State and local leave laws continue to proliferate across the country. Guardian’s Marc Costantini discusses the measures companies can take to ensure their leave management practices stay compliant with the FMLA and other applicable regulations.
The topic of paid family leave has never been more relevant than it is today. Recently, Oregon became the eighth state to require paid family and medical leave for eligible employees; it joins California, Connecticut, Massachusetts, New Jersey, New York, Rhode Island and Washington in addition to the District of Columbia. As more working Americans make it clear they want paid family leave, states are responding. Currently, more than 20 states are evaluating similar legislation. This is putting pressure on employers to stay compliant, avoid fines and understand the importance of recognizing how new leave laws are impacting the administration of employee leave management.
However, there is also another interesting dynamic at play: Many U.S. companies are not waiting for legislation and have added or expanded paid family leave benefits to attract and retain employees. In fact, more than one-third of employers recognize they must offer paid family leave to attract employees.[1]
Let’s take, for example, American Express, which began offering parents 20 fully paid weeks,…
