HCM is especially important for small and medium-size businesses who are often competing with larger, better resourced enterprises to hire and retain top talent. Larger companies likely have large HR departments devoted to securing and retaining talent, and the software to execute at scale. Fortunately, comparable software is now available for SMBs to help deliver competitive benefits and an even better workplace environment.

With the right strategy and the right tools, virtually any company can win and cultivate the talent it needs to succeed in the market. In the process, HCM can increase operational efficiency, simplify regulatory compliance, and nurture a distinctive corporate culture.    

What is Human Capital Management (HCM)?

Back when most industries were systematized – built on a manufacturing model – and people were hired to perform repetitive tasks, employees were just one more input in the economic model. “Human Resources” was an apt way to describe how employers saw that workforce.

In today’s service-based economy, employees add value. They are skilled, self-directed in many cases, and not exactly interchangeable. Employees in such businesses are one aspect of the company’s capital assets: the Human Capital. A company’s financial fortunes depend on the quality and quantity of employees’ work product. That means staffing the best possible people, encouraging a positive workplace where they can do their best work, and retaining their skills and experience for as long as possible.

This is the goal of HCM. Accomplishing this in a way that is both personalized and efficient involves the elements we detail below. And, to do that, you need the right software. The right software is the one that helps your company coordinate and execute on all the elements of HCM.

What are the Elements of Human Capital Management?

HCM still gets confused with HR. And HCM capabilities technically include HR. But traditional HR functions can be considered subtasks in comprehensive HCM operations. This means HR is managed more strategically, and involves the stakeholders best positioned to positively influence the results.

Recruiting and hiring

This used to be siloed in the HR department. HCM lets companies utilize job descriptions produced by hiring managers and even recruitment ads produced by the marketing department to directly feed online job boards and social media. Use of online candidate profilers helps more quickly and fairly identify the best-qualified applicants.

Talent acquisition and onboarding

An Applicant Tracking System (ATS) is a specialized subset of HCM. This enables systematic vetting, interview scheduling, and shared perspective as a company zeroes in on the best hire. HR can then more easily handle the paperwork.

Onboarding a new hire is a skill set all its own. The better the onboarding experience, the faster a new employee will reach full productivity and the longer they’re likely to stay with the company. In the same way CRM helps companies earn the loyalty of customers, HCM nurtures the company’s relationship with its employees.

Training

Beyond the learning required for successful onboarding of a new employee, training may be necessary for specific skills or career development. HCM involves identifying the curriculum, scheduling the training, and recording the achievements. When conducted inside robust HCM software, this can be appended to their employee records and feed their personal development plan.

Time and attendance

In an HR context, timekeeping is considered an employee management function with implications for payroll. In HCM, this information goes beyond employee management to quickly and more accurately provide executive management with data-driven insights into total business performance.

Payroll

When payroll preparation and processing is fully integrated with employee records, all aspects of compensation become easier and more accurate to manage. This can include PTO, health and other wellness benefits, 401(k) participation, and compliance-related records like FMLA leaves.

Benefits and retirement services

While this is connected to payroll, it is increasingly becoming a key factor in employees’ relationship with employers. For this reason, it is now a strategic management tool more than an administrative task. By connecting benefits to the total employee relationship inside HCM operations, it is easier to implement policy changes and monitor their effect.

Performance management

Using HCM to administer performance reviews allows both employees and employers to gain perspective from multiple viewpoints. This can make the process fairer and more holistic. It also provides a more complete and accurate record of these interactions, which serves everyone. Individual performance can even be tied to business performance metrics.

Talent management

This used to be the “art” of HR management. Now, HCM allows managers in multiple departments and at every level to leverage resident skills and expertise. This also makes it easier for employees to chart a more satisfying career path.

Reporting and analytics

As mentioned throughout this list, every function of Human Capital Management performed inside an HCM system generates objective data. This is the real treasure for any company that values its people. With this, executive management can make better strategic decisions, as well as have more accurate snapshots of their business’s health on a daily basis.

Compliance

The record-keeping function of an HCM system enables regulatory compliance regarding every aspect of employment and workplace activity. In fact, setting up HCM processes can ensure that good compliance practices are baked into business routines.

Employee engagement

This is the ultimate benefit of a robust HCM system. When employees are empowered to check their own pay records and benefits or book their own PTO, they feel more engaged. According to Gallup, not engaged or actively disengaged employees represent about $1.9 trillion in lost productivity in the U.S. economy. Tying employees more closely to your company can literally be money in the bank.

