employer should know FMLA applies.
Best FMLA Retaliation Law Firm Blogs on Point:
- When Do I Have To Notify My Job Of My FMLA Request?
- How Do I Notify My Employer I Need FMLA Leave?
- Doctor’s Note May Not Be Enough To Get You FMLA
- Does Asking For Sick Time Trigger My FMLA Rights?
What FMLA Information Does My Job Have To Give Me?
Once your employer learns that you or a family member might have a serious health condition, the law requires your job to do more than just nod and move on. Under the FMLA, employers have specific obligations to inform employees of their rights and options—not leave them guessing.
Federal regulations make this clear. When an employee’s situation could qualify for FMLA protection, the employer must evaluate whether the requested leave qualifies and then, within five business days, provide a written notice explaining:
- Whether the employee is eligible for FMLA leave;
- The employee’s rights and responsibilities while on leave; and
- What documentation or certification (if any) is required.
The Eleventh Circuit Court of Appeals reaffirmed this duty in James, holding that once an employer “knows that an employee’s leave may qualify for FMLA, the employer is obligated to evaluate whether the requested absence does, in fact, qualify for FMLA protection.” FedEx never did that. James told multiple supervisors that his wife was suffering from a high-risk pregnancy and that he needed to leave early to care for her. That should have triggered FedEx’s obligation to tell him about his FMLA rights, provide eligibility information, and explain how to request leave. Instead, it said nothing and punished him for leaving on time.
Because FedEx failed to provide this information, James had no idea that he could legally take intermittent FMLA leave to care for his wife during her pregnancy. The Eleventh Circuit reversed summary judgment on his interference claim because that lack of notice directly led to his wrongful termination. The Court recognized that “had James used his FMLA leave to which he was entitled … he would not have been fired for failing to work overtime.”
For employees, this means that your employer must tell you what your FMLA rights are—in writing—when you alert them to a qualifying situation. Silence is not compliance. If your job ignores your request or disciplines you without explaining your FMLA options, that failure itself may be interference under federal law.
Best Employee’s Rights Lawyer Blogs on Point:
- What Notice Does My Employer Have To Give Me Regarding My FMLA Rights?
- What Are The FMLA Medical Certification Requirements?
- How Do I Use FMLA To Care For My Child?
How Do I Prove My Employer Interfered With My FMLA Rights?
To prove interference, an employee must show that they were entitled to FMLA benefits and that their employer’s actions caused harm. The Eleventh Circuit held that “had James used his FMLA leave to which he was entitled, to get home to his wife rather than working overtime, he would not have been fired for failing to work overtime.”
FedEx tried to argue that James was fired for failing to check in with a supervisor before leaving, not because he needed leave. But its own documents said otherwise. One of its memos stated that James “refused to unload another trailer due he was on his 8th hour of duty … as a full time employee you are required to work overtime when needed.” The company’s investigation notes asked whether he had “received corrective action for leaving work without checking with leadership, and additional assignments needed to be completed.”
The Court found this evidence showed a genuine issue of fact about why James was fired. It concluded that “a reasonable jury could find that James was reprimanded, and ultimately fired, not for failing to check in, but for refusing to work overtime.”
When an employee is wrongfully fired for trying to care for a spouse, that is more than a workplace disagreement—it can be wrongful termination under employment law.
What Should I Do If I Was Wrongfully Fired Or Think My Employer Interfered With My FMLA Leave?
If you believe your employer interfered with your right to take medical leave or wrongfully terminated you for caring for a loved one, start protecting yourself immediately. Document every conversation with supervisors, HR, and coworkers. In James, the employer’s own paperwork became the evidence that exposed inconsistencies and helped the employee get his case back before a jury. Records can reveal whether your employer’s reasons for firing you are legitimate—or simply an excuse for an illegal termination.
Do not wait to seek legal counsel. A skilled employment lawyer can determine whether your employer’s conduct amounts to FMLA interference, retaliation, or wrongful termination. Timing matters: evidence can vanish, and memories fade.
When your career and family are on the line, you deserve the best employment law team in your corner. Spitz, The Employee’s Law Firm, is one of the largest law firms in the United States devoted solely to protecting employees’ rights. Because our entire practice is built on employment law, we have the resources to take on major employers and win. Our attorneys have extensive experience with FMLA, discrimination, and wrongful termination cases and a long history of great results in trial and settlement. We offer a free initial consultation and a no-fee guarantee—you pay nothing unless we win.
Our lawyers combine deep legal experience with empathy and commitment. We understand how devastating it is to be wrongfully fired, and we fight relentlessly for employees who have been mistreated or silenced. If your employer interfered with your FMLA rights, discriminated against you, or wrongfully terminated your employment, contact Spitz, The Employee’s Law Firm today. Speak with a lawyer who will listen, care, and fight for the justice you deserve.
Employment Lawyer Disclaimer:
This FMLA blog provides general information about employment law, employee rights, employment discrimination, and wrongful termination. This employee’s rights blog should not be taken as legal advice. Every employment discrimination or wrongful termination case is different, and you should consult with a qualified employment lawyer for personalized advice about your situation. No promises are being made, and reading this blog does not create an attorney-client relationship. This content is a legal advertisement intended to inform employees about their rights and encourage them to seek representation from the best attorney to protect those rights.