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- Written by: Mo Eldessouky — California employment trial lawyer and founder of Eldessouky Law; recognized in the Top 10 Labor & Employment Verdicts in California (2024) for his role in securing a $34.7M defamation and wrongful termination verdict against Walmart; with over a decade of proven results in cases involving harassment, discrimination, wage & hour, and other workplace violations
- Focus: Practical guidance based on California law and real case outcomes
- Recognized by: Eldessouky Law has been featured in major news publications such as USA Today and CBS News for our commitment to protecting California employees and securing significant legal victories
- Last updated: August 2024
In California, it is illegal to terminate an employee solely for attending a rehabilitation program for drug or alcohol addiction. Both federal and state laws, including the Americans with Disabilities Act (ADA), the California Fair Employment and Housing Act (FEHA), and California Labor Code Section 1025-1028, protect employees seeking treatment for substance abuse. These laws require employers to provide reasonable accommodations, such as allowing time off for rehabilitation, flexible scheduling, or job reassignment, unless doing so would impose an undue hardship on the employer. If an employee believes they were wrongfully terminated for attending rehabilitation, they should document all relevant interactions, file a complaint with the California Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC), and seek legal advice. Remedies for wrongful termination may include reinstatement, back pay, damages, and attorney’s fees. For assistance, contact Eldessouky Law to protect your rights.