HCM Software – Streamlining Your HR Operations

In the same way that technology has allowed companies of all sizes to be more productive, HCM software helps people managers do their best work. It does this in two ways: automating routine administrative tasks, and systemizing the “softer” aspects of HR that are increasingly important to today’s workforce.

Surprising as it might seem, many SMBs are still filling spreadsheets by hand to manage many critical HR functions. When it comes to operations like payroll runs, this leaves room for costly errors that can also be ruinous for employee relations. Likewise, proper software mitigates the chance of errors in the administration of benefits programs and PTO. In every one of these cases, the effort involved in getting it done and getting it right can be exorbitant. This is especially true for SMBs for whom HR is ancillary to their core business.

The expansive capabilities of HCM detailed above may seem like a luxury for a smaller company. But hosted software solutions with subscription rates that scale with business size have put this software in reach of everyone. Most are modular, so companies only need to pay for the parts they need. Most of all, by tying all these functions together, the operation of any one aspect is less expensive and more productive than has ever been possible before.

When a smaller company uses such robust software to anchor its relationship with employees, they are better able to compete with much larger companies for that same talent. In fact, it can level the playing field such that the smaller company has the advantage thanks to an often flatter organization and more direct management contact.  

What are the Benefits of HCM for Your Business?

• Increase workforce productivity and efficiency: Automate routine HR tasks, streamline operations, and eliminate paperwork and other manual processes.
• Reduce costs: Greater efficiency means lower operating expenses.
• Improve employee engagement: Engaged employees are more productive – which translates straight to the bottom line – improves their work/life balance (with features like mobile access), and reduces staff turnover, eliminating all the expense that triggers. 
• Strengthen talent acquisition: Solid HCM operations let smaller companies compete with larger ones for the best talent.
• Enhance compliance: SMBs can bake compliance into their HR operations and automate the record-keeping that protects the company. 
• Make data-driven decisions: Executive management gains a detailed, objective view of its business to guide long-term growth as well as day-to-day decision-making.  

Find the Right HCM Software for Your Business

As you can see, elevating and expanding HR to the practice of Human Capital Management offers huge advantages. Affordable, accessible HCM software now makes this a practical option for businesses of all sizes. And SMBs might have the most to gain from the change.

Namely is among the leaders in HCM technology. As the name suggests, Namely is designed to engage salaried and hourly workers at the individual level, even inside the same organization. This drives a culture of shared mission and individual contribution, enabling outsized performance by the whole team.

What’s more, executive management has the visibility and quantitative data they need – delivered real-time in intuitive and visually compelling dashboards – to continuously refine operations. Now SMBs can better compete with much bigger companies for the talent and economic efficiencies they need.

To learn more about Namely and receive a personalized demo, contact us at https://namely.com/lp/request-a-call/

Now, do you know if it was money well spent?

According to research, small employers (<100 employees) spent an average of $1,814 per employee last year; midsize employers (100-2,499 employees) spent an average of $1,121.

Either way, that’s a big investment. And, as with any investment, you should be able to gauge if it’s worthwhile.

That’s why it’s key to measure your return on investment (ROI) of employee training. Here’s how to get started—and why you should.

3 Reasons Why Employee Training ROI Matters

As an HR professional, you undoubtedly advocate for (and quite possibly manage) your company training program. That means you should have a vested interest in:

1. Measuring the impact of employee training on business outcomes

Studies show that employers with strong training programs have higher profit margins. So, whether the goal of your training initiative is to teach the workforce to use the company’s systems more proficiently or improve customer service, accelerating the staff’s professional growth can boost the bottom line.

2. Calculate the savings derived from training programs

Obviously, teaching employees how to be more productive saves money over time. And because employees want to work for companies that offer career advancement, training programs often reduce recruiting costs, too. In fact, employees who receive professional growth/career advancement opportunities have 34% higher retention rates than others.

3. Justify resource allocation for future training initiatives

A positive employee training ROI validates the financing of future programs, earning a piece of the company budget. After all, if customer satisfaction increases after service training, imagine what targeted sales training can do!

How to Measure ROI on Employee Training

While there are some sophisticated methods and formulas for measuring the ROI on employee training, there is also a simpler, straightforward strategy:

• Set clear training objectives – what outcomes do you want to see as the result of the training?
• Identify relevant metrics/KPIs – what behaviors do you hope to change through training?
• Collect these metrics, both pre- and post-training
• Gather post-training feedback from employees and managers, requesting a training evaluation
• Review the financial data related to the training, including dollars spent and any measurable gains/savings

Tools for Measuring Employee Training ROI

Chances are, you already have several tools for measuring training metrics, including:

• Your learning management systems (LMS) – Most LMS platforms include built-in tools like quizzes that measure employee mastery over the subject.
• Survey and assessment software – You may already have an employee survey mechanism in place, perhaps through your HR software.
• HR analytics – Your analytics solution should be able to track some general training-influenced metrics, such as retention, absenteeism, and engagement.

