The need to improve recruiting and retention has affected employee benefits and workforce absence management rather considerably these past two years, in some cases resulting in more liberal policies on hybrid work, paid time off (PTO) and observed holidays.

HUB International’s 2023 Workforce Absence Management Survey, which surveyed 514 employers with 50 to 1,000 employees, found that remote and hybrid work trends continue, with more companies making these options standard. These same employers are also providing additional paid holidays and PTO.

The survey found that employers are implementing these changes largely to stay competitive in the ongoing battle to attract and keep top talent. And employers say they’re likely to implement more changes in absence management to improve the work environment.

Employers in Arizona may think they are immune to the nationwide surge in the enactment of Paid Family Medical Leave (PFML) programs. Nevertheless, they may want to reconsider this as they review their overall benefits strategy. This is especially true because there are actions Arizona employers can take now to better adapt in the future.

From a national perspective, there are 13 states that either have or are implementing PFML programs, representing over 25% of the country where employers will need to participate in some fashion.

States with PFML, such as California, Oregon, Washington, and Colorado, all surround Arizona, and some of our neighbors, such as New Mexico, have tried to get a PFML law passed for the last few years.

Mental health is a growing concern in the workplace. Over the past few years, many employees have experienced mental health issues, such as burnout, depression, anxiety, and substance abuse.

Employers have responded by expanding mental health benefits, including adding mental health programs, increasing schedule flexibility, offering telemedicine options for mental health, and providing more mental health education.

Despite the amplified focus on mental health, employees’ mental health issues are still commonly overlooked, especially since they may not be as readily apparent as physical ailments. However, in reality, employees may sometimes be unable to work because of their mental health issues.
 
While employers pursue various ways to support employees struggling with mental health issues, it’s also important to be aware of and offer appropriate leave under the Family and Medical Leave Act (FMLA).

The U.S. Department of Labor (DOL) recently issued a fact sheet relating to an employee’s ability to use FMLA leave for their own or a family member’s mental health condition.

Today we'll provide an overview of the FMLA, the DOL’s guidance, FMLA assistance for employees struggling with mental health issues, and ways employers can support their employees.