How evolving worker expectations are driving organizations to re-examine leave management practices
Employee expectations around the leave experience have shifted significantly in recent years. At the same time, the growing landscape of paid family and medical leave (PFML) laws across the country is often pushing employers to rethink their approach. How can employers adapt — not just to stay compliant, but to meet the needs of today’s workforce?
During our recent webinar based on Guardian’s latest absence management research, “The Employee Leave Experience: Evolving worker expectations drive organizations to re-examine leave management practices,” Guardian’s Mackenzie Carver, Advisory Absence Practice Leader, and Anna Roberts, Head of Digital Strategy and Offerings, and guest speaker Dan Watt, Chief Marketing Officer, SVP Product, at FINEOS, discussed how modern leave management is about more than tracking a leave of absence — it’s about creating a culture where employees feel supported and valued.
Check out these key insights from their conversation about how employers can help improve the leave experience, leverage benefits technology and integration, and foster approaches that benefit both employees and the organization:
Reimagining leave through employee feedback
While most employers believe they offer strong leave support — with nearly 80% rating their programs highly — many employees feel differently.1 In fact, only about a third of workers say their recent leave went smoothly.2
This gap underscores a valuable opportunity for employers to simplify the leave process and help reduce stress. Leave often coincides with some of life’s most challenging or transformative moments, like navigating a serious illness, caring for a loved one, or welcoming a new child. In these times, meaningful support from an employer can help make a significant and memorable impact on an employee’s well-being and overall work experience.
Empathy and clear processes are central to the leave experience
The most consequential improvements to the employee leave experience often involve helping employees feel genuinely supported. Roberts shares, "The culture of the organization really matters to employees. Do they feel supported by their manager, HR, and the company as a whole?”
That support starts with clear, easy-to-navigate processes and a dedicated point of contact to help guide them through their leave. Efficient claims decisions, timely payments, easy-to-use tools for tracking leave and eligibility, and clear communication throughout the process all play a critical role.
Still, there’s room to grow. Only about 2 in 10 employees said they had all the information they needed about their benefits during their leave.3 While 40% of employers report having a single-intake process for supplemental health and disability claims, fewer than half (49%) have integrated referrals between Employee Assistance Programs (EAPs) and disability benefits.4 This points to a clear opportunity: by improving technology, streamlining processes, and integrating the leave process more effectively, employers can help ensure employees fully access and understand the support available to them.
How technology can help integrate and elevate the leave experience
More employers are centralizing and outsourcing their Short-Term Disability (STD) and Family and Medical Leave Act (FMLA) administration to help simplify processes and improve the employee experience. Tools like single intake and online submissions can make it easier for employees to access their benefits and understand how they help support overall well-being.
Additionally, when wellness benefits, Employee Assistance Programs (EAPs), and other support services are connected through a unified intake process, employees can get the help they need more quickly and with less confusion.
As Watt puts it, "Integration is what today's consumers expect: one platform that knows who they are, what coverage they have, and that offers multiple ways to engage — text, email, phone call, or online. It’s about creating a seamless, personalized, single-point-of-contact experience throughout the entire leave journey.”
Artificial intelligence (AI) presents another powerful opportunity to improve the leave experience. As claim volumes grow, AI can help streamline administration, reduce manual tasks, and personalize support. Nearly one in five employers have already incorporated AI into their disability and FMLA administration programs through benefits platforms or partnerships, and around two thirds of employers are considering it.5
Supportive leave management starts today
Prioritizing the employee perspective presents organizations with a meaningful opportunity to improve satisfaction and engagement while streamlining operations, all by making leave easier to understand and more supportive.
Carver notes, "Employers should keep in mind that most employees will need to take leave at some point in their lives, so there are simple steps your organization can start taking now. Consider providing regular education and communication, such as through employee guides and related HR materials, at annual benefits fairs, and in everyday conversations. Make sure managers have the right information to help connect employees to the benefits and resources they're eligible for and know what kinds of accommodations the organization may be able to offer."
Ultimately, improving the leave experience is a critical way to show employees that they’re valued. When taking leave is simple and stress-free, workers are more likely to feel that their employer genuinely cares about their well-being and more likely to stay with their employer.6 And that kind of support can go a long way in building trust, loyalty, and a workplace where employees can thrive.
Learn more
Want to dive deeper into how employers can make leave easier, more efficient, and more supportive for their workforce? Check out the full webinar here.