Employee Training ROI Metrics & KPIs

Other than mandated compliance training, most employee training programs are goal-driven. In that event, it’s up to employers to identify specific, measurable KPIs relevant to their goals. However, these workforce metrics can often be useful, too:

• Employee Engagement – Engaged workers are more productive, creative workers. Measuring changes in engagement levels before and after training indicates its effectiveness.
• Employee Retention – Tracking retention rates following training initiatives can help assess the impact on turnover and employee satisfaction.
• Productivity – Improved productivity is one of the most significant indicators of successful training programs, although the way it’s measured varies for each operation.
• Skills Development – Clearly, assessing changes in skill levels pre- and post-training is key.
• Revenue Growth/Improved Margins – While it’s often difficult to directly correlate training to revenue growth and profitability, tracking these metrics does offer value.

A Blueprint for Continuous Employee Development

Measuring the ROI of your employee training program will give you data-driven insights for continuously improving your training initiatives—and that will not only benefit (and please) your employees, but ultimately boost your bottom line.

For more ideas, read our companion blog, 4 Steps to Build an Effective Training and Development Program. 

The panelists explore cultural shifts post-pandemic, emerging leadership competencies, and innovative approaches to building a sense of community within a distributed workforce. This webinar is an opportunity to discover the fundamental aspects contributing to an exceptional employee experience, providing actionable insights for immediate implementation. 

After all, failure to grasp key compliance issues leads to fines, lawsuits, and headaches for employers. Last year, the Department of Labor’s Wage and Hour Division (WHD) collected $27 million from employers—and that’s just one aspect of federal compliance.

Your frontline managers interact with employees every day; they need a solid understanding of compliance risk, too. Why not invite them to peruse these core HR compliance questions and ensure they have the foundation they need?

1. What is the Fair Labor Standards Act (FLSA)?

Overseen by the WHD, the FLSA is federal employment legislation that sets the standards for minimum wage, overtime pay, payroll recordkeeping, and child labor.

2. What role do managers play in FLSA compliance?

Managers play a crucial role in ensuring that employees are paid accurately, particularly for overtime work if applicable, and are classified correctly.

3. What’s the difference between exempt and non-exempt employees?

Exempt employees are not eligible for overtime pay; non-exempt employees are (for hours worked beyond 40 per workweek). Classifications are based on salary levels and job duties are subject to periodic regulatory changes. For example, the DOL is expected to raise the overtime pay exemption threshold soon.

4. What’s the significance of Title VII of the Civil Rights Act of 1964?

Title VII is federal legislation that prohibits employment discrimination based on race, color, religion, sex or national origin. It’s overseen by the Equal Employment Opportunity Commission (EEOC), which collected more than $513 million in discrimination settlements last year.

5. How can managers help maintain Title VII compliance?

Managers are obligated to treat employees and applicants fairly and equitably in every aspect of employment. They should lead by example, foster a respectful culture, and vigorously address discrimination and harassment complaints. Find more tips here.

6. What is the Family and Medical Leave Act (FMLA)

The FMLA is federal legislation that allows eligible employees to take unpaid, job-protected leave for specified family and medical reasons, including to address a serious health condition, care for a sick family member, bond with a new child, or attend to family military-related needs

7. How can managers help support FMLA compliance?

Acting in tandem with HR, managers should educate employees about their rights and eligibility under the FMLA. They should be able to explain the leave application process and should not discourage employees from applying.

8. What is the Americans with Disabilities Act (ADA)?

The ADA is a federal law that prohibits discrimination against individuals with disabilities. It requires employers to provide reasonable accommodations to qualified individuals—i.e. to make adjustments to the workplace or an individual’s job duties.

9. What role do managers play in ADA compliance?

Managers must ensure that their employment decisions and recommendations are based on each individual’s qualifications and abilities, rather than their disability status. Managers should collaborate with HR and employees themselves to provide reasonable accommodations when indicated.

10. What is the Age Discrimination in Employment Act (ADEA)?

The ADEA is the federal law prohibiting employment discrimination against individuals aged 40 and older. It applies to every aspect of employment: hiring, firing, promotion, and compensation, and is overseen by the EEOC.

11. What role do managers play in ADEA compliance?

Managers should ensure that their employment decisions are based on non-discriminatory factors such as skills and performance—not age. They should promote an inclusive

Culture, practice anti-ageism, and quickly address complaints of age discrimination.

