Managing employee leave has become one of HR’s biggest administrative burdens—complex laws, rising requests and endless manual tracking eat away at already limited bandwidth. At SHRM 2025, Susan Stowell, Marci Cyr and Angel Bennett of the insurance company Unum argued that digital self-service portals can change that equation, reducing compliance headaches, cutting down on employee inquiries and giving HR more time to focus on strategy.
Why leave programs need a digital upgrade
Employees facing leave often find the process confusing and stressful. They may not know what type of leave they’re eligible for, how to apply or even when they’ll receive their first paycheck upon return. According to Unum’s research, 42% of employees have questions about the length of time available, accrual and extension—gaps that lead to frustration and productivity loss.
For HR, the challenge is tangible:
With leave requests on the rise—42% of large employers report increases in recent years—traditional, manual approaches are no longer sustainable.
What a self-service portal offers employees
Digital self-service tools can bring clarity and confidence to the leave experience. When implemented effectively, they allow employees to:
This combination of autonomy and support helps employees feel cared for, not left in the dark. Technology should not replace empathy but rather create room for it.
Benefits for HR and the business
For HR leaders, digital tools streamline processes while reducing stress and manual work:
And the payoff extends to the organization. Companies with strong leave programs report higher retention, improved morale, and reduced turnover costs—up to 200% of a leader’s salary for replacements. A seamless digital leave experience strengthens employer brand and positions organizations as supportive, employee-centered workplaces.
Getting implementation right
Technology only helps if it’s rolled out with intention. Poorly integrated tools risk adding confusion instead of clarity. Best practices include:
