Latest news with #AbsenceSoft
Forbes
4 days ago
- Health
- Forbes
Navigating Leave Of Absence Management With Communication And Creative Problem Solving
Seth Turner is the Founder and Senior Advisor of AbsenceSoft. Leave of absence policies haven't kept up with how people live, work and manage their health today. Leave, the ADA and PWFA are still treated as separate tracks, managed by different teams with distinct rules. But employees' lives don't fall into neat categories. Someone recovering from surgery, managing a chronic illness or navigating pregnancy complications might qualify under more than one regulation. That's why I've started challenging the way we think about leave, especially intermittent leave. Not from a legal perspective, but from a human one. In my experience, even a single thoughtful conversation can make a dramatic difference. This isn't about skirting compliance or questioning medical certifications. It's about creating space for solutions that support the employee and the business. We don't need to rewrite regulations. What we need is a mindset shift—borrowing the intent behind the ADA's interactive process and applying it more broadly. When we do, we often reduce disruption, preserve productivity and help employees return faster, more supported and more engaged. Historically, leave has often carried a layer of mistrust. There's a persistent, if unspoken, assumption among some managers that leave, especially intermittent leave, is being misused and abused. We've all heard the stereotypes: the Monday–Friday pattern, the employee spotted at a baseball game while on leave, the school field trip chaperone. But these stories ignore the bigger truth. Just because someone is on leave doesn't mean they're confined to their couch. If a person can't lift 50 pounds overhead, that doesn't mean they can't sit outside and enjoy the sun. Healing doesn't look the same for everyone. Still, these anecdotes feed skepticism. The moment someone asks for leave, they can go from being a valued contributor to a perceived liability. That shift is outdated and, frankly, it's harmful. It undermines trust at the exact moment when support is needed most. Fortunately, that mindset is beginning to shift. A newer generation of managers is approaching leave with empathy and openness. They're asking, 'What do you need to make this work?' That shift from adversarial to collaborative is essential for modern organizations. But it takes intentional modeling and cultural change to get there. The ADA's interactive process is rooted in purposeful communication. It's a structured dialogue between the employer and the employee to explore potential accommodations that allow someone to stay at work or return safely. And while it's required by law in certain scenarios, the spirit behind it—curiosity, collaboration and flexibility—has far wider applications. I'm not suggesting ADA rules be applied to every leave case. It's more of a mindset of taking the interactive communication from one law and applying it to leave in a way that helps you talk to people. Too often, leave becomes transactional: a request is submitted, a certification is returned and the conversation ends. But what if we simply asked, 'What do you actually need?' Maybe it's an hour a week for physical therapy. Maybe it's avoiding a triggering meeting. Maybe it's a temporary shift in hours. When we open that door, we often find solutions that work better for everyone, without compromising compliance. The way an organization handles leave has direct consequences on retention, motivation, and return-to-work outcomes. According to recent data: • 36% of employees who had a negative leave experience started job hunting. • 14% ended up quitting. • On the flip side, 55% of employees who had a good leave experience returned feeling more motivated. • 68% of those who had a positive accommodation experience said they felt valued by their employer. These aren't just operational outcomes. They're cultural ones. When people feel supported during vulnerable moments, they're more likely to re-engage and stay longer. If you engage with employees the right way, you can get them back more quickly and more committed. In a market where retention is critical, we can't afford to overlook the power of these moments. For communication to work, HR and managers need to be aligned. HR sets the strategy and ensures compliance. But managers are closest to the daily impact and the ones employees turn to first. HR may initiate the process, but managers need to be involved. That's where we see the greatest tension and the greatest opportunity. Managers need training to think in shades of gray, not just black and white. They need to be open to creative solutions: shifting hours, redistributing tasks or adjusting workdays to accommodate needs. These conversations should be fact-based, not diagnosis-based. We're not asking managers to act as doctors, just as collaborative problem-solvers. And it's not one-and-done. Once adjustments are made, they need to be revisited. What worked for someone in January may not work in June. Regular check-ins ensure that accommodations continue to serve the employee and the team. Technology can't replace meaningful conversations, but it can make space for them. When HR teams are overwhelmed by manual processes, they don't have the bandwidth to engage proactively. Automation should handle the repeatable work: form generation, status tracking, reminders and secure messaging. That frees HR professionals to focus on what matters most: talking to people, solving problems and shaping better outcomes. We spend a lot of time and energy trying to boost engagement for the people in the office every day: team-building activities, perks, recognition programs. But what about the people who are out because they're sick, recovering or caring for someone? Why don't we invest that same energy in the ones who are out? Because that's exactly when support matters most. Better communication around leave is a culture builder. When employees feel heard, valued and supported, they're more likely to return, stay longer and contribute with even greater commitment. And the truth is, it doesn't take much. It's a small investment with big, big opportunities. A short conversation. A bit of flexibility. A willingness to ask, 'What do you need?' can change everything. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. 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Forbes
