Leave of Absence as a Reasonable Accommodation

Providing a leave or absence or extending a leave of absence beyond the time provided by a mandatory leave law, such as FMLA or CFRA leave, may be a reasonable accommodation in some instances under both the FEHA and the ADA.

California regulations provide that holding a job open for an employee on a leave of absence or extending a leave beyond CFRA, FMLA, other leave laws or an employer's own leave plan may be a reasonable accommodation provided that the leave will likely be effective in allowing the employee to return to work at the end of the leave and it doesn't create an undue hardship. However, an employer isn't required to provide an indefinite leave of absence