12. How can managers master compliance best practices?

The first step for managers is to recognize the importance of compliance—and to make an effort to learn the applicable labor laws and how they apply to their jobs. Ideally, maintaining labor compliance is a group effort made by HR, leadership, managers, and workers.

In addition, managers should:

• Become very familiar with company compliance-related policies and processes
• Take advantage of employer-sponsored compliance training
• Work with HR to address specific compliance challenges as they occur
• Make an effort to stay abreast of regulatory changes
• Know how to use the compliance tools in their employer’s HR software

At Namely, we offer employers a broad menu of built-in compliance tools and safeguards. The better HR professionals and frontline managers understand them, the more compliant their organizations can be. Learn more about them here.

At Namely, we build our webinar program around having the most relevant and buzz-worthy HR conversations. What topics would you like to see us cover in our webinars next year? 

After all, Federal safety poster requirements are updated periodically; in fact, several were updated in 2023. Failure to display the right workplace posters in the right manner can trigger fines and penalties—and sends a poor message to your workforce, too.

But don’t worry, busy HR pro: we got you. Just read our quick guide—and in one fell swoop, you can download and print whatever you need to maintain compliance in 2024.

Best Practices for Displaying Workplace Posters

When it comes to meeting workplace poster requirements, keep this in mind?

• Our focus is on the six core Federal workplace posters that most employers are required to display. But depending on your business, you may be required to post additional Federal and state-level posters, too.
• Location matters! Poster must be displayed prominently, in clear view of employees and, ideally, job applicants. If you have remote workers, make digital versions available, too.
• While English is the default for U.S. workplace posters, most posters are also available in other languages. If you have employees who primarily speak these languages, the Department of Labor (DOL) encourages (and sometimes requires) you to display them, too.
• It’s important to display the current version of each poster, so check those dates!

1. FLSA/Minimum Wage Poster: “Employee Rights Under the Fair Labor Standards Act”

Download the FLSA/Minimum Wage Poster here: https://www.dol.gov/agencies/whd/posters/flsa

Assuming your employees are covered under the Fair Labor Standard Act (FLSA), you must display this workplace poster, which states the key wage-and-hour laws, including minimum wage and overtime.

• You can download the Minimum Wage poster in PDF format here, choosing black-and-white or color PDFs in 8.5″ x 11″ or 11″ X 17″ formats.
• For other language versions, click here.
• Certain industries have their own FLSA posters; find them here.
• The current Minimum Wage poster was published in April 2023. If you’re using an older version, replace it now.
• For more information, click here.

2. OSHA Poster: “Job Safety and Health: It’s the Law”

Download the OSHA Poster here:  https://www.osha.gov/sites/default/files/osha3165-8514.pdf

As you know, The Occupational Safety and Health Administration (OSHA) sets and enforces workplace safety and health standards. Most private employers are subject to OSHA, including those in white-collar industries—and all are required to display this workplace safety poster.

• You can download the OSHA poster in PDF format here. Posters must be at least 8.5″ x 14″ and feature 10-point type.
• For other language versions, click here.
• You can also order pre-printed OSHA copies (in 14 languages) here.
• If you’re located in a state with an OSHA-approved state plan, find your state-specific OSHA poster here.
• The current OSHA poster was published in 2019, but earlier versions are acceptable.
• For more information, click here.

3. FMLA Poster: “Your Employee Rights Under the Family and Medical Leave Act”

Download the FMLA Poster here:  https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fmlaen.pdf

The Family Medical Leave Act (FMLA) entitles many workers to job-protected, unpaid leave for reasons such as health conditions and childbirth. If your employees are among them, you’re required to display this poster.

• You can download the FMLA poster in PDF format here. While the DOL does not specify a size requirement, it does require that the text is “easily read” and “fully legible.”
• If a large number of employees speak/read a language other than English, a translated version of the poster must be displayed. For the Spanish version, click here. (Other language versions will become available at a later date.)
• The current FMLA poster was published in April 2023, but the April 2016 and February 2013 versions remain acceptable.
• For more information, click here.

4. EEO Poster: “Know Your Rights: Workplace Discrimination is Illegal”

Download the EEO Poster here: https://www.dol.gov/sites/dolgov/files/OFCCP/regs/compliance/posters/pdf/22-088_EEOC_KnowYourRights.pdf

Generally, employers with 15 or more employees are subject to Equal Employment Opportunity (EEO) laws and are required to display this poster, which defines employment discrimination, specifies protected classes of employees and explains how to file charges. It replaces an earlier “EEO Is the Law” poster.

