For HR, People & Total Rewards Leaders

Built to make returning
to work actually work.

Leah is the leave navigation platform from WRK/360 — the experience and visibility layer your compliance stack was never built to provide.

Book a demo Why this matters

The problem isn't the policy. It's the lack of support and visibility around it.

73%
of new parents consider leaving after returning to work
1 in 3
who return leave within 18 months
96%
of employees who quit after leave go to other companies — the talent isn't lost to the workforce, it's lost to you
The gap between policy and experience
  • Employees don't know what they're entitled to, or in what order to file
  • Managers wing it — no training, no conversation guides, no coverage plan
  • HR is the middleman for every question compliance systems already answer
  • Return-to-work is an afterthought — no re-onboarding, no 90-day plan
  • Workforce planning breaks down — HR can't see who's returning, when, or where the gaps are forming
Why I built this
Nine months after I returned from parental leave, I resigned. My manager was shocked. He shouldn't have been. The signals were there — I just didn't have a manager trained to support my return, or a re-onboarding program designed to catch it.
Mary Beth Ferrante, Founder, WRK/360 — the exits that feel surprising rarely are.

Why your policy
isn't working.
The policy is the floor.
Not the ceiling.

Most companies believe their policy is enough, and don't invest in what happens around it. That gap is exactly where your best people decide whether to stay.

What's retention at 6, 12, and 18 months post-return?
How effective are managers at supporting returners — do they receive any training?
Where are the coverage gaps before they become resignations?
The hardest blind spot: HR has no real visibility into whether a manager is actually doing the work. Are they having the conversations, building the coverage plan, checking in? Leah surfaces that activity, turning manager behavior into a measurable operational risk score.

One platform. Three views.
Every stage of leave covered.

Employees, managers, and HR are usually solving three different problems with three different tools — or none at all. Leah gives each of them the view they actually need.

EMPLOYEE VIEW

Their plan, not a pamphlet

  • Personalized leave plan
  • Benefit stacking & deadlines
  • Coaching sessions
  • 90-day return sequence
MANAGER VIEW

Coverage & conversation guides

  • Transition planning tools
  • Workload coverage tracker
  • RTW readiness checklist
  • 8-challenge training program
HR DASHBOARD

Operations & compliance visibility

  • Real-time leave overview
  • RTW likelihood scoring
  • Coverage gap calendar
  • Compliance integration layer
Live product demo available on request — ask us for access to toggle between Employee, Manager, and HR views.

Leah is the experience layer your compliance stack is missing.

WHAT YOU ALREADY HAVE

  • A TPA (e.g. Sedgwick, Unum) handling claims & compliance
  • Workday / ADP for HRIS records
  • FMLA + state leave law compliance
  • A benefits platform
  • A leave policy document

WHAT LEAH ADDS

  • An employee-facing plan in plain language
  • Deadline tracking & proactive nudges
  • Manager guides + coverage planning
  • RTW likelihood scoring + an ops dashboard
  • Workforce planning — headcount impact & coverage forecasting

Leah doesn't replace your TPA. It makes your TPA's data visible and actionable for the people who actually need it — employees, managers, and HR.

We fix both sides of the leave transition.

Leave laws are expanding state by state, and every benefits vendor is racing to look like the broadest solution. But most of them only solve the work side of the transition — getting someone back to their desk. Almost none solve the home side: the invisible, unequal load waiting for a parent when they return, which is what actually drives burnout and quiet resignations.

Our wedge

Equity at home, not just leave at work

The real root cause of post-leave burnout isn't the return-to-work conversation — it's the unequal division of household and caregiving labor once someone's back. Leah is built on Fair Play, a proven method for fixing that divide, not just naming it. It's a piece of the leave experience no one else in this category owns.

Founder-led authority

Built and led by a Forbes Senior Contributor, PCC-credentialed coach, and Training Director for the Fair Play Policy Institute — expertise a product roadmap alone can't manufacture.

Human + tech, accessibly priced

Leah sits between enterprise platforms priced for the Fortune 500 and one-off downloadable plans that leave a parent alone with a PDF — coached, personalized, and priced for mid-market employers too.

The full stack

Coaching, platform, content, and community together. Most specialists stop at the coaching; most software stops at the plan. Leah does both, so nothing falls through the cracks.

A generated plan tells a parent what to do. Leah walks them through it — with a coach and a proven method behind it.

What it looks like when no one's exit is a surprise.

BEFORE LEAH

  • Employees navigate leave alone, calling HR for answers compliance systems already have
  • Managers wing the return conversation — or skip it entirely
  • HR finds out about flight risk after the resignation letter
  • Leave is a cost center with no visibility into impact

AFTER LEAH

  • Every employee gets a personalized plan the moment leave is on the table
  • Every manager has a guide and a coverage plan — no winging it
  • HR sees RTW risk months before a resignation, not after
  • Leave becomes a measured, managed part of workforce planning

My exit was preventable. The next one, at your company, doesn't have to happen at all.

At scale, the math is straightforward.

Illustrative example — an 8,000-person organization
~100
employees on leave or planning leave annually, at roughly 3% of headcount
1 in 3
leave within 18 months without structured support
$80K+
cost to replace a mid-level professional — 50–200% of salary
Estimated turnover cost on 30 employees: $2.4M. Keep just 10 of them and you save $800K against a pilot investment sized to your organization.
Industry benchmark: $4 return for every $1 invested in structured leave support.

Founding partner offer.
Three spots, structured for the first companies in.

$35K–$75K
Flat-fee pilot · sized to your organization · 12-month term
At renewal, your parental leave rate is locked at a max of $4 PEPM for five years from signing. Additional leave types roll out over the following year and are priced separately — always at a founding-partner rate below standard pricing. Standard platform pricing outside the founding partner program is $6 PEPM.

WHAT YOU GET

  • Full platform — employee, manager & HR views
  • Leah chatbot plus employee & manager training
  • Implementation support — parental leave live in 90 days, additional leave types rolled out over the following 6 months
  • Direct input into the product roadmap
  • Founding partner PEPM rate, locked for 5 years

WHAT WE ASK

  • A named HR champion and a monthly 30-minute check-in
  • A 5–10 person employee feedback cohort and two sessions
  • An introduction to your TPA for integration (Sedgwick, Unum, MetLife, etc.)

Signed and live — on a founding partner timeline.

1

Confirm founding partner terms

A verbal yes and a named HR champion.

2

Pilot agreement sent for review

A simple, 3-page document outlining the agreement.

3

Agreement signed

Typically within 3–4 weeks of the first conversation.

4

Implementation kickoff

HR onboarded, employees live within 30 days.

5

First employees using Leah

Data collection begins, TPA introduction made.

Only 3 founding partner spots exist. The pilot price and locked PEPM rate are only available at this stage.

ONE ASK

Will you be a founding partner?

Book a demo