When employees need to take a leave of absence, they often know support and benefits are available — but they may struggle with knowing where to start, what programs apply, or how to access them. Without clear guidance, navigating leave can feel overwhelming at exactly the time employees need clarity most.
Managers are often the first point of contact for leave-related questions, yet many lack the foundation needed to guide these conversations confidently. As a result, employees may not fully understand their options or how to access the support available to them.
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Employee myths that can hinder the leave experience
Employees often enter the leave process with misconceptions that can lead to delays, frustration, or missed opportunities to use available benefits. Common beliefs include:
"I haven't worked here long enough to qualify."
"Taking leave could cost me my job."
"I need to use all my PTO before I can take leave."
"If my manager says no, that's the end of the conversation."
Research underscores that knowledge gaps around leave programs continue to create challenges for both employees and managers. The Integrated Benefits Institute (IBI) found that:
Four in 10 employees misunderstand FMLA eligibility requirements.1
Six percent of workers forgo leave they're eligible for because they fear termination or misunderstand their protections.2
Only 17% of managers demonstrate literacy around state paid leave programs.3
Six in 10 managers receive no formal training on multi-state leave requirements.4
Awareness gaps extend beyond FMLA as well. Many employers and employees don't fully understand how disability benefits interact with job-protected leave, and many are also confused about PTO accrual, carryover rules, or how PTO works alongside leave programs.
When employees and managers lack a clear understanding of available benefits and leave requirements, the result can be unnecessary stress, delayed decisions, and a more difficult leave experience during an already challenging time.
Managers may be the missing link
One of the strongest findings from leave experience research is the influence managers can have on an employee's journey. More than half (56%) of workers say their manager's support positively affected their leave experience.5
Yet many managers lack the training needed to confidently guide employees through leave-related questions. They often struggle with issues such as:
When to initiate conversations about leave.
How FMLA, ADA, and other leave-related obligations can overlap.
Managing intermittent leave.
Communicating appropriately with employees who are out on leave.
When managers aren't equipped to answer questions or direct employees to resources, confusion can spread quickly.
Building organizational confidence around leave
Employers have a pivotal opportunity to expand their knowledge and communication around leave within their organization.
According to IBI, 57% of employees say their employer or HR team is their primary source of FMLA information.6 That means employees often look to their organization first when they have questions about leave eligibility, job protections, disability benefits, or time away from work.
Leading employers are moving beyond static handbooks and compliance notices to create more proactive, employee-friendly leave experiences. They're equipping managers and HR teams with the leave literacy education and communication strategies needed to answer questions, guide employees to the right resources, and provide support before, during, and after a leave event.
Strategies to consider include:
Manager training programs that build confidence in responding to leave-related questions and directing employees to appropriate resources.
Plain-language leave communications that help employees understand available benefits and eligibility requirements.
Interactive eligibility and benefits tools that help employees understand the options available to them.
Timely outreach during key life events, such as the birth of a child, a serious health condition, or caregiving responsibilities.
Connected benefits experiences that bring together leave, disability, PTO, and other workplace benefits in a more seamless and understandable way.
By making leave information easier to access and understand, employers can help employees make informed decisions, reduce confusion, and create a more supportive leave experience when it matters most.
Better leave experiences, better workforce outcomes
Improving understanding of leave benefits isn't just about compliance or employee satisfaction. Organizations with mature leave literacy programs tend to report stronger workforce and administrative outcomes than those with less mature programs, including:
Higher employee retention.
Lower absenteeism.
Fewer administrative errors.
Fewer leave-related disputes.
Research also shows that employees who report a smooth leave experience are more likely to believe their organization cares about their well-being and more likely to stay with their employer.
The bottom line
Leave benefits can play a significant role in helping employees through some of life's most important moments. As leave programs continue to evolve, making it easier for employees to understand their options and navigate the process can help ensure those benefits deliver on their intended purpose. By prioritizing clear communication, education, and guidance, employers can help remove uncertainty from the leave experience and empower employees to access the support available to them with confidence.
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