• You can download the EEO poster in PDF format here. There is no size requirement. This poster contains a second page for Federal contractors.
• For the optional Spanish version, click here. Other language versions will become available at a later date.
• The current EEO poster was published in June 2023, when it was updated to include information about the recently-enacted Pregnant Workers Fairness Act. While employers are only required to update their posters within a “reasonable amount of time,” we recommend doing so now, if you haven’t already.
• For more information, click here.

5. EPPA Poster: “Employee Rights: Employee Polygraph Protection Act”

Download the EPPA Poster here: https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/eppac.pdf

The Employee Polygraph Protection Act (EPPA) prohibits most private employers from asking employees and applicants to take a lie detector test, and employers subject to the EPPA are required to display this poster.

• You can download the EPPA poster in PDF format here.
• For the optional Spanish version, click here.
• The most recent EPPA poster we found is dated February 2022.
• According to the DOL, the PDF consists of two printed pages that “must be taped or pasted together to form an 11″ x 17″ poster. For more information, click here.

6. USERRA Poster: “Your Rights Under USERRA”

Download the USERRA Poster here: https://www.dol.gov/sites/dolgov/files/VETS/files/USERRA-Poster.pdf

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the reemployment rights of military service members—including members of the reserves and National Guard—when returning from a period of service.

Employers are required to provide those covered by USERRA with a notice of these rights, either by displaying it in the workplace, or handing, mailing, or emailing it to affected individuals directly.

• You can download the EPPA poster in PDF format here. There is no size requirement.
• The most recent USERRA poster we found is dated May 2022.
• For more information, click here.

Workplace Posters: A Few Last Thoughts  

While these six core posters make up the bulk of many employers’ Federal safety poster requirements, you may have some additional obligations. Specifically:

• Some industries (such as agriculture) are required to post additional notices—as are Federal contractors. You can find the DOL’s list here.
• If you use E-Verify to supplement the traditional Form I-9, you’re subject to additional posting requirements, as specified on the U.S. Citizenship and Immigration Services (USCIS) website.
• It’s likely that your state has separate posting requirements, which you can track down on your state’s labor department website.

Finally, you have options. For example, trusted HR resources like the Society for Human Resources Management (SHRM) offer a convenient, compliant selection of Federal and state-specific posters. There’s more than one way to meet your workplace poster requirements.

And if you would like more assistance with labor compliance, learn about Namely’s compliance solution—a powerful combination of automated software safeguards and access to expert HR compliance advisors.

However, U.S. businesses operating across multiple states makes applying FMLA unique to individual scenarios. Each state contributes its own nuances, regulations, and provisions to the broader federal framework.

This comprehensive guide covers the federal FMLA law and each state family and medical leave laws, including the requirements, eligibility criteria, and local regulations employers must consider to ensure compliance with state-specific leave laws.

Table of Contents:

• What is FMLA?
• How To Apply For FMLA Leave?
• Family and Medical Leave Laws By State
  • Alabama
  • Alaska
  • Arizona
  • Arkansas
  • California
  • Colorado
  • Connecticut
  • Delaware
  • Florida
  • Georgia
  • Hawaii
  • Idaho
  • Illinois
  • Indiana
  • Iowa
  • Kansas
  • Kentucky
  • Louisiana
  • Maine
  • Maryland
  • Massachusetts
  • Michigan
  • Minnesota
  • Mississippi
  • Missouri
  • Montana
  • Nebraska
  • Nevada
  • New Hampshire
  • New Jersey
  • New Mexico
  • New York
  • North Carolina
  • North Dakota
  • Ohio
  • Oklahoma
  • Oregon
  • Pennsylvania
  • Rhode Island
  • South Carolina
  • South Dakota
  • Tennessee
  • Texas
  • Utah
  • Vermont
  • Virginia
  • Washington
  • West Virginia
  • Wisconsin
  • Wyoming

What is the Family and Medical Leave Act of 1993 (FMLA)?

The Family and Medical Leave Act (FMLA) is a federal labor law that provides eligible employees with job protection for specific family and medical leave for up to 12 weeks.

The primary purpose of FMLA is to balance workplace demands with the needs of employees who require time off for qualifying life events.

1. FMLA Eligibility 

To be eligible for FMLA leave, employees must have:

• Worked for their employer for at least 12 months.
• Accumulated at least 1,250 hours of service during the last 12 months.
• The employer must have at least 50 employees within a 75-mile radius.

2. Qualifying Reasons for Leave

Eligible employees can take up to 12 weeks of unpaid, job-protected leave for a variety of reasons, including:

• The birth or adoption of a child
• Having to receive treatment for a physical or mental health condition
• Having to care for a sick family member
• Certain military-related events (including foreign deployment).

