Understanding protected leaves is an important part of the human resources function, but it can be complex. With more leaves coming into effect, such as domestic or sexual violence leave in many jurisdictions, employees have more options to take care of their personal affairs while having their job status protected. However, additions or changes to leaves can add to an employer’s confusion.
Employers have an obligation to understand and properly implement protected leaves. However, managing employees on protected leaves can be an overwhelming task. Employees can easily slip between the cracks, and there is a lot of paperwork and documentation to coordinate to properly prepare an employee for their leave, maintain communication during their leave, and transition the employee back into the workplace afterwards.
When employees request a leave of absence, it is important to remember most are not choosing to let their situation affect their work. Often the employee feels guilty for taking the time off they need. Therefore, we should take a more empathetic approach to extended time off and ensure the employee has the support they require. Each situation is different and can be difficult to talk about. Having those tough conversations can be key in ensuring the employee’s experience does not affect them when they return.
With so many different situations and types of leaves, finding the right one can be difficult. Download our FREE Protected Leave Guide, which will give you an overview of the steps you can take when an employee requests a protected leave. Having the right conversations and getting the right information can ensure your employee feels supported during this difficult time and returns to work with a positive attitude.
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