Salesforce sued in US over alleged discrimination linked to medical leave use

Salesforce is facing a lawsuit in the United States alleging violations of employee protection laws after it terminated an employee who had taken leave to care for a parent diagnosed with cancer.
The case, John v. Salesforce Inc., claims the employee had been granted leave under the Family and Medical Leave Act (FMLA). According to the complaint, during his absence, the company altered its engagement with one of his clients, which allegedly resulted in a negative performance record being attributed to him.
The lawsuit further alleges that shortly after the employee returned to work, his role was eliminated citing “lack of work,” and he was placed on a non-working notice period. The employee contends that the termination was later justified on grounds of poor performance, which he disputes, arguing that the decision was not based on genuine business requirements.
It is also claimed that upon returning from leave, he was not assigned projects in the same manner as before and was instead required to independently source work. Although he reportedly qualified for an internal assignment, the role was not sustained, and his employment was subsequently terminated.
The complaint raises potential issues under the Americans with Disabilities Act (ADA), which prohibits discrimination based on association with an individual with a disability. It also references protections under the FMLA, which restrict employers from using medical leave as a negative factor in employment decisions.
The outcome of the case will depend on whether the employer can demonstrate that the termination was driven by documented performance concerns or legitimate business restructuring needs, rather than the employee’s use of protected leave.
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