Leave management has become one of the most complex responsibilities in HR, as regulatory requirements expand and employee expectations continue to rise. What was once a largely administrative function now sits closer to compliance risk, workforce planning and operational cost management, according to a new report from Pulpstream.

The findings are based on survey data across more than 10 industries, employers ranging from fewer than 500 employees to more than 30,000, HRIS platforms, Bureau of Labor Statistics data and a review of more than 50 jurisdictions. The analysis points to a system under mounting strain as a result of widespread fragmentation.

Thirteen-plus paid family and medical leave programs are now active across states, including recent expansions in Minnesota, Delaware and Maine. Meanwhile, more than 30 states also maintain pregnancy accommodation requirements, layered alongside local sick leave ordinances and federal mandates.

For most employers, these requirements do not exist in isolation. Two-thirds of organizations now manage employees across multiple states, resulting in employers processing leave cases 40% to 50% more slowly than single-state organizations, largely due to manual interpretation of overlapping eligibility rules and documentation requirements.

This complexity is resulting in diminished confidence among many HR teams. Seventy percent of organizations rate their audit confidence at 3 out of 5 or below. And even among those reporting moderate to high confidence, many sit just above the midpoint, reflecting persistent uncertainty about how consistently policies are applied and documented, said Pulpstream.

Cost pressure adds more to leave laws

Cost pressure adds another layer. Organizations managing roughly 40 leave cases per month manually spend between $100,800 and $115,200 annually in HR time alone. That figure excludes downstream costs tied to delays, errors or employee turnover during extended leave periods.

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