Eligible employees can also take up to 26 weeks of leave in 12 months to care for a service member with a serious health condition, such as a severe injury or illness.

3. FMLA Job Protection

During FMLA leave, employers must maintain the employee’s health benefits and guarantee the employee’s job or an equivalent position upon their return.

While FMLA leave is generally unpaid, employees can integrate accrued paid time off (PTO) to supplement their income during the leave period, enhancing financial stability during challenging times.

4. FMLA Intermittent Leave

FMLA allows for intermittent leave or a reduced work schedule when medically necessary, providing flexibility for employees to address serious health conditions without taking extended continuous leave.

Employees must receive their employer’s approval to take intermittent FMLA leave.

How to Apply for FMLA Leave

In general, employees must follow general PTO request procedures to apply for FMLA leave. They may also be required to fill out an FMLA-specific form. 

A typical FMLA leave request should include: 

1. Advance notice: The employee should give at least 30 days’ notice for foreseeable leave. If notice is not possible due to an emergency, they should request leave as soon as possible.
2. Explain the reasons: Although they don’t need to provide sensitive medical details, they should give the HR department enough information to verify if they are eligible for FMLA leave.
3. Provide certification: If the employer requires certification, the employee has 15 business days to provide it.

Please note that employees should notify the employer of any changes in their condition or if their leave needs to be adjusted. 

What Happens If an Employee Isn’t Eligible for FMLA Leave?

In cases where employees don’t meet FMLA eligibility criteria, exploring alternative leave options or flexible work arrangements becomes essential. Many state and local laws accommodate medical leave.

Open communication and a collaborative approach can help identify solutions that align with both organizational policies and individual needs.

Family and Medical Leave Laws by State 

Mastering family and medical leave laws across the United States demands a keen understanding of regional distinctions, especially for employers with a multistate workforce.

This guide equips HR professionals with the knowledge needed to navigate the diverse landscape of family medical leave laws, ensuring not only legal adherence but also a workplace culture that prioritizes the well-being of its employees.

This section will examine the nuances of state-specific leave laws across the United States. Although some states have distinct family and medical leave regulations, others defer to federal FMLA laws.

Alabama Family and Medical Leave Laws

In Alabama, there are no specific state-level family medical leave laws. This means that employees in Alabama are solely protected by the federal FMLA law. 

Under the federal FMLA law, eligible individuals can take up to 12 weeks of unpaid leave within 12 months for qualifying family and medical reasons.

Alaska Family and Medical Leave Laws

While federal FMLA laws apply to private sector employees in Alaska, additional protection is available to public sector employees under the Alaska Family Leave Act (AFLA).

Under AFLA, eligible employees are entitled to 18 weeks of unpaid, job-protected leave during a 24-month period.

AFLA eligibility requirements include:

• Working for an employer with over 20 employees within a 50-mile radius.
• Having worked at least 35 hours a week during the preceding six months (or 17.5 hours per week in the preceding 12-month period).

If an employee in Alaska is eligible for both FMLA and AFLA, entitlements run simultaneously.

Arizona Family and Medical Leave Laws

Workers in Arizona are protected under the federal FMLA law.

Additionally, Arizona is one of the few states that mandates paid sick leave. Arizona workers accrue one hour of paid sick leave for every 30 hours worked. However, they can only use 40 hours per year, which only applies to managing short-term conditions like the flu.

For chronic or severe health conditions, the federal FMLA law grants eligible employees in Arizona the standard 12-week unpaid leave.

State employees are entitled to extended paid maternity and paternity leave under a pilot program put in place in January 2023.

Arkansas Family and Medical Leave Laws

Arkansas does not have state-specific leave laws beyond the federal FMLA, leaving employees without additional job protections.

Under federal FMLA, Arkansas employees can take up to 12 weeks of unpaid leave for any of the qualifying reasons, including maternity and paternity leave or a family member’s serious health condition.

California Family and Medical Leave Laws

FMLA and the California Family Rights Act (CFRA) provide eligible employees with 12 weeks of job-protected leave within 12 months. To be eligible for CFRA, workers must have more than 12 months of service with the employer and have worked at least 1,250 hours during the previous year.

Apart from FMLA and CFRA, employees in California have access to Disability Insurance (DI) and Paid Family Leave (PFL). Both these state-specific leave laws provide wage-replacement benefits but do not grant job protection.

DI provides up to 52 weeks of paid benefits to employees who cannot work due to non-work-related injuries, illnesses, pregnancy, or childbirth. PFL grants employees up to eight weeks of paid maternity and paternity leave to bond with a new child or to take care of a sick family member (i.e. a serious health condition).

Visit the State of California’s Employee Development Department to learn more.

