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Work and life are inseparable. At some point, nearly every employee will encounter an event that requires time away from work such as welcoming a child, caring for a loved one, recovering from a health issue, or coping with loss. These moments are not interruptions to work; they are part of the work/life experience. How employers respond to leave of absence requests shapes not only the employee’s wellbeing but also acts as “moments of proof” in the employee’s perception of their employer, driving trust and engagement.
The need for leave is growing
Employee leaves of absence have increased by 30% between 2019 and 2024, including a staggering 300% increase in mental-health-related leaves. Additionally, Alight’s 2025 Employee Mindset Study found that 42% of employees have taken a leave of absence in the last two years, citing reasons ranging from caregiving responsibilities to bereavement.
The message is clear: leaves of absence are no longer an option of last resort—they are part of the modern workforce reality. Employers who recognize this shift and invest in supportive leave strategies will build healthier, more resilient organizations.
The employer challenge and opportunity
Managing leaves is not easy. Employers must juggle compliance, changing legislation, fragmented technology and delivery ecosystems, all while ensuring insight into cost data and workforce productivity impacts. But the real opportunity lies beyond administration and policy design. Organizations can distinguish themselves as an employer of choice by creating a leave experience that simplifies the complexity while providing compassionate, seamless support that is there for employees before, during and after their time away. When handled well, leaves of absence make the goals of policy design into reality by driving engagement and ensuring employees feel supported by their employers at their time of need.
2025 Alight Employee Mindset Study
The 2025 Employee Mindset Study marks Alight’s 15th annual report focused on the U.S. workforce, delving into key areas such as employee wellbeing, workplace culture, benefits engagement, total rewards and technology.
Simplifying the leave experience for employees
1. Making leave requests seamless
Requesting a leave of absence is often a maze of separate portals with confusing, sometimes duplicative paperwork, and multiple points of contact. For employees who are taking a leave of absence to focus on a greater need in their life, this friction compounds their challenges.
There’s a better way. For example, 87% of employees want a one-stop shop for their benefits, but only 15% have access to one, according to Alight’s research. A unified benefits platform like Alight Worklife® that includes leaves of absence information and actions are a core employee benefit. Worklife gives employees the ability to request and complete actions on their leave, manage benefits and access resources all in one place—reducing confusion and silos, and empowering the workforce with the information they need.
2. Providing personalized, timely communication
Too often, employees are left on their own to decipher jargon-filled documents with terms like short-term disability, FMLA (Family and Medical Leave Act), PFML (Paid Family and Medical Leave) and ADA (Americans with Disabilities Act). Employers can close this gap with a high-tech, human touch approach to communication, explaining these terms simply and effectively through AI-powered, personalized communication—through push notifications, emails, and texts — in addition to human support including health navigation and leave case management. Clear, timely guidance makes the process less intimidating and ensures employees know what they need to do, what their leave means in terms of job, pay and benefit impacts, and exactly where to turn for help.
3. Supporting employees during leave and return
While out on leave, employees may not think about benefits administration, but access to care for themselves and their families remains vital. Periodic reminders about available healthcare resources, wellbeing programs and support services can make a meaningful difference during their time away. The return-to-work phase is equally critical. Alight’s study shows that 59% of employees need accommodations to successfully return after a leave. Proactive support in this stage helps employees reintegrate smoothly, reducing turnover, overpayments, and reinforcing a culture of care.
Beyond compliance: building a culture of care
Leaves of absence should not be treated as a box to check for compliance. They are an essential part of a holistic benefits strategy and a reflection of how much employers value their people. Organizations that focus on bringing the same exceptional experience to leaves that they bring to other areas of their benefits infrastructure create workplaces where employees feel supported and able to bring their best selves to work.
Absence Management
Get the support you need to manage simple or complex leaves with respect, care and compassion.
