Leave Support powered by WRK/360

Plan with Leah.
Your leave support partner,
from first conversation to
your first 90 days back.

Leah guides you through every stage — planning your leave, navigating your benefits, preparing with your manager, and returning to work with a real re-onboarding plan that meets you where you are now. Not where you left off.

👤 I'm an Employee
👔 I'm a Manager
📊 I'm in HR

Because a good return matters just as much as a good leave.

Tell us about your situation

This takes about 3 minutes. Everything you share stays private and helps us build a plan that's actually yours.

🤲 Parental Leave
Birth, adoption, or foster placement
🏥 Medical Leave
Your own health condition
👪 Family Care
Caring for a family member
🥰 Bereavement Leave
Loss of a loved one
📋 Not sure yet
Help me figure it out
Tell us a little more 🙂
Expecting a child
Adopting
Fostering
Welcoming via surrogacy
Maximize paid weeks
Protect my job
Know every deadline
Flexible return
Stack programs optimally
Prepare my manager
Reduce work stress
Demo Mode — View as:
✓ Your plan is ready
Sarah's Parental Leave Plan — T. Rowe Price
New York · Due Date: September 15, 2025 · Generated May 22, 2025
22
Total paid weeks available
—
Anticipated return date
4
Programs stacked for you
8
Key deadlines tracked
Your Eligible Programs
🏢
T. Rowe Price Parental Leave
16 weeks
100% pay · Birthing parent (10 STD + 6 parental)
✓ Confirmed eligible
🎯
NY Paid Family Leave
12 weeks
67% of AWW · Stackable
✓ Confirmed eligible
⚕️
NY Disability Benefits
4–6 weeks
Before birth · 50% pay
✓ Confirmed eligible
🏭
FMLA Protection
12 weeks
Job protection · Runs concurrent
✓ Confirmed eligible
Source: paidfamilyleave.ny.gov
Critical Leave Moments and Deadlines
Now · Action Required
Notify HR of your leave intent
FMLA requires 30 days notice when foreseeable. Notify now to protect your job and start the paperwork clock.
⚠ By July 15 · Deadline
File NY Disability Benefits claim
Submit Form DB-450 at least 30 days before expected leave start. Missing this deadline means losing disability pay.
August 15 · 30 days before due date
Manager handoff conversation
Your WRK/360 manager guide walks both of you through workload, coverage, and check-in cadence.
September 15 · Leave begins
You're on leave — we stay with you
Monthly check-ins available. Your plan updates automatically if your timeline changes.
December 2025 · Return to Work & Re-Onboarding
Your return sequence activates — we don't stop here
2 weeks before return: conversation guides for you and your manager, a structured re-onboarding plan, workload ramp-up support, and care transition resources. We stay with you through the first 90 days back.
1:1 Coaching with WRK/360
Your plan includes 6 coaching sessions
Work 1:1 with a WRK/360 leave coach. Whether you're planning, navigating a tricky situation, or preparing to return — your coach is there for you at every stage.
Book a Session →
Supporting Your Care & Career Journey

Stage-by-stage content from WRK/360. Each module is designed for the right moment in your journey.

Stage 1 — Planning Your Leave
Stage 2 — Getting Ready for Leave
Stage 3 — On Leave
Stage 4 — Returning & Re-onboarding
Wk 15
At Home: Preparing Your Baby (and You!) for Childcare
Practical steps to ease the transition — for your baby and for yourself. Includes separation anxiety strategies and what to expect.
→
Wk 16
At Home: New Routines & Challenges
Build morning systems, manage the mental load, and handle the unexpected — from sick days to schedule shifts.
→
Wk 17
At Home: When Care Plans Go Awry
Your childcare fell through. The baby is sick. Your backup isn't available. Here's how to navigate the unplanned.
→
Wk 18
At Work: Your First 90 Days Back
Use the Re-onboarding Plan worksheet to reconnect with your team, reset expectations, and ramp back up with a 30‑60‑90 day roadmap.
→
Wk 19
At Work: Creating a Sustainable Career & Family Strategy
Protect your trajectory for the long haul. Visibility, sponsorship, performance, and building a career that works for your whole life.
→
View full WRK/360 curriculum →
Demo Mode — View as:
👥 Manager View
Sarah's Leave Plan — T. Rowe Price
New York · Due Date: September 15, 2025
22
Total paid weeks available
—
Anticipated return date
4
Programs stacked
Managing Sarah's Leave

Sarah Chen · Senior Analyst · Leave begins ~September 15

📅
Create a Transition Plan due
Your guide for this conversation is ready. It covers workload transition, coverage planning, and how to set Sarah up for a successful return. This is the conversation that determines how her leave actually goes.
Your Guide to Supporting Your Employee

Eight weekly challenges to help you lead confidently through every stage of your employee's leave.

1
Breaking the News
Your employee just told you they're expecting. Your initial reaction sets the tone for everything that follows. Learn what to say, what not to say, and how to lead with support from day one.
→
2
Creating a Transition Plan
A great transition plan is co-created. Learn the six core elements — roles, responsibilities, prioritization, client coverage, timeline, and goals — and how to build one that works for the whole team.
→
3
Handling Accommodation Requests
Time off, physical restrictions, flexible schedules — accommodation requests are common and largely temporary. Learn how to respond thoughtfully while staying within your policies and labor law requirements.
→
4
Dealing with Unexpected Circumstances
Only 5% of babies arrive on their due date. Early labor, complications, or loss are more common than people think. Learn how to triage, partner with HR, and lead with care when the unexpected happens.
→
5
Supporting Your Employee While They Are On Leave
Congratulate, respect boundaries, and set the team culture. Learn how to stay connected without intruding — and how to protect your employee's experience from resentment or pressure while they're away.
→
6
Preparing for Your Employee's Return
94% of employees return after leave — but 1 in 3 leave within 18 months. The re-onboarding conversation is the most important step in retention. Learn how to prepare and use the re-onboarding checklist.
→
7
Re-onboarding Your Employee Back to Work
Confirm their return date, plan day one, set a ramp-up schedule, and reconnect them with the team. Employees with shorter leaves are often still exhausted — those with longer leaves need time to catch up. Give them space to find their groove.
→
8
Careers & Care: Supporting the Long Game
The return is just the beginning. Model flexibility, lead with empathy, check your own caregiving bias, and actively support the career growth of working parents — especially new mothers. This is how you win the boss lottery.
→
WRK/360 Manager Coaching
Book a 1:1 Coaching Session
Get personalized guidance from a WRK/360 leave coach — at any stage of your employee's journey.
Book a Session →
Demo Mode — View as:
Leave Overview · Q3 2025
Active Leaves
7
↑ 2 from last quarter
Planning Stage
4
Next 90 days
Compliance Rate
98%
↑ 12% vs. pre-platform
Return Rate
94%
↑ 8% vs. industry avg
All Leaves
EmployeeLeave TypeStatusManagerProgressNext Action
Sarah ChenParentalPlanningM. Rodriguez
60%
File DB-450 by Jul 15
James ParkParentalActiveT. Williams
Wk 5 of 12
Return check-in Aug 1
Alicia TorresParentalReturningK. Johnson
Jun 2
Manager RTW convo due
David KimParentalPlanningM. Rodriguez
20%
Intake not complete
Leah
Leah — WRK/360 Leave Coach
Ask me anything about your leave
Hi! I'm Leah, your WRK/360 leave coach. I can help with parental, medical, family care, and bereavement leave — benefits, deadlines, what to expect, and how to navigate the workplace. What's on your mind?