By Erin Faverty

VP of Customer Success
LeaveLogic

Our first column demonstrated how the employee experience is driving the consumerization of leave management through emerging technologies. This second installment of our three-part series will highlight three emerging consumer-oriented trends in the administration of statutory leave compliance.

Trend #5: Statutory Leave Program Innovation

As support for paid family leave legislation increases across America,¹ states and cities are creating their own innovative policies. Most recently, the District of Columbia and New York State passed family leave laws in 2016. We project another 20 states are considering or introducing paid family leave legislation in the next five years.

So far, California, New Jersey, Rhode Island, and New York have all leveraged existing state-run temporary disability insurance (TDI) programs as a foundation for paid family medical leave programs. The District of Columbia recently passed a Universal Paid Leave Amendment Act, breaking new ground for non-TDI states to explore alternatives in statutory paid family leave. This program introduces two innovations: it’s based on the worker’s work location (not residency), and it excludes personal illness from coverage. All eyes will be watching how effectively the D.C. model serves all stakeholders.

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