25-04-2025
- Business
- Forbes
Navigating ADA Requests In The Era Of Return-To-Office Mandates
Seth Turner is the Founder and Senior Advisor of AbsenceSoft . getty Since companies started pushing return-to-office mandates, we've seen a significant uptick in employees submitting reasonable accommodation requests under the Americans with Disabilities Act (ADA). Why? Not everyone is willing or able to go back to the office, and employees are pulling the ADA into play in a completely new way. This massive shift in the use of the ADA requests started during Covid-19, when we learned that so many jobs could be done at home. The problem: Not all requests for accommodations fall within the purview of the ADA. As such, employers are struggling to balance their employees' needs with their operational needs and legal obligations. This deluge of requests has placed a significant burden on human resource managers as they try to navigate the intricacies of the accommodations. The ADA requires employers to provide reasonable accommodations unless it creates an undue hardship . The challenge is defining what's 'reasonable' in this new work environment. Before the pandemic, remote work was sometimes seen as an undue hardship. However, after it was proven possible during the pandemic, employers have to ensure their RTO plans are justifiable, clear and consistently applied. You can't tell someone they have to work in the office if five of their peers in the same job are remote. Keep in mind that to be eligible for a reasonable accommodation under the ADA, the employee must: • Have a disability or impairment that substantially limits a major life activity; and • Be qualified to perform the essential functions of the role with or without a reasonable accommodation. The ADA guidance can be vague, making it hard to determine what constitutes an undue hardship. The EEOC notes that employers should not deny a remote work accommodation 'solely because a job involves some contact and coordination with other employees.' In AbsenceSoft's 2025 State of Leave and Accommodations , we found that remote work made up 51% of accommodation requests and was the most requested accommodation under the ADA. The second most frequently requested accommodation was intermittent leave or reduced schedules, which accounted for 46% of requests. And, for the second year in a row, the majority of HR managers we surveyed (60%) reported an increase in requests. Of those who saw an increase, 62% saw requests rise by 21% or more. Mental health conditions like anxiety and PTSD are among the most common reasons for remote work requests. Autoimmune disorders and mobility impairments are also coming up frequently, with employees stating that commuting poses a health risk. However, not all requests for reasonable accommodations fall under the ADA. We're hearing from HR managers that people are asking for an accommodation because they don't have child care, which is not a disability and, therefore, not a valid request under the ADA. Do employers need to allow remote work as a reasonable accommodation? When it comes to reasonable accommodations, employers must conduct an individualized assessment rather than applying blanket policies. Remote work may not always be feasible; employers need clear justifications for in-office requirements. It's in everybody's best interest to make an accommodation where it makes sense. But if it doesn't make sense, then it's okay to say no. Some accommodations can be alternatives to remote work. Maybe a neurodiverse employee needs to be at home for quiet time, or maybe they just need a quieter office or noise-canceling headphones instead. The Interactive Process: Engaging In Good-Faith Discussions The interactive process involves gathering information, evaluating alternatives and implementing accommodations. It's a back-and-forth discussion where both the employer and employee explore possible accommodations. Employers must engage in a structured, documented dialogue with employees, and training managers to properly handle accommodation requests is crucial. Simply denying a request without considering alternatives can lead to legal trouble. When an employer gets a request, they can use the interactive process to determine whether the employee's condition rises to the level of disability under the ADA, determine why the disability might necessitate working from home and offer other types of accommodations that would allow the person to remain in the workplace. Legal Risks Of Mishandling ADA Requests Mishandling ADA requests can lead to legal action and reputational damage for the employer. As such, employers must be cautious about rejecting remote work requests without justification. Companies that outright reject remote work requests without considering alternatives are at risk of ADA lawsuits. We've already seen litigation where employees claim they were unfairly denied accommodations that were granted during the pandemic. One example is the EEOC v. FedEx case that is currently pending litigation. In this case, a FedEx dispatcher worked remotely from 2020 to 2023 and asked to continue after FedEx required employees to return to the office, but the request was denied. Conversely, not all accommodation requests based on what was allowed during COVID are reasonable. There was an EEOC case ( Jordan v. Norfolk Public School board ) where a school principal requested remote work because it was allowed at the beginning of the pandemic when schools switched to virtual learning environments. The court ruled the request was an undue hardship because principals need to be physically present to perform the essential duties of their job. Best Practices For HR And Legal Teams First, employers should proactively define job roles and expectations to avoid legal gray areas and update job descriptions to clearly state which roles are remote, hybrid or in-office. HR teams should document every step of the