Leave Policies

The variability in paid leave offerings from employer to employer highlights an important truth—these policies go beyond simple benefits; they directly impact employee well-being and productivity. Employers who offer robust leave policies are making a critical investment, not just in the lives of their employees and who they care for, but in the strength of their organizations. When employees feel supported in balancing their work and personal responsibilities, they are more likely to remain engaged, loyal, and productive.

Providing employees with this information empowers them to make informed decisions, helping them understand the distinctions between FMLA, PTO, and other leave types. This ensures they can take the necessary time off without fear of repercussions and builds trust that you want to work with them.

Start by detailing the various types of leave available to your employees. When possible, try to contextualize that leave to a caregiving situation.

Annual Leave: At its core, annual leave is about ensuring that employees have the opportunity to recharge and if it's one thing that caregivers need, it is the ability to recharge. It’s a simple but powerful tool to prevent burnout, improve mental health, and enhance productivity. In every policy, regardless of the details, the underlying goal remains the same: to prioritize well-being while maintaining fairness and consistency across the workforce. Annual Leave is typically the first thing an employee thinks of taking when they are actively caregiving though I'd encourage you to work with that individual to ensure they do take time for themselves.

Paid Leave: Paid leave, in its various forms, is a powerful way for employers to demonstrate care and empathy toward their employees' personal lives. While parental leave is often the most recognized form, offering time for employees to recover from childbirth and bond with their new child, it is not the only vital type of leave. Bereavement leave, though less commonly standardized, allows employees to take time to grieve and attend to personal matters following the loss of a loved one.

Bereavement Leave: While employees who are caregivers might not want to be reminded of bereavement leave, it's always good to include your company's policy. Bereavement leave allows employees the necessary time to step away from work following the loss of a loved one. It’s a compassionate policy that acknowledges the deep emotional toll of grief, giving employees space to mourn, heal, and attend services. This leave can also be used to handle the financial and legal matters that come with loss.

FMLA Leave: Employees may qualify for FMLA leave if they need to care for a family member with a serious health condition or if they are unable to work due to their own health condition. This includes providing physical care, helping with basic needs, or offering emotional support to a family member receiving treatment. FMLA   Employees can take up to 12 weeks of unpaid leave to care for a family member and the leave can be taken all at once or intermittently, with the added benefit of maintaining group health insurance during the time away from work. Click here to learn more about FMLA eligibility requirements. 

Unpaid Leave:  This allows employees to take time away from work without receiving their regular pay and may be a viable option for some employees who desire to keep their jobs but need an extended period of time off to get their caregiving responsibilities in order. Reasons for unpaid leave can vary—caring for a dependent in an emergency and  addressing serious health issues are two examples. While some situations require employers to grant unpaid leave, such as family emergencies (FMLA), other requests, like career breaks, may be at the employer's discretion. Typically, unpaid leave is requested and approved in advance, ensuring both parties are aligned on the arrangement.

Remote Work: Clarify your company's stance on remote work, outlining the process employees should follow to keep their supervisors informed about any personal life events that may affect their availability. 

This is also a great opportunity to raise awareness about Family Responsibilities Discrimination (FRD) and ensure employees know they are protected under this law. Including a quick link to more FRD information can be beneficial.

Sharing these resources provides caregivers with peace of mind while also safeguarding your organization from potential performance-related challenges.