Leave administration is one of the most challenging aspects of workforce management and an area that continues to become more complicated as leave regulations—and lawsuits—increase. For employers, having to understand and comply with complex federal regulations, such as the Family and Medical Leave Act (FMLA), in addition to myriad local laws, union rules and company policies can be overwhelming. The task of complying with these many regulations often consumes a great deal of time for HR teams, especially those operating across multiple geographies.
While the legal requirements to provide employees with paid or unpaid leave for family and medical issues become more complex, the leave-management tools and services available to employers continue to expand.
Employers with the budget to do so are outsourcing—often to a single vendor—leave-management tasks for the federal Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA), and state and local leave ordinances, according to recently released findings from a survey of 1,203 employers conducted in 2017. Employers with the resources to manage leave internally are increasingly using technology to assist them.
What you don’t know could hurt you. From short-term family leave that only Vermont offers to leave that 25 states offer for victims of crime and violence, the land of unusual leaves is full of potential pitfalls and hazards for HR.
If you don’t know the diverse landscape of personal and family leaves that states allow, you run the risk — and could face the potential consequences — of noncompliance, reduced productivity, and employee disengagement.
During the past several years, challenges such as increased regulatory pressures, employee fatigue and the ever-present need to reduce costs have all weighed heavily on most human resource organizations. As a result, HR and payroll professionals are playing an increasingly strategic role in the day-to-day operation of the business.