Although time away from work (TAFW) is valued by employees and can impact retention and engagement, it can be complicated for plan sponsors to communicate and administer, and emotional for participants. Optimizing TAFW administration is a worthwhile endeavor for plan sponsors that want to manage these benefits more effectively and improve their employees' experience.

What is TAFW?

When employees hear "time away from work," they usually think of holidays, vacation time or other routine paid time off (PTO) events. But TAFW can also be triggered by infrequent yet significant life events, such as major illnesses or injuries, the birth of a baby, caring for an elderly parent or serving in the military. TAFW policies may also cover unpaid leaves of absence, such as personal sabbaticals or time taken to pursue charitable activities, during which employees' jobs are protected.