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Using Absence Programs to Attract & Retain a Flexible Workforce

It sounds counterintuitive — how can programs that enable time away from work possibly help companies dealing with labor shortages? Yet, a 2021 survey conducted by HUB International shows that 40% of participating companies indicated their leave of absence policies needed to be more enticing to attract and retain employees.1 Absence programs are an important part of the employee experience, and organizations can leverage their time-off policies and benefits to stand out among competitors, especially now that workers have more options than ever before.

In a Gallup poll conducted earlier this year, employees identified well-being, including work-life balance, as one of the most important factors when deciding whether to accept a new job.2  Time-off policies and other absence-related benefits help employees achieve work-life balance by providing income protection while taking time to care for themselves and/or their families — from a well-deserved vacation to a healthcare emergency and everything in between.

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Navigating Transgender Leave

Introduction

The societal understanding of what it means for an employer to be truly inclusive of all diversity groups has expanded exponentially since the turn of the 21st century. Employers are increasingly faced with multifaceted Human Resources related topics including cannabis, cybersecurity, sexual harassment, and a push, in many states, for equal opportunity for paid leave. Equal opportunity accommodations do not just vary between male and female employees but also between groups based on race, religion, and gender identity.

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