Employers Expand Leave Benefits but Struggle to Close Perception and Administration Gaps
More than three-quarters of employers, 76%, now offer at least one caregiving benefit such as maternity, parental or family caregiver leave, up from 71% last year, according to NFP’s 2027 U.S. Leave Management Report.
The report, based on more than 1,000 employer responses, found that while organizations continue broadening leave strategies beyond traditional vacation and sick time, a persistent gap remains between the benefits employers believe they offer and how employees actually experience them. While 63% of employers described their leave benefits as generous, only 48% believe employees share that view, a disconnect NFP said suggests benefit design alone does not determine perceived value.
Caregiving and Life Events Reshape Benefit Design
NFP found family caregiver leave has grown steadily, offered by 34% of employers in 2026 compared with 29% in 2023, 28% in 2024 and 30% in 2025. Among employers offering such leave, 86% cover a seriously ill family member and 59% cover elder care. The report described a growing population of “load-bearing anchor” employees simultaneously raising children, supporting aging parents and managing career demands with little margin for error.
Bereavement policies are also expanding beyond immediate family. Among employers offering bereavement leave, 35% now cover miscarriage or failed IVF, up from 28% when NFP first measured the figure in 2023, and 34% cover close relationships outside immediate family.
Menopause is emerging as a newer consideration: just 7% of employers currently offer menopause accommodations, but the share unlikely to offer them within five years fell to 53%, while those open to offering accommodations rose to 34%. Still, 54% of employers said they were unaware of emerging state legislation addressing menopause-related workplace accommodations, insurance coverage and anti-discrimination protections.
On parental leave, NFP found 25% of employers still differentiate between primary and secondary caregivers, an approach the report said has drawn high-profile litigation as courts reject assumptions that mothers are automatically “primary” caregivers. Maternity leave structures also increasingly coordinate employer-paid leave with short-term disability and state paid family and medical leave, with 93% of employers offering maternity leave concurrently with FMLA or state-paid leave.
Confidence Gaps Persist in Leave Administration
Despite expanding benefits, only 26% of employers said they are “very confident” in their ability to administer leave accurately and compliantly, NFP found. Most employers, 48%, still manage leave internally without dedicated software, while 21% use internal resources supported by leave management software and 29% outsource administration to a vendor.
Administrative burden appears to be growing for employers without software support: 46% now spend three to five hours administering each leave request, up from 37% last year, and only 23% said they are satisfied with their current process. Among employers who considered additional support, cost was the dominant barrier, cited by 66%.
Technology users reported more consistent outcomes, with 50% citing tracking and data consistency as the top benefit of implementing a leave solution. Integration capabilities with payroll and employee data ranked as the leading factor in vendor selection, cited by 30% of employers, ahead of compliance support at 25%.
Vendor support was most common for short-term disability, cited by 90% of employers using outsourced administration, followed by state-mandated disability or paid family and medical leave plans at 80%. Support was weaker for company-specific leave policies, at 60%, and weaker still for accommodation requests under laws such as the ADA, at 57%.
Interest Grows in Centralized Support
NFP found growing employer interest in centralized employee support hubs that connect leave, wellbeing and other resources in one place. Currently, 32% of employers offer such hubs, while another 50% are considering or open to offering them.
Among those with hubs, 45% use a mix of proactive outreach and employee-initiated requests to connect workers with resources throughout the leave process, rather than relying solely on employees to seek help on their own.
Obtain the full report here. &

