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
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 at every stage of your journey.
Book a Session →
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 in 6 weeks
Your guide for this conversation is ready. It covers workload transition, coverage planning, and how to set Sarah up for a successful return.
Team Coverage & Operational Planning

Track workload coverage, return readiness, and team impact during Sarah's leave.

Workload Coverage Status
Client accounts (4)Covered
Weekly reportingCovered
Q4 project leadPartial
Vendor relationshipsNeeds plan
Team onboarding (Oct)Needs plan
Return-to-Work Readiness
72%
Team readiness score · Updated June 2025
✓
Leave dates confirmed with HR
✓
Transition plan started
Coverage plan finalized
Re-onboarding conversation scheduled
30-60-90 plan co-created with Sarah
Staffing Impact Timeline — Sep ’25 – Feb ’26
Sep
Oct
Nov
Dec
Jan
Feb

Team capacity during leave period

Full coverage
Partial coverage
Coverage gap
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.
→
2
Creating a Transition Plan
A great transition plan is co-created. Six core elements — roles, responsibilities, prioritization, coverage, timeline, and goals.
→
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.
→
WRK/360 Manager Coaching
Book a 1:1 Coaching Session
Personalized guidance 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
Workforce Operational Planning

Track productivity impact, coverage gaps, and return-to-work likelihood across all active and planned leaves. Use this view to brief operations and department heads.

Productivity at Risk
14%
3 roles uncovered >4 wks
Avg RTW Likelihood
88%
↑ 6% from Q2
Coverage Gaps
3
Action needed this month
Estimated Turnover Cost Avoided
$284K
YTD retention savings
Operational Risk by Role
Sarah Chen
Analytics · Sep–Dec
78%
James Park
Product · Active now
52%
Alicia Torres
Operations · Returning Jun
22%
David Kim
Engineering · Oct–Jan
61%

Risk score = coverage gap × role criticality × leave duration

Return-to-Work Likelihood
SC
Sarah Chen
Manager engaged · RTW plan in progress
91%
↑ trending
JP
James Park
Wk 5 · No check-in logged yet
79%
→ stable
AT
Alicia Torres
RTW convo scheduled · Jun 2
96%
↑ trending
DK
David Kim
Intake incomplete · Manager not engaged
71%
↓ at risk

Score factors: manager engagement, plan completion, coaching sessions, leave stage

Coverage Gap Calendar — Q3–Q4 2025
Aggregate team capacity across all active and planned leaves. Share with department heads for workforce planning.
Jul
Aug
Sep
Oct
Nov
Dec

Org-wide capacity index — all active leaves combined

Full capacity
Partial capacity
Critical gap
Compliance Infrastructure Integration

Leah sits on top of your existing compliance stack — it does not replace it. Leah pulls from your TPA and state systems to surface deadlines, eligibility, and plan details directly to employees and managers, without requiring HR to be in the middle of every conversation.

🏭
Leah by WRK/360
Leave Navigation Layer
↓ pulls from & surfaces to employees ↓
State Compliance
NY Paid Family Leave
Eligibility rules, benefit rates, filing deadlines, and form links surfaced automatically based on employee location.
● Live — all 50 states
Federal Compliance
FMLA / ADA
Notice requirements, job protection rules, and concurrent leave logic built into every employee plan.
● Live — federal layer
Third-Party Administrator
Sedgwick
Claim status, leave dates, and approval milestones synced to employee plan. Employees see next steps without calling Sedgwick.
○ Integration available
Third-Party Administrator
Unum / Sun Life
STD and LTD claim data integrated with leave plan. Stacking logic automated — employees see total pay picture in one view.
○ Integration available
Employer Systems
HRIS (Workday / ADP)
Employee leave records, return dates, and plan status written back to your HRIS. HR dashboard reflects live data, not manual entry.
○ Employer-configured
Employer Systems
Benefits Platform (Benefitfocus / bswift)
Benefits elections, FSA/dependent care, and enrollment windows surfaced to employees at the right moment in their leave journey.
○ Employer-configured
How the integration layer works

Leah does not replace your compliance engine or TPA. It acts as the experience layer — taking data from the systems you already pay for, and delivering it to employees and managers in plain language, at the right moment, in the right format. Your Sedgwick or Unum relationship stays intact. Your Workday data stays in Workday. Leah just makes it visible and actionable for the people who need it.

Ready to connect your stack?
Set up your compliance integrations

Our implementation team configures your TPA connection, HRIS sync, and benefits platform integration in under 30 days. No engineering resources required on your end.

Schedule Implementation Call →
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?