In 2024, more than 15 million Americans took a leave of absence. It’s one of the most widely used workplace benefits — yet it continues to be undervalued, often treated as a compliance checkbox rather than a meaningful part of the employee experience.
Let’s be clear: A leave of absence is not vacation, a sick day or a wellness perk. It’s time away from work to manage life’s most significant moments — welcoming a child, caring for a loved one, navigating a serious health condition, serving in the military or coping with loss. These are not edge cases. They are part of the human experience, and even the most committed employees will face them.
The challenge? Leaves are complex. Employers must navigate a maze of federal, state and local regulations — FMLA, ADA and more — while also managing voluntary leave policies that reflect their culture and values. HR teams are expected to be legal experts, benefits strategists and employee advocates all at once.
Voluntary leaves — those not mandated by law — are where employers can truly differentiate. These policies signal to employees, “We see you. We support you. We want you to come back.” That’s not just good HR — it’s smart business. When employees feel supported, they are engaged, loyal and productive. But support isn’t just about policy — it’s about experience. Of the 42% of employees who took a leave of absence within the last two years, just 69% were satisfied with the experience, according to the 2025 Alight Employee Mindset Study.
Too often, the leave process is disconnected from the broader benefits ecosystem. Employees are forced to hunt for answers, toggle between platforms and navigate bureaucracy at a time when they’re already under stress. Some may even fear that requesting a leave of absence will make it appear that they don’t take their work seriously — or result in termination. So, they continue working, jeopardizing their personal wellbeing and unable to be fully present on the job.
Streamlining the experience
We can do better. Integrating leave into a unified, AI-enabled benefits platform is no longer a nice-to-have. It’s essential. Employees should be able to access their full benefits portfolio — including medical, caregiving, bereavement or other support they may need while on leave — to take action and get clarity in one place. That’s how we reduce friction, build trust and deliver a benefits experience that’s personal, relevant and human.
And let’s not forget what happens after the leave begins. Silence from an employer can feel like abandonment. If they feel they are being “ghosted,” employees may start looking elsewhere, believing they are no longer needed. This can negatively impact their desire to return to their current employer when their leave ends. What’s more, the Mindset report found nearly six in 10 (59%) of employees need accommodations to return to work when their leave concludes. Communication — before, during and after leave — is critical, yet just 71% of workers taking a leave say the related communications are clear. Employees need to know they’re still part of the team, their role is secure and their return is anticipated.
Leaves of absence are not a side note. They are a core pillar of a modern, holistic benefits strategy. It’s time we stop treating them as an exception and start designing for them as the norm. Because when we get this right, we don’t just support employees — we strengthen our culture, our brand and our business.
