Blog: Leave Management
The Family and Medical Leave Act (FMLA) is a foundational piece of U.S. labor law, yet it remains one of the most complex for HR managers to administer. From determining eligibility to tracking intermittent leave and preventing abuse, the margin for error is slim and the consequences are significant. For employers, FMLA compliance is not just about following rules; it's about protecting the organization from costly legal battles while supporting employees during critical life events. This is
...Employee retention isn’t just about pay or perks — it’s about how people are treated when life happens. Whether it’s parental leave, medical recovery, or mental health time, how your company handles leave requests can make or break employee trust. Strong leave management practices show empathy, reinforce fairness, and keep your best people engaged for the long term. Here’s how effective leave management strategies directly influence employee retention and workplace
...Denying an employee’s leave request is one of the most high-stakes decisions an HR professional can make. Under the FMLA, ADA, and PWFA, employees have strong protections, and even a well-intentioned denial can turn into a costly compliance issue. Still, there are situations where denying leave is lawful and appropriate—if documentation is missing, eligibility isn’t met, or continued absence creates an undue hardship. This guide explains when denying leave is legally permissible, what
...Even well-run HR teams can trip over the complexities of leave management. Between FMLA, ADA, PWFA, and Workers’ Compensation, it’s easy to miss deadlines, mislabel leave, or mishandle medical documentation. These mistakes can lead to compliance audits, legal risk, and employee frustration. In this guide, we’ll walk through the most common leave management errors to avoid — and how to fix them before they cost you time, money, or trust.
Why Leave Management Mistakes Are So
...A strong return-to-work program does more than check a compliance box—it helps employees transition back safely while reducing your organization’s legal risk. Whether an employee is returning after FMLA, ADA, PWFA, or Workers’ Comp leave, the goal is the same: balance recovery, productivity, and compliance. In this guide, we’ll walk through how to design a return-to-work program that supports employees, meets legal standards, and protects your business from costly
...Conversations about mental health are more open than ever, and this shift is transforming the workplace. As an employer, understanding your responsibilities under the Americans with Disabilities Act (ADA) regarding mental health is no longer optional—it's essential. Navigating requests for mental health accommodations can feel complex, but with the right knowledge and processes, you can support your employees effectively while ensuring legal compliance.
This guide provides a clear,
...A clear, well-written leave policy does more than spell out who gets time off—it protects your organization and sets fair expectations for everyone. A strong policy is the foundation of a legally sound and compassionate leave management program. Whether you’re building a new HR handbook or updating your current one, this guide breaks down how to write effective leave policies that align with the FMLA, ADA, and state laws. You’ll learn what to include, how to document decisions, and how to
...The Pregnant Workers Fairness Act (PWFA) and the Americans with Disabilities Act (ADA) both require employers to provide reasonable accommodations—but they apply in different ways. The ADA covers disabilities that substantially limit major life activities, while the PWFA extends those protections to pregnancy-related limitations, even if they don’t qualify as disabilities. Understanding when the PWFA and ADA both apply is key to building compliant, consistent HR policies that protect
...Managing leave under the Family and Medical Leave Act (FMLA) is one of the most complex responsibilities for any human resources department. At the heart of this process lies the medical certification—a document that serves as the cornerstone for approving and managing FMLA leave.
Handling these forms correctly is not just an administrative task; it is a critical component of your FMLA compliance process. Mistakes can lead to significant legal risks, operational disruptions, and
Clear, consistent communication is one of the most overlooked parts of effective leave management. Whether an employee is out for surgery, pregnancy, or a mental health condition, the way HR handles updates, documentation, and follow-up conversations can make or break trust—and compliance. This guide covers how to communicate employee leave clearly, compassionately, and in line with legal requirements like FMLA, ADA, and PWFA.
Why Communication Is Critical in Leave
...The Family and Medical Leave Act (FMLA) is a vital law that provides job-protected leave for employees facing serious health conditions or family medical needs.
For HR professionals, administering FMLA is a core function that requires precision, empathy, and a deep understanding of compliance. However, a persistent challenge is managing potential FMLA abuse. Handling suspected misuse requires a delicate balance—protecting business operations while respecting employee rights and
...Leave Tracking Tools and Software: What HR Needs to Know Before Choosing One10/24/2025
Manual spreadsheets and shared calendars just don’t cut it anymore. Between FMLA, ADA, PWFA, and a patchwork of state leave laws, HR teams need technology that can automate compliance, track time accurately, and integrate with payroll. The right tool can transform leave administration from a high-risk, manual burden into a streamlined, transparent process. This guide compares today’s best leave tracking tools and software—what they do, how they differ, and how to choose the right one for
...When multiple leave laws apply to the same employee, HR has to play compliance chess. The FMLA, ADA, and now the PWFA each have distinct rules—but they often overlap in real-world situations. Understanding where these laws intersect helps prevent violations, lawsuits, and employee relations issues. This guide walks you through how to handle overlapping leave laws step by step, so you can coordinate job protection, accommodations, and pay rules without risking compliance
...When an employee gets injured on the job, HR and risk management teams spring into action. A Workers’ Compensation claim is filed, and the focus turns to medical treatment and getting the employee back to work safely.
But what happens when that same workplace injury is also a "serious health condition" under the Family and Medical Leave Act (FMLA)? Suddenly, you’re not just managing a Workers’ Comp claim; you’re navigating the complex intersection of two powerful employment laws.
Paid leave keeps employees financially secure during absences; unpaid leave protects their job and benefits. But when do you have to pay—and when don’t you? The distinction sounds simple, but for HR, it’s anything but. Between the Family and Medical Leave Act's (FMLA) job protection, the Americans with Disabilities Act's (ADA) accommodation duties, and complex wage and hour laws, one policy mistake can cost your organization dearly. This guide breaks down the key compliance differences
...Managing employee leave isn’t just paperwork—it’s compliance, communication, and compassion rolled into one. Whether it’s FMLA, ADA, or the PWFA, HR teams are expected to navigate overlapping laws, document every step, and protect both the organization and the employee. This guide breaks down the basics of leave management in HR, helping you understand the legal framework, streamline your process, and train your managers for consistent, compliant results.
What Is Leave
...Navigating employee leave and accommodation requests can feel like untangling a complex web of legal requirements. For HR managers, understanding how the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and the Pregnant Workers Fairness Act (PWFA) interact is essential for maintaining compliance. These three laws often overlap, creating scenarios where an employer’s obligations under one law are influenced by another.
This guide provides a practical
HRcertification.com5755 North Point Parkway
Suite 227
Alpharetta, GA 30022
