Managing Leave in the Remote/Hybrid Workplace

By Annie Jantz, Senior Product Manager, Leave Solutions, Lincoln Financial Group; Patricia Lauren Zuñiga, Sr. Compliance Consultant, Leave Solutions, Lincoln Financial Group

Remote work got a big boost because of the pandemic, and it’s becoming a permanent change to where we work, which is good news for employees who prefer more flexible work arrangements. In a recent survey, 97% said a more flexible job would have a positive effect on their quality of life.¹ In many cases, it isn’t just a preference, it’s a need. For example, 16% of employees who responded to a survey identified as living with a chronic physical or mental illness, and another 10% said they were caregivers for someone with a physical or mental health issue.

With ongoing safety concerns driven by COVID-19 and a challenging employment market, it’s essential to figure out how remote and hybrid work affect workplace rules and procedures — especially when you are managing something as complex as employee leave requests.

Identify Needs and Priorities

First, evaluate how your company’s leave benefits measure up. Start by asking what your employees need, what challenges they face, and how you can best support them. A recent survey showed that 79% of employees want flexibility in when and where they work, and 45% don’t believe their employers understand their needs.² Asking the right questions can reveal your employees’ priorities and may help drive decisions about remote work and leave programs. Benchmarking your programs against similar industries may provide valuable insights on how your benefit policies compare.

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