Want to join the ranks of companies delighting their employees and HR teams with streamlined, automated LOA processes? Here are five tips:

No-code, no hassle: HR automation comes in many shapes and sizes. For companies looking for maximum flexibility and minimal technical expertise required, a no-code automation platform might be the best option. While LOA could be automated with custom code, this requires extensive time and expertise that many companies won't have. However, by using one of the many no-code options on the market today, companies can leverage the power of LOA automation without needing to write a single line of code. Instead, existing processes are drawn out, and then using easy drag-and-drop interfaces, companies can create digital workflows. Pair this with a no-code provider that has templates for LOA, and custom triggers can be set at each stage of the process, ensuring that paperwork is sent and personnel are notified at the right time, every time.
Compliance is key: Remember those federal regulations? Ensuring full compliance with FMLA requirements is paramount. As rules and regulations change, it can be difficult for HR teams to update their manual processes. However, with the right LOA automation platform, federal and state regulations will be automatically imported into the system and processes will be updated accordingly. When selecting an automation platform, automatic compliance should be near the top of the wish list.
Customization is king (or queen): In addition to complying with federal and state regulations, look for a platform that can provide full customization. Every day, companies are looking to increase their benefits packages, leave options included, and this means that companies are no longer offering the bare minimum required by FMLA. Instead, they're offering unique, ever-changing packages. Therefore, an automation solution must be customizable enough to fit the unique needs of a business.
Integral integrations: Too many businesses have experienced the resource drain of buying one-off software solutions that don't tie into any existing systems. As a result, none of their systems are realizing their full potential, ROI is diminished, and data is siloed away in disconnected systems. When selecting an LOA solution, think bigger than just LOA and make sure it can tie into existing human resources information system (HRIS) solutions.
Seek out specialists: Business Process Automation (BPA) is a booming industry. While many solutions can be retrofitted to the needs of HR or LOA specifically, there's a broad gap between tailor-made solutions and those seeking to fit round pegs in square holes. By seeking out an automation partner with HR and LOA expertise, companies will be able to get up and running more quickly by utilizing existing templates and automation triggers, while also being able to gain value from their expertise in customizing workflows to individual leave policies.

Instant Insights /

5 tips for automating leave of absence processes

More From HR Executive

Related Stories

Recommended For You