The data is based on a survey conducted in late 2024 of 1,200 HR leaders and 1,200 employees who had recently requested a leave of absence or accommodation. AbsenceSoft officials said the report offers a holistic view of emerging trends and challenges in the leave and accommodations space.

“When it comes to leave and accommodations, both employers and employees reported wanting a streamlined, simplified, and transparent process,” Seth Turner, co-founder and chief strategy officer of AbsenceSoft, said in a statement. “HR teams, overwhelmed by growing caseloads, excessive administrative work, and complex regulations, often struggle to provide the personalized support employees need. Additionally, when employees are forced to navigate complex processes during challenging life moments, many choose not to return. By equipping HR with the right resources to meet the evolving needs of the workforce, organizations can create a more supportive workplace while boosting both productivity and retention.”

Related: The increasing complexity of leave of absence management

Here are three other key findings of the 31-page report:

• Nearly half of employees ask managers first — rather than HR — when requesting accommodations. Without proper training on legal requirements and company policies, managers can inadvertently create compliance risks, according to AbsenceSoft. Investing in managerial training also can significantly enhance employee satisfaction; 62% of employees with a positive accommodations experience noted that their manager was supportive of their request.

• Good experiences drive job satisfaction and productivity. Nearly 70% of employees who had a positive accommodations experience reported feeling valued and supported. A majority also said they felt more productive (60%) and motivated (54%). Similarly, employees who were given time off to manage personal challenges return to work more motivated (55%) and productive (50%). Nearly half (47%) also reported increased workplace loyalty. On the flip side, among those who had bad experiences during their leave, 36% of respondents decided to look for a new job, and 14% quit altogether.

• Remote work topped the list of most requested accommodations in 2024, followed by intermittent leave and additional breaks. This marks a significant shift from the traditional use of the Americans with Disabilities Act, AbsenceSoft officials noted. The U.S. Equal Employment Opportunity Commission recognizes remote work as a reasonable accommodation, with some complaints even leading to lawsuits. This, they added, highlights the need for employers to carefully navigate ever-changing state and federal laws and engage in the interactive process for each request — especially as more organizations mandate a return to the office.