For many employers, leave administration is a compliance conversation—how to stay in line with FMLA, state policies, and internal processes.

For employees, however, especially working parents and caregivers, leave isn’t just a form to submit. It’s a life-altering experience.

The reality is that leave isn’t a moment in time—it’s a journey that starts long before day one, and often extends well beyond an employee’s official return to work. When employers focus only on policy and paperwork, they miss the deeper opportunity: to support their workforce in ways that preserve mental health, reduce healthcare costs, and keep teams productive and engaged.

Let’s look at the full arc of the leave experience—and how employers can rethink their strategy to better support their people and their bottom line.

 

Before leave: The hidden stress that’s driving absences

Many leaves—especially those related to mental health or caregiving—don’t come out of nowhere. There are often months of rising stress, burnout, or family pressure that go unnoticed or unaddressed.

A new parent feels overwhelmed balancing work and third-trimester fatigue.
An employee quietly juggles late-night eldercare emergencies.
A team member is struggling with depression but fears stigma if they speak up.

These are warning signs. When support is absent, these stressors can escalate—leading to avoidable short-term disability leaves, extended mental health absences, or even attrition.

Employers who invest in proactive support before a leave see real ROI: improved employee well-being, fewer unplanned absences, and lower medical claims costs.

 

During leave: The logistics and the loneliness

Once an employee steps away, life shifts dramatically. For new parents, it’s the daily intensity of feeding schedules, recovery, and bonding. For caregivers, it may be round-the-clock medical coordination and emotional strain. For those on mental health leave, it’s often isolation and uncertainty.

Here’s where many employers fall short: they disappear.

HR may be hands-off (for compliance reasons), managers don’t know how to stay connected, and employees are left on their own to navigate the most intense period of their lives.

The result is unfortunately disengagement, confusion about benefits, missed opportunities for care coordination, and sometimes a decision not to return to work.

 

After leave: Readjustment is real

Returning from leave isn’t flipping a switch. Whether it’s a parent managing daycare drop-offs, a caregiver still dealing with a parent’s declining health, or someone reentering after a mental health break, employees are often carrying more than they did before. They’re not always confident about how they’re being perceived at work.

Are my colleagues frustrated they had to cover for me?
Will I be seen as less committed?
How do I ramp up while still managing so much at home?

Without structured support during reentry, many employees remain stressed, disengaged, or even consider leaving altogether.

 

The business impact: Costly, preventable, and solvable

When employers overlook the full lifecycle of leave, the costs add up:

• Increased healthcare spend from delayed or unmanaged stressors
• Lost productivity from preventable absences and employee churn
• Burnout and attrition among employees covering for those on leave
• Equity gaps when underrepresented groups—often women and people of color—disproportionately bear the caregiving burden

Yet these outcomes aren’t inevitable. With the right support, many leaves can be shortened, better managed—or in some cases, avoided altogether.

 

A smarter way to support leaves

Cleo partners with employers to provide personalized support to working families—before, during, and after a leave. Whether it’s preparing for parental leave, navigating mental health concerns, or managing eldercare, Cleo’s guides and care teams are there to catch what falls through the cracks.

While HR focuses on policies, Cleo focuses on people.

Before leave: Cleo helps identify stressors early and connects employees to resources that can reduce the need for leave.

During leave: Cleo guides families through the chaos, offering emotional support and care coordination when it matters most.

After leave: Cleo supports reentry and helps employees build a sustainable rhythm at work and home.

It’s not just about doing the right thing for your workforce—it’s about making a smart investment in long-term retention, productivity, and well-being.

The best leave strategies don’t start at day one. They start when your people need you most.

Want to learn how Cleo can support your workforce across the full caregiving journey? Let’s talk.