Salesforce is facing a lawsuit in the US alleging violations of employee- protection laws after it terminated an employee who had taken leave to care for a parent with cancer.
The case, John v. Salesforce Inc., claims the employee had been granted leave under the Family and Medical Leave Act (FMLA). During his absence, he alleges the company altered its engagement with one of his clients in a way that created a negative performance record. Soon after, he returned to work, the employee claims his role was eliminated on the grounds of “lack of work,” and he was placed on a nonworking notice period.
The lawsuit further states that the company cited poor performance as a reason for the decision, which the employee has disputed. He argues that the termination was not based on actual business needs but linked to his use of medical leave and his association with a family member with a serious illness.
The complaint also alleges that upon returning, the employee was not assigned projects in the same way as before. Instead, he had to independently seek work opportunities. Although he reportedly qualified for an internal project, the role was not sustained, and his employment was eventually terminated.
The case raises questions under the Americans with Disabilities Act (ADA), which prohibits discrimination based on an employee’s association with a person with a disability. It also brings into focus FMLA provisions that prevent employers from using medical leave as a negative factor in employment decisions.
The outcome will depend on whether the employer can demonstrate that the termination was based on documented performance or business requirements, rather than the employee’s use of protected leave.