This guide aims to help HR teams by breaking down the key legal obligations, practical aspects and communication strategies to consider when managing leave benefits. Having this knowledge will pay dividends in the form of a healthier, more engaged workforce.

Why employees take extended leave

An extended leave of absence covers a period that lasts longer than what the company provides in its time-off guidelines. They can be voluntary or mandatory and may be taken for various reasons, each carrying different implications for benefits continuity and compliance. Common reasons for extended leave include:

Medical: An employee may take leave to recover from injury, illness or surgery. According to the Integrated Benefits Institute, poor health costs employers $530 billion per year and leads to 141 million days worth of lost productivity. This cost highlights the operational and financial benefits of allowing extended medical leaves in the workforce.
Family: Maternity leave is perhaps one of the most common types of extended leave as new mothers care for a newborn. But other types of family leave can be just as necessary, such as caring for a terminally ill family member.
Military training or deployment: An employee may request leave to render military service, which is covered by the Uniformed Services Employment and Reemployment Rights Act.
Mental health: A worker experiencing burnout, depression or a similar mental health condition might request leave to manage their symptoms. Many types of mental health conditions are covered under FMLA if the condition warrants inpatient care or ongoing treatment by a healthcare provider.
Education: About 60% of adults who went to school without finishing their degree consider returning. Your employee may request a leave of absence or part-time work so that they can focus on returning to school for certifications or degree programs.
Sabbatical: Finally, an employee may request a longer period of unpaid time off as a sabbatical to travel, rest or for various other personal reasons.

Core compliance requirements for extended leaves

How can HR and benefits managers ensure their employer remains compliant with government guidelines when workers take long breaks? The following legal foundations apply.

FMLA compliance

The Family and Medical Leave Act (FMLA) provides up to 12 weeks of job-protected, unpaid leave, while preserving group health coverage under the same terms. It protects extended leaves requested due to a serious illness, child or family care, or in relation to a family member's military service.

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Navigating employee benefits compliance during leaves of absence

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