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What really mattered to absence management experts, employers, leave administrators, and HR leaders in 2022? We looked at our blog readership and found out which blog posts were the most popular. Several of the most popular posts offer guidance on how to handle the changes ahead in 2023, particularly at the state level. Here were the six most popular posts on our blog in 2022: 

Paid Family and Medical Leave (PFML) in 2022: Top Employer Questions, Answered

Correctly administering Paid Family and Medical Leave (PFML) has only become more complex following numerous state-level changes during the COVID-19 pandemic. Read this post to see the most frequently asked questions by employers, and answers from our experts.  

On Deck for the New Year: Leave Law Changes Coming In 2023

Alongside New Year’s resolutions, employers should prepare for some state leave law changes. Here’s a summary of the most important state leave law changes taking effect in 2023.  

How to Explain the Benefits of Absence Management Software – Three Talking Points

It can be difficult for HR leaders to communicate the benefits of absence management software. Here are three talking points that every HR leader should have before they ask their CFO for the budget to buy the absence management software they need.  

Late FMLA Paperwork – What Should an Employer Do?

Employers know that FMLA can be a complex leave to manage properly. What can you do when the employee’s paperwork is late?  

Why Was My Leave Request Denied?

Requesting a leave of absence isn’t supposed to be tricky, but some employees get tripped up. Learn how employees can get the paperwork and other details of their leave requests right. 

How to Manage Employee Leave Requests | A Guide for Employers 

This blog was the third and final part of a series we published on ADA. In this installment, we provided a guide for employers, touching on requirements under the ADA, including reasonable accommodations, and a roadmap for employers seeking to better manage leave requests from their employees.   

Information provided on this blog is intended for general educational use. It is not intended to provide legal advice. ReedGroup does not provide legal services. Consult an attorney for legal advice on this or any other topic.

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