Trying to juggle everything as an employer or leave case manager can be challenging! Not only are you concerned with compliance, you also have to stay on top of new leave laws and even changes made to existing leave laws. It's a lot to keep up with and instead of remembering all this information, we've made your life a little easier by compiling the most important changes made to existing leaves that happened in 2019.
If you're an employer or leave case manager, you know that there's always new information pertaining to leave management being thrown your way. Last year is no exception, with everything from clarifications to existing leave laws to new leave laws being established and everything in between! Instead of searching through countless websites and trying to remember everything, we did the hard work for you and have collected the most pertinent new leave laws you should know about!
For employers managing pregnancy and parental leave in the workplace, it's often hard to keep track of all of the paid and unpaid leave and accommodation laws that can apply to an employee's request, not to mention organizational policies! In fact, managing all of the various types of leave laws that may apply to employees is expected to be one of the top challenges facing human resources in 2019!
Many new parents are entitled to take up to 12 weeks of leave under the Family and Medical Leave Act (FMLA) following the birth, adoption or fostering of a child. Despite granting job protection to new parents, FMLA leave doesn’t mandate wage replacement. This may be problematic for parents who are juggling the extra costs that come with having a new addition in the family. Only 12% of private sector U.S. employees have access to paid family leave benefits, as employers are not required to provide paid time off for the birth, adoption or fostering of a child, unless they are located within states or municipalities which mandate it.