This post has been updated for 2020.
Leave management can be a minefield of personal, legal, and regulatory problems. The U.S. government regulates this process to clarify common and edge cases and to ensure that companies protect employee rights. While these regulations can complicate the leave process, compliance will ensure smooth transitions between leave and work for your entire team.
We all want to provide our employees with a safe, healthy, and happy work environment, but even the healthiest employees may require leave at some point to care for family members or unexpected personal issues. HR professionals and supervisors need carefully planned policies and access to regulatory requirements to make sure employees who request leave are treated fairly.
Table of contents
- Legal implications of leave management
- Leave management best practices
- HR software features that support leave management
- Tools that support leave management
Looking for the right leave management software? Check out our Product Selection Tool. Answer a few questions and you’ll get a short, unbiased list of software customized for your company.
Legal implications of leave management
Failure to take Family Medical Leave Act (FMLA) requests seriously could result in complicated and expensive legal troubles for both the company and the individual supervisors. For example, in the 2019 court case DaPrato vs. Massachusetts, the court ruled against the employer and awarded the employee $1,937,961 in damages and attorney fees.
Thankfully, HR software has kept pace with regulatory changes and the increasing need for information privacy. A combination of internal policy and carefully-implemented software support can set your company up for leave management success.
Leave Management Best Practices
Every interaction, email, phone call, and meeting should be documented to ensure compliance and reduce the risk of legal intervention. For privacy reasons, your documentation should remain secure and private, beyond the reach of unauthorized parties. If you can centralize your HR, time and attendance, and compliance management to a single system with access controls, even better. Human capital management (HCM) software is a good place to start.
2. Make a policy and stick to it
All management should be briefed on your leave management policy and follow it to the letter. Consider:
- Notification requirements (including 30-day notice and as soon as practically possible notice)
- Request official or certified documentation. If the employee doesn’t provide certified documentation (from a doctor or medical provider) within the 15-day window, the request can be denied. Ask for second and third opinions to settle disputes.
- Careful tracking of intermittent leave days, reasons, and call outs (use tracking software to do this)
- Centralization. While supervisors and managers should be involved in the process, have a single source of truth for all decisions and one centralized group who advises on leave-related matters.
3. Regulations and Compliance
HIPAA and FMLA can change, putting your company and individual employees in danger of lawsuits or audits. Stay up to date and make sure this information is readily available to all responsible parties. Use your company’s policy to define privacy standards based on current industry regulations.
Setting a policy isn’t the end of the line. Measure the policy’s effectiveness through setting goals and KPIs, measuring the return-to-work rate, and ensuring compliance. Monitor the effectiveness of the policy and update requirements as needed.
HR Software Features that Support Leave Management
Time and attendance tools or integrations: These tools will give your employees freedom to request time off at their leisure, and gives exact tracking of requests, approvals, and denials. Use this information later for efficiency and compliance analytics.
Compliance tracking: The best tools let you set your policies and include the ability to log conversations. You shouldn’t have to use an outside database or spreadsheet in addition to your secure HR platform. Document every interaction with employees during their requests and leave periods to keep yourself covered. Regulatory integrations make these even more useful.
Security/Privacy: Leave management brings with it serious privacy issues regarding what you can ask an employee and what can be shared with other employees. Granular user permissions and access management bring tighter security to the private data you store.
Tools that Support Leave Management
- Employee self-service portal
- Multiple clock in/out options including mobile and desktop
- GPS tracking to verify employee hours
TrackSmart time and attendance tool lets you access centralized employee data privately alongside their leave management tool. Use the reporting features to monitor your progress toward leave-related KPIs.
- Automatic schedules based on employee availability
- Real-time views of which employees are clocked in
- Centralized calendar showing key dates and employee time off
Zenefits offers a full-service HR software platform that integrates time, benefits, compliance, and payroll. Use the attendance tracker and compliance tools to program your leave policy and track your progress towards goals.
- Real-time data on employee activities
- Built-in compliance tools
- Time card fraud protection
Bindle is a leave management tool that gives your team a centralized location to request time off. Use the audit tools to document requests, approvals, and denials, and the calendar to ensure you fully staff for planned absences.
- Automatic calendar updates
- Time-off balances and carryover limit settings
- Full audit trails for time off booking
Zoho People makes a wide variety of business-related products, and People is their branded HR system containing time and attendance, leave management, and HR processing. The leave management tools contain analytics reports and mobile self-service features.
- Custom leave policies
- Unplanned absence measurement with the Bradford score
- Employee self-service dashboard with time off requests and company announcements
eFMLA is an online workspace that gives employers access to all required forms and includes tracking features to document all interactions. As a dedicated FMLA tool, this subscription software does not include other HR features like time and attendance tracking.
- Customizable FMLA forms
- Electronic form and notice delivery
- Expert advice and support for FMLA-related issues
To browse and compare more time/attendance tracking and HR solutions, use our Product Selection Tool. After answering a few simple questions, you’ll get a short list of HR software tailored to your company’s needs.
Top Human Resources Software Recommendations
Rippling is the #1 Rated All-In-One HR Platform. You can onboard new hires in 90 seconds, and easily manage your company's payroll, benefits, HR, and IT -- all in one, modern system. It brings all of your employee systems and data together, and helps automate your busy work. Take onboarding, for example. With Rippling, you can click a button, and take care of a new hires' I-9, offer letter, payroll, health insurance, and more -- 100% online and paperless.
monday.com is a collaborative platform that allows HR managers to manage the entire employee lifecycle in one place. Track the recruitment process of all candidates at a glance, onboard new employees with pre-made templates, plan team-building activities to engage current employees, and leverage data-driven insights with analytics built into your daily workflows. Finally, integrate monday.com with Gmail and 40+ tools you already use so the platform supplements your current workflows seamlessly.
GoCo is modern HR, benefits, and payroll, built for flexibility and ease-of-use in mind. Manage records, performance, time off, onboarding, benefits, and more all in one place. GoCo is a secure, compliant hub for sending, digitally signing, and organizing your sensitive HR documents and data. Unlike other HRIS platforms, GoCo is built to be flexible enough to support existing processes, policies, and providers, so you don't have to change the way you work just to adopt a modern HR system.
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