Colorado Family and Medical Leave Laws

In addition to FMLA coverage, employees in Colorado are now protected by the state-run Paid Family and Medical Leave Insurance (FAMLI) program. This program started providing benefits to Colorado employees in January 2024.

The FAMLI program allows Colorado workers to take paid leave to address personal or family needs that may require time away from work, such as expanding their family or attending to a loved one facing a serious health condition. Visit the FAMLI website to learn more.

Colorado employees can apply for federal FMLA for unpaid, job-protected leave if they comply with requirements and qualifying reasons.

Connecticut Family and Medical Leave Laws

Connecticut provides two state-specific leave laws to protect employees who need to take time away from their jobs.

The Connecticut Family and Medical Leave (CTFMLA) provides employees with 12 weeks of job-protected leave, while the Connecticut Paid Leave (CTPL) grants paid benefits to replace lost wages.

CTFMLA shares the same eligibility criteria as the federal FMLA law, whereas the CTPL provides paid leave benefits for 12 weeks if the employee or a family member has a “serious health condition.” Visit Connecticut’s Department of Labor (DOL) to learn more.

Delaware Family and Medical Leave Laws

In 2022, Delaware enacted a law mandating that private employers with 10 or more employees offer 12 weeks of paid family and medical leave. However, the commencement of benefits is slated for 2026.

Until this provision becomes effective, qualifying employees of covered employers may still be eligible for federal FMLA leave. Additionally, public-sector employees in Delaware have access to unique leave benefits.

Visit the Delaware Department of Labor to learn more.

Florida Family and Medical Leave Laws

Florida does not have state-specific leave laws, so employees are only covered by the federal FMLA law.

However, Florida provides a domestic violence leave law, which allows victims to take up to three days of leave in 12 months if they have suffered domestic or sexual violence.

Georgia Family and Medical Leave Laws

Georgia does not have a state-specific leave law, except for a specific provision applicable to state employees only.

Nevertheless, in cases where an employer has a workforce of 25 or more employees and offers sick leave, state regulations mandate employers allow up to five days of leave per year to employees who need to care for a close family member. Employees must work at least 30 hours per week to be eligible for this protection.

Additionally, qualifying employees of covered employers may have access to federal FMLA leave.

Hawaii Family and Medical Leave Laws

The Hawaii Family Leave Law (HFLL) applies to employers with 100 or more employees in the State of Hawaii. The employee must have worked for at least six months for the employer to be eligible for HFLL. Unlike the federal FMLA, there is no requirement for a minimum number of hours worked within six months.

Under HFLL, the employee can take up to four weeks of unpaid leave for qualifying reasons, including the birth or adoption of a child, caring for a relative with a serious health condition, or suffering a serious health condition.

If an employee qualifies for both FMLA and HFLL, benefits run simultaneously. Learn more about HFLL on the State of Hawaii’s Wage Standards Division website.

Idaho Family and Medical Leave Laws

Idaho doesn’t have state family medical leave laws, so eligible employees covered by the federal FMLA law can take up to 12 weeks of unpaid, job-protected leave.

Illinois Family and Medical Leave Laws

No state family medical leave laws are available in Illinois. Employees, however, are covered by the federal FMLA. Additional protection is available under specific circumstances, such as domestic violence and parental obligations.

Victims of domestic violence can take four to 12 weeks of unpaid leave, while parents of school-aged children can take up to eight hours per calendar year to attend school activities.

Indiana Family and Medical Leave Laws

Indiana does not provide state family medical leave laws beyond the federal FMLA.

A family military leave law grants employees 10 days per calendar year. The leave should be utilized either while the family member called to active duty is on leave or within the 30 days preceding or following the commencement of the active duty orders.

Iowa Family and Medical Leave Laws

No state-specific leave laws are available in Iowa. However, the Iowa Civil Rights Act provides eight weeks of unpaid maternity and paternity leave.

Federal FMLA leave is available to eligible employees.

Kansas Family and Medical Leave Laws

Eligible Kansas employees only have access to the federal FMLA, as it has no state-specific leave laws.

A domestic violence leave law is the only exception. Victims can take up to eight days per year of unpaid leave for related purposes, such as seeking a restraining order or attending court.

Kentucky Family and Medical Leave Laws

Kentucky has no state family and medical leave laws. If eligible, Kentucky employees can take up to 12 weeks of unpaid, job-protected leave under the federal FMLA law.

Louisiana Family and Medical Leave Laws

Louisiana lacks a broadly applicable family and medical leave law. Nevertheless, a pregnancy disability leave law is available. The pregnancy disability leave law mandates employers with over 25 employees to provide six weeks of maternity and parental leave for a typical pregnancy and childbirth (and up to four months for an employee disabled due to pregnancy, childbirth, or related conditions).

