Leveraging technology to manage our organization’s leaves of absence not only provides a better experience for your people, but it’s also easy on the eyes when looking at financials. If you’re looking to outsource your least favorite (and riskiest) to-do it’s important to factor in the ways it can benefit your company financially as well as you and your team administratively.
People Ops pros have an ever-expanding list of responsibilities to oversee and an ever-increasing selection of hats to wear while doing so. The most uncomfortable hat for people teams to wear is the legal and compliance hat, especially as it pertains to staying up to date with the latest leave laws and regulations.
As workforces spread out across the country and conference rooms give way to cafés, the risk of not being aware of the latest leave laws and regulations can be costly. If you’re in California and an employee picks up and moves to New York and needs to take leave, for example, are you aware of what job protections they have? Do you understand the differences in programs from California Paid Family Leave (PFL) and New York PFL? Are you keeping track each year as the benefits change?
As a People Leader within your organization, equipping yourself with an effective leave of absence solution that is up-to-date with all the latest leave laws will keep you compliance confident and your company free from potentially costly legal claims and fines.
Changes to state leave benefits programs are difficult to keep up with on your own, let alone manage effectively, yet many carriers don’t provide the administrative relief needed to People Teams because leave management isn’t what they’re really in business for. Similarly, many 3rd-party leave management vendors either have clunky processes, create serious legal risks by filing on behalf of your employees, or can’t scale as your employee population and leave requests grow.
Investing in a scalable leave technology can ensure your employees are filing the right forms on time and allowing your organization to capitalize on funds you might otherwise not be taking advantage of. If you currently work somewhere that covers 100% of your employee’s leave good on you, but your leaving thousands, and potentially millions (depending on company size we assure you that’s not hyperbole) on the table that could be going into your org’s pockets.
A company is only as successful as its employees are happy, healthy and engaged. There is perhaps no time in an employee’s tenure more critical to ensuring their happiness than when they need to take a leave of absence. The way you show up as an employer to support them in their time of need can make or break the relationship and either have them returning feeling refreshed and appreciative of the support why received in their time of need, or they’ll return resentful, confused and looking for other employment options (option 3…they don’t return at all).
A leave management solution that takes into consideration the very human experience of taking a leave of absence is one that can help ensure your budget won’t be spent on hiring their replacement. Further, creates a level of support that permeates throughout your organization that can increase employee morale, performance and productivity.
A truly supported leave of absence experience leads to happier employees, and happier employees lead to better customer experiences and a boosted bottom line.
Different organizations have different needs, but the right LOA technology can have a massive impact on your organization’s profitability. What’s universal for all employers, however, is the importance of an LOA solution that is scalable, keeps you compliant for all types of leave across all states, makes filing for state benefits simple, and fosters a positive leave experience for your employees and an easy one for People Teams.
Tilt is leading the charge in all things leave of absence management through easy-to-use tech and human touch. Since 2017, our proprietary platform and Empathy Warriors have been helping customers make leave not suck by eliminating administrative burdens, keeping companies compliant, and providing a truly positive and supportive leave of absence experience for their people.
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