Jim Jantz, JD
Director of Compliance – Absence, Disability, & Life
In a recent DMEC webinar, The Intersection of LOA and DEIB – How DEIB Initiatives are Influencing the Leave Landscape, we explored how diversity, equity, inclusion, and belonging (DEIB) efforts are shaping leave of absence (LOA) options at both the legal and employer levels. More importantly, we looked at how including DEIB principles in leave policies can better reflect these values and support your employees’ diverse needs. This blog highlights some key takeaways from that session.
DEIB and the regulatory landscape
DEIB efforts are driving changes in LOA laws and regulations. Updates continue to expand benefits and employer responsibilities. As these programs evolve or new ones are introduced, you may see shifts in who qualifies, what reasons are covered, and enhancements to benefits. These changes aim to make leave programs more inclusive and accessible to a wider range of employees.
Recent examples include:
- Accrued paid sick leave: Connecticut is expanding its sick leave rules to cover more employees. Recent state elections in Alaska, Missouri, and Nebraska approved new paid sick leave laws.
- Special use leaves: Starting January 1, 2025, New York employers must provide paid sick leave specifically for prenatal care, in addition to existing sick leave. The federal Pregnant Workers Fairness Act (PWFA) broadens employer obligations for pregnancy accommodations, including unpaid leave in some cases.
- Bereavement: Some states are introducing bereavement-specific leave requirements, while others are adding bereavement as a covered reason under existing paid family and medical leave (PFML) or sick leave laws.
DEIB and employer LOA policies
Many employers are going beyond legal requirements to design leave policies influenced by DEIB principles. These policies offer a wider range of leave options that better meet the needs of diverse employees. For example, one Marsh McLennan Agency client has expanded their leave offerings to include flexible parental leave for all genders, family caregiver support, and additional assistance for employees facing serious health or aging-related challenges. These policies help support employees and show a commitment to equity and belonging.
Strategies and next steps
If you’re thinking about new or expanded LOA policies that reflect DEIB values, here are some steps to consider:
- Review your current leave programs: Look at what you offer now and how employees use those benefits. Check for any legal requirements that might affect new policies.
- Gather employee input: Ask your team about their needs and preferences around leave options.
- Assess costs and impacts: Consider how new leave options might affect your budget, productivity, and staffing.
- Develop clear policies: Write straightforward guidelines for any new leave programs and prepare HR and managers to explain and manage them.
- Communicate clearly: Make sure employees know about the leave options available and encourage them to use these benefits when needed.
How Marsh McLennan Agency can help
With 25 years of experience, we understand that well-designed LOA programs can support compliance and help foster an inclusive workplace. Partnering with us can help you tailor your leave policies to better meet your workforce’s needs and promote fairness. Contact us to learn how we can support your DEIB goals and help you build leave programs that work for your team.
