Contact

Email hey@theclicklab.agency. We're a small team, so email is the only channel we monitor — there's no live chat or phone line. FMLA questions usually come up during a stressful stretch of someone's employment, and they deserve a considered written answer rather than a rushed one.

What we respond to

• Corrections to statutory citations or damages figures. If a page cites 29 U.S.C. § 2617 or 29 C.F.R. Part 825 incorrectly, or a worked example in the methodology no longer matches the formula, tell us which page and what the correct figure or citation is. We verify against the primary source before changing anything.
• Errors or unclear language in guides. If a sentence in a guide is ambiguous, contradicts another page, or is just hard to follow, we want to know — plain language is one of our core editorial standards.
• Suggestions for new content. If you searched for an FMLA question — a specific type of violation, how a state leave law interacts with federal FMLA, a scenario the calculator doesn't handle — and couldn't find it, let us know what you were trying to figure out.
• Press and business inquiries. Journalists covering employment law or leave-law enforcement, and businesses interested in advertising, can reach the same address.

What to expect

We read every message. Corrections and editorial questions typically get a reply within a few business days. If a correction is verified, we update the affected page, consistent with our editorial corrections process. We don't always reply to content suggestions individually, but we do track them for future guides.

What we don't respond to

We can't evaluate your specific leave request, tell you whether your employer's conduct crosses the line into interference or retaliation, or estimate what your particular claim is worth — that requires an employment attorney who has seen your leave paperwork, the employer's stated reasons, and the timeline of what happened. This inbox doesn't file DOL complaints on anyone's behalf, and we don't accept payment to feature or promote anyone in our editorial content. If you have an active claim, the homepage includes an optional case-review form that connects you with attorneys — that's a disclosed advertisement, not this contact channel, and using it is always optional (see our privacy policy for what's shared if you use it). If you email asking for case-specific advice, we'll point you back to this policy and to the guidance below.

Before you email

Many questions we get are already answered on the Site: check the FAQ for eligibility rules, the interference-versus-retaliation distinction, and filing deadlines, or the guides — including types of FMLA violations, what to do after an FMLA violation, and common FMLA misconceptions. If your question is about how the calculator arrived at a number, the methodology page walks through back pay, liquidated damages, and front pay in detail.

If you actually need an attorney

This inbox doesn't process case intake or referrals — but a few things are worth knowing before you search, whether you use the homepage case-review form or find your own attorney. FMLA claims run on a short clock: the statute of limitations is two years from the violation, extended to three years only if the violation is proven willful — and you won't know for certain whether a court will find willfulness until well after you've filed. You generally have two paths: a free complaint to the Department of Labor's Wage and Hour Division, which can secure back pay and reinstatement but not liquidated damages or attorney fees, or a direct lawsuit in federal court, which opens up the full remedy package. Choosing between them is exactly the kind of strategic decision an attorney should make with you, which is another reason to consult one early rather than after the DOL route is already underway. Look for attorneys who specifically describe handling FMLA interference or retaliation cases rather than general employment-law generalists; most work on contingency, so cost isn't a reason to delay that first call. If you'd rather start from a neutral referral source, your state bar association's lawyer referral service can point you to employment attorneys in your area.