Canada (EN)
Life is full of surprises. Some good, some bad. Whether someone is welcoming a new family member, dealing with a serious illness or navigating a caregiving challenge, such events tend to disrupt the normal flow of life—at home and at work. Sometimes, the best option is an employee leave of absence. Stepping away from the job temporarily can be a better choice rather than trying to juggle professional and personal lives, stressing employees to the point of burnout and feeling like they’re not giving their best in either setting.
Traditionally, leaves of absence have been viewed as a regulatory requirement—and in many instances, they are exactly that. Federal, state and local regulations—the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA) and more—mandate that employers provide job-protected leave for qualifying family and medical reasons. Increasingly, however, employers are recognizing that voluntary leaves are an effective way for employees to tend to an array of personal matters so they can be their most productive, engaged and fulfilled selves at work and at home.
Over the past two years, one-third (34%) of workers took a leave of absence, according to the 2026 Alight U.S. Employee Mindset Study. That may sound like a lot, but it’s actually down from 42% as reported in the 2025 Mindset Study. What could be causing that decline? Could it be that fewer people are finding themselves in need of a leave? Not likely, especially when you consider the most cited reasons for taking one are caregiving, mental health/burnout and medical issues, all of which are increasing in prevalence, by most accounts.
Most concerning is the finding that 36% of employees didn’t take a leave that they needed. Their reasons are varied: 32% of those who needed a leave but didn’t take one say the process is too difficult, while 51% of all employees believe taking leave could impact career advancement. This is truly alarming. When an employee recognizes the need to take a leave of absence, they should feel comfortable and confident requesting one. If they feel unable to take leave, it may impact their ability to effectively handle whatever situation has arisen in their personal life. Medical or mental health issues could worsen, grief may compound and parents might find themselves racked with guilt or sadness over working instead of spending extra time with their new family member. This carries over into the workplace in the form of reduced productivity, lower engagement, increased absenteeism and higher attrition.
Mindset data reveals that employee hesitance to request a leave may be due to a lack of clear, transparent communication. Just 57% of employees understand the types of leave benefits their employer offers, while only 62% know where to find information or guidance about company leave policies. Half feel their life situations are not supported by their current leave policies.
Among those employees who have taken a leave of absence, two-thirds were satisfied with the experience and 70% would say positive things about it. However, it’s important to note that even employees who’ve had a good leave experience often struggle to understand how the process works, where to find information and how leave programs connect to the rest of their benefits.
Transforming the process
Leaves are a crucial part of the employee experience and tangible proof that their employer sees them, cares for them and supports them in the moments that matter. So, what can employers do to help more workers feel comfortable and confident taking a needed leave without fear of negative repercussions?
Normalizing the act of taking a leave of absence is a good place to start. From people managers to the C-suite, when a high-profile individual goes on leave, they should be open about it. Granted, they don’t have to reveal any details they would rather keep to themselves, but letting the workforce know they are taking time to deal with a personal matter can go a long way toward breaking barriers and making leaves a part of the corporate culture.
Increasingly, leaves are viewed as a core component of an organization’s overall benefits strategy. As such, they should be fully integrated with the rest of the company’s benefits. In fact, 57% of Mindset respondents say they want one place to navigate leaves and benefits at the same time. This approach makes total sense, especially when you consider that an employee on leave will need continued access to other benefits that are directly related to the reason they are taking a leave in the first place. Examples include new parent benefits, medical benefits or caregiving support.
A growing number of employers are providing a one-stop digital leave navigation tool to guide employees through the process – from planning time off to accessing benefits. A benefits administration platform like Alight Worklife® simplifies and streamlines the leaves process, while the Alight Leave Planner™ available in Alight Worklife® transforms the experience by delivering clear, accurate and personalized guidance, coupled with AI-powered planning tools, to simplify decisions, reduce uncertainty and give employees clarity and confidence.
Leaves happen when life happens. Employers should embrace the opportunity to demonstrate genuine care and compassion to employees and families dealing with a life event. By connecting employees with essential resources, guidance and support before, during and after a leave, employers strengthen relationships, cultivate a loyal workforce and enhance employee wellbeing.
