{"id":149148,"date":"2026-07-09T23:34:00","date_gmt":"2026-07-09T18:04:00","guid":{"rendered":"https:\/\/aviationa2z.com\/?p=149148"},"modified":"2026-07-09T20:29:53","modified_gmt":"2026-07-09T14:59:53","slug":"united-airlines-faces-lawsuit-over-military-leave-and-fmla-violations","status":"publish","type":"post","link":"https:\/\/aviationa2z.com\/index.php\/2026\/07\/09\/united-airlines-faces-lawsuit-over-military-leave-and-fmla-violations\/","title":{"rendered":"United Airlines Faces New Lawsuit Over Alleged Military Leave and FMLA Violations"},"content":{"rendered":"\n

CHICAGO\u2014<\/strong> United Airlines (UA)<\/a> is facing a federal lawsuit after a Hawaii Army National Guard officer alleged the carrier violated his employment and family leave rights following an extended period of military service.<\/p>\n\n\n\n

The case, filed in federal court in Illinois, claims the airline failed to recognize military service as continuous employment, preventing the employee from accessing key workplace protections after returning to his civilian position.<\/p>\n\n\n\n

The lawsuit centers on Warrant Officer Nathan Rogers, an aircraft technician employed by United Airlines (UA), who says the carrier’s actions also affected his ability to support his family during his wife’s high-risk pregnancy.<\/p>\n\n\n\n

Although the dispute does not involve flight operations, it highlights significant employment issues within one of the world’s largest airlines, headquartered in Chicago (ORD).<\/p>\n\n\n\n

\"United
Photo: United Airlines<\/figcaption><\/figure>\n\n\n\n

Military Leave Rights Under USERRA<\/strong><\/h2>\n\n\n\n

According to the complaint, Rogers joined United in January 2022 after serving in the Hawaii Army National Guard since 2016. In 2023, he was selected for military helicopter flight training<\/a>, requiring lengthy periods of active-duty service away from his civilian job.<\/p>\n\n\n\n

When Rogers returned to United in December 2024, he alleges the airline required him to report back to work immediately instead of granting the 14-day reemployment period protected under the Uniformed Services Employment and Reemployment Rights Act (USERRA).<\/p>\n\n\n\n

The lawsuit states Rogers intended to use that transition period to assist his wife, who was experiencing pregnancy complications. When he instead requested leave under the Family and Medical Leave Act (FMLA), the airline allegedly denied the request.<\/p>\n\n\n\n

Rogers claims United determined he was ineligible because he lacked sufficient qualifying employment time and hours worked, despite USERRA requiring periods of military service to count toward employment continuity.<\/p>\n\n\n\n

\"United
Photo: Cado Photo<\/figcaption><\/figure>\n\n\n\n

Employment Dispute Over Military Leave<\/strong><\/h2>\n\n\n\n

Beyond the leave dispute, Rogers alleges he lost workplace seniority after returning from military service. <\/p>\n\n\n\n

The complaint says the reduction affected opportunities for overtime assignments, career advancement, and preferred work positions that he previously held before departing for active duty.<\/p>\n\n\n\n

The lawsuit<\/a> further claims Rogers again sought family leave in April 2025 before the birth of his second child but was informed a second time that he did not qualify for FMLA protections.<\/p>\n\n\n\n

His legal team argues federal law clearly requires employers to treat military service as continuous employment, preserving both seniority and eligibility for workplace benefits.<\/p>\n\n\n\n

The complaint also alleges United failed to provide retirement contributions, profit-sharing payments, and other employment benefits during Rogers’ military leave.<\/p>\n\n\n\n

Attorneys contend those benefits should have been maintained because the airline reportedly offers comparable benefits to employees absent for jury duty and other protected leave.<\/p>\n\n\n\n

United Airlines declined to comment publicly on the allegations.<\/p>\n\n\n\n

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Photo: Cl\u00e9ment Alloing<\/figcaption><\/figure>\n\n\n\n