EMPLOYEE LEAVE OF ABSENCE
Compassion and empathy in the workplace
Life happens. Some things are just outside of our control. Childbirth, adoption, serious illness, or even military service are all common examples of why a valued employee may need leave of absence. Companies that demonstrate compassion and plan for the necessary leave of absence see better retention rates.
Helping you create a plan
Long recruiting cycle
Hard to find a talent pool for short term needs
Burnout for those who take on extra work
Planning– ahead for leave coverage and back-fills
Women Back to Work solution
Faster hiring with vetted pool of returners
Access to qualified, professional women who can hit the ground running
WBW Support, mentoring behind each returner
Support LOA across engineering, product, and technology orgs
Talent pool motivated for short term roles
Better adoption of the Leave of Absence policy
Proven success at other partners
Sourcing from the underserved communities because doing Good is good for your business
Reduce the stress of employee leave of absence and the workload of your HR team to constantly back-fill these roles
Employees have protections through the Americans with Disabilities Act (ADA) and the Family Medical Leave Act (FMLA). Eligible employees under FMLA are entitled to as much as 12 workweeks off without pay. After this time, the worker must be restored to their former position, or at least put in a similar role. This can vary from state to state and may be influenced by collective bargaining agreements with employee unions.
In order for an employee to qualify for FMLA leave, they must have been employed for at least 12 months. Additionally, they must work at least 1250 hours during those 12 months preceding the leave. If all those conditions are met, then these are the employees that qualify:
- Military caregiver leave
- Military qualifying exigency
- Birth of a baby
- Placement of a child for adoption or foster care
- Care for a sick immediate family member
- Serious health conditions
When it comes to voluntary leave, this is more of an employee perk than a mandatory requirement. Although it doesn’t typically offer the same level of protections as mandatory leave, it can still show employees that you are conscious of their life circumstances. With that said, companies that offer this should have specific leave guidelines, including who does and does not qualify.
When employers express empathy with a voluntary leave program, they improve loyalty and workforce morale. As a result, retention is greater, relationships are strengthened, and productivity is higher. Some circumstances you may want to consider as an employer are:
- The pursuit of higher education
- Divorce or family upheaval
Helping you create a plan
The best employers balance the legal obligations of leave with the voluntary benefits. We help you understand your state’s laws to craft the best leave policies for your business. Our recruiting experience also gives us insights into your industry’s expectations for perks like this. Reduce the stress of employee leave of absence and the workload of your HR team.