Employers Face Growing Disconnect Between Leave Management Perception and Employee Reality
While employers express confidence in their absence management processes, workers paint a different picture, the survey found. Only 22% of employees strongly agree they were adequately informed about supporting benefits available during leave, and just 26% feel they received appropriate accommodations for their return to work. In addition, four in 10 employees were surprised by how much they were involved in communicating with their doctors about necessary paperwork during their leave.
This disconnect becomes more consequential as mental health emerges as a leading driver of employee absences, Guardian said.
Mental health has emerged as a dominant force reshaping workplace absence, with one in three workers who took an extended leave of absence in the past two years attributing it to a mental health issue, according to the report. Among employers, 81% reported that mental health issues contribute to employee absences. The education and finance sectors report particularly high rates at 64%, while companies with more than 1,000 employees are experiencing notable increases in both mental health claims (57%) and postpartum depression claims (37%).
This surge in mental health-related absences has prompted employers to shift their priorities dramatically. Creating a culture of care, empathy and well-being now ranks among the top four absence management priorities for 33% of organizations, alongside helping employees stay at work (40%) and ensuring compliance (36%). Nearly 6 in 10 employers have responded by offering mental health benefits separate from traditional employee assistance programs, up from 55% just two years ago.
The ripple effects extend beyond direct mental health claims, Guardian’s report said. Employers report that 58% of caregiving employees who take leave to care for family members eventually file disability claims for themselves either most or half of the time, suggesting that workplace stress and caregiving responsibilities create a compounding effect on employee well-being.
Complex State Laws and Administrative Challenges Push Outsourcing Trend
The proliferation of state paid family and medical leave (PFML) laws has created an administrative nightmare for multi-state employers, with 67% of companies operating in 10 or more highly regulated states reporting that coordinating all absence types presents significant challenges, according to the report. This complexity has accelerated a clear trend toward centralization and outsourcing.
Nearly half of employers (49%) now outsource both short-term disability and Family and Medical Leave Act administration to the same vendor, while the percentage using a central online portal for all leave types has risen to 28%. Among employers in states with PFML programs, those choosing private plans administered by insurance carriers or vendors increased 69% between 2020 and 2024.
Benefits integration has become a critical strategy for managing this complexity, the survey found. The average number of benefits employers administer through the same vendor has jumped to 6.4 in 2024 from 4.8 in 2018. Organizations report that this consolidation increases employee access to benefits (52%), reduces HR workload (41%), and improves program outcomes (36%).
Manager Training and Technology Integration Emerge as Key Solutions
The disconnect between employer confidence and employee experience points to specific areas requiring immediate attention, Guardian said. While 56% of workers say their manager’s support made a positive difference in their leave experience, employers acknowledge that educating managers and employees about the leave process represents their weakest performance area.
Technology adoption offers another path forward, with 32% of employers now reporting short-term disability and FMLA absences online, up from 24% two years ago. Nearly one in five organizations has already incorporated artificial intelligence into their disability and FMLA administration, while another 65% are considering implementation.
The stakes for closing this perception gap around leave are significant. Workers who report a smooth leave experience demonstrate 15% higher likelihood to remain with their current employer and are 24% more likely to strongly agree their employer cares about their well-being.
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