Additionally, parents of school-aged children can also take up to 16 hours of annual leave to attend school-related activities.

Maine Family and Medical Leave Laws

Maine family and medical leave law extends coverage to employees with 12 consecutive months of service. Eligible reasons for leave include:

• the employee’s serious health condition,
• the birth of their child or their domestic partner’s child,
• the adoption of a child by the employee or their domestic partner,
• a serious health condition of a covered family member, and
• the death or serious health condition of a close family member of the employee while on active military duty.

Under state-specific leave laws, eligible employees can take up to 10 weeks of leave in two years. The entitlements run simultaneously if the employee is also eligible for federal FMLA leave.

Maryland Family and Medical Leave Laws

Under Maryland’s Healthy Working Families Act, employers are required to provide earned sick leave. Employees accrue one hour of leave for every 30 hours worked, with a 40-hour limit per year.

Employers with more than 15 employees must provide paid sick leave, while employers with 14 or fewer employees are allowed to provide unpaid leave.

Maternity and paternity leave is also available to new parents (both biological and adoptive). Maryland’s Parental Leave Act requires employers to provide six weeks of unpaid leave benefits in 12 months. To be eligible for parental leave, the employee must have worked for the employer for at least 12 months.

Visit Maryland’s Department of Labor website to learn more.

Massachusetts Family and Medical Leave Laws

Apart from federal FMLA, Massachusetts employers are required to provide the following under Massachusetts’ Paid Family and Medical Leave Act:

• Up to 20 weeks of paid leave for an employee’s serious health condition.
• Up to 12 weeks of paid leave for the birth or adoption of a child.
• Up to 12 weeks of paid leave to care for a sick family member.
• Paid leave for military families (12 to 26 weeks, depending on the reason).

Employees in Massachusetts are also entitled to leave accrual. They can use a maximum of 40 hours of sick time per year to manage short-term conditions like the flu.

Michigan Family and Medical Leave Laws

Michigan’s Paid Medical Leave Act covers employers with 50 employees or more and grants employees leave accrual. Employees accrue one hour of paid leave for every 35 hours worked. However, they can only use a maximum of 40 hours of medical leave per year.

Employees may take paid leave for any of the following reasons:

• Physical or mental illness of the employee or a close family member.
• The closure of the employee’s workplace due to a public health emergency.
• To care for a child whose school has been closed due to a public health emergency.

Eligible employees in Michigan may also take up to 12 weeks of unpaid, job-protected leave under the federal FMLA law.

Minnesota Family and Medical Leave Laws

Separate from the federal FMLA law, several state family and medical leave laws protect employees in Minnesota.

Minnesota’s Pregnancy and Parenting Leave grants new parents up to 12 weeks of unpaid maternity and paternity leave for the birth or adoption of a child. Female employees can also use this leave for prenatal care or incapacity due to pregnancy. Parents are also entitled to a maximum of 16 hours per year to attend their children’s school conferences and activities.

Minnesota also mandates employers to provide up to 160 hours of paid sick leave in 12 months. Benefits can be used for a personal illness or to care for a sick family member.

Military families can benefit from one day of annual leave for military sendoff or homecoming.

Mississippi Family and Medical Leave Laws

There are no state-specific leave laws in Mississippi. Eligible employees in Mississippi are protected under the federal FMLA law and are entitled to 12 weeks of unpaid, job-protected leave.

Missouri Family and Medical Leave Laws

Missouri does not have any state-specific leave laws. Eligible employees in Missouri are protected under the federal FMLA law and are entitled to 12 weeks of unpaid, job-protected leave.

Montana Family and Medical Leave Laws

Though Montana follows the federal FMLA, the Montana Human Rights Act provides an additional, “reasonable” leave of absence for pregnancy.

Nebraska Family and Medical Leave Laws

Nebraska has not enacted a state family and medical leave law, so eligible employees are protected under the federal FMLA law.

Leave is available to the spouses or children of family members called to active duty. Employers with 15-50 employees must provide 15 days of leave, while employers with more than 50 must grant up to 30 days.

Nevada Family and Medical Leave Laws

Nevada has no state family and medical leave law, but the state does provide other types of leave.

Employers with more than 50 employees must provide parents of school-aged children with four hours of annual leave to attend school activities.

Additionally, employers in Nevada are required to provide up to 40 hours of paid leave per calendar year. Qualifying reasons for taking this leave are not specified in the law but presumably include a serious health condition or taking care of a sick family member.

Victims of domestic violence are entitled up to 