interactive process and provide clear reasons if a request is denied. Employers should embrace flexibility while maintaining legal compliance. That said, consistency is key—employees in the same role should be treated equally. Update policies and train staff on ADA accommodations to minimize risks and prevent compliance issues. Training managers to handle accommodation discussions sensitively is critical because missteps can escalate into formal complaints. Engage in the interactive process for every request and present a menu of alternative accommodation options as part of the process. And, while you're at it, document everything in case a complaint arises. With all of the policies, processes and documentation required to maintain compliance, many businesses find it useful to utilize technology to help them keep track of everything. Housing information, like when a process was kicked off, the decision criteria for denial or approval, records of supporting medical documentation and other pertinent information within a software platform, allows for easier access and reporting. Audit trails are very important, and if you're not leveraging automation and tracking, you're going to spend a lot of time on administration instead of focusing on the negotiation process. At the end of the day, it's about balancing business needs with fairness to employees. The business value is clear: 56% of accommodations cost zero dollars and boost retention. When handled correctly, these accommodations increase productivity, morale, and employee loyalty. The information provided here is not legal advice and does not purport to be a substitute for advice of counsel on any specific matter. For legal advice, you should consult with an attorney concerning your specific situation. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
Associated Press
19-02-2025
- Business
- Associated Press
OneSource Virtual Introduces Expanded Leave Administration Services Powered by AbsenceSoft
Business Process as a Service provider leverages industry-leading technology to deliver an elevated and compliant leave outsourcing experience for HR teams and their employees GOLDEN, CO and DALLAS, TX / ACCESS Newswire / February 18, 2025 / AbsenceSoft, the leading SaaS platform for leave of absence and accommodations management, and OneSource Virtual (OSV), the leading provider of Workday services and innovator of extensible applications built on Workday technology, today announced OSV will utilize AbsenceSoft to modernize leave administration for businesses. Starting in early Spring 2025, AbsenceSoft's industry-leading technology will be integrated into OSV's Leave Administration Services. By automating complex leave management processes, AbsenceSoft will enhance OSV's deep expertise and seamless Workday integration, extending their employee services portfolio. This partnership gives OSV customers a unified system for human capital management (HCM) data, streamlining payroll and benefits management while delivering a more efficient, compliant, and employee-centered leave experience. 'Our newly enhanced offering will help customers simplify compliance with 200+ leave laws while ensuring employees receive the support they need during critical life moments,' said Carl Madaffari, SVP of Product Management at OSV. 'Employees deserve a smooth, transparent leave experience, and benefits leaders need relief from the administrative and compliance burden. By pairing our LOA service with AbsenceSoft's technology, we're helping businesses achieve that balance with confidence.' Managing leave is a complex process that directly impacts compliance, employee satisfaction, and business operations. AbsenceSoft's 2025 State of Leave and Accommodations Report found that the top workforce challenges for HR leaders include recruiting the right talent (57%), employee stress and burnout (54%), and retaining valuable employees (52%). A well-structured, employee-centered leave program is a critical strategy to address these issues-but when the process is inconsistent or confusing, it creates risk for companies and leaves employees feeling unsupported. 'AbsenceSoft is thrilled to partner with OneSource Virtual to provide a modern, seamless leave management experience to more businesses,' said Kelly Wells, Chief Customer Officer at AbsenceSoft. 'With federal policies like FMLA and PWFA, plus state, local, and company-specific leave policies, managing leave can quickly become complex. But the stakes are too high to get it wrong. Our customers tell us that the right technology not only simplifies administration but also gives them more time to focus on what matters most-the people.' For more information about how AbsenceSoft works with Third-Party Administrators, visit AbsenceSoft. To explore OneSource Virtual's solutions, visit OneSource Virtual. About OneSource Virtual OneSource Virtual (OSV) delivers patented technology and expert services within Workday to efficiently automate payroll, payroll taxes, payments, and benefits. By simplifying these mission-critical processes, OSV empowers business leaders with the confidence to drive strategic change. As the only exclusive provider of Business Process as a Service (BPaaS) solutions for Workday, OSV serves more than 1,100 customers - including FICO, Wayfair, and Land O' Lakes - with a 95% retention rate. Learn how to take your team from transactional to transformational at About AbsenceSoft AbsenceSoft is a leading provider of leave and accommodations management SaaS solutions. We deliver scalable, easy-to-use, and configurable software to easily and efficiently manage 190+ statutory policies like FMLA, ADA, and PWFA. Our software streamlines and automates leave and accommodations processes, ensuring compliance with federal and state regulations while elevating the employee experience. Built by leave professionals, for leave professionals, AbsenceSoft is trusted by employers across industries, Third Party Administrators (TPAs), and Professional Employee Organizations (PEOs) to manage over five million lives. We are widely recognized for our top-tier customer service and robust customer community engagement. Learn more at or follow the company on LinkedIn.
