Managing paid leave complexities to gain a competitive edge

Effectively managing paid leave complexities increases the cultural value of polices and enhances the employee experience.

by Mary Armstrong-Flippo, Chuck Lamonica, Ron Witthohn, Gallagher

Paid leave policies are central to strong cultural values and a compelling employee experience. In a period of constant change and complex legal requirements, effectively managing employees on leave has become a critical predictor of competitive success.

When the right policies (not more policies) are in place, and they’re fully integrated, managing absence and engaging employees gets easier. Employers that recognize the potential advantage of investing in better leave policies, such as paid parental leave or paid family leave, set certain priorities. They understand the importance of addressing diverse workforce needs, capitalizing on technology and using compliance tools. Also important is applying these policies to other employee benefits, which may include behavioral health coaching, hospital indemnity coverage or other options.

For many people, news about the global pandemic has become a side story. What may not be apparent is evidence that its disruptive arrival heavily influenced positive change in response to unprecedented challenges. Employers have focused more intently on meeting employees’ evolving needs. Even today, they’re looking to reevaluate traditional policies to satisfy changing demands, and research shows that 67% are revising or adding new time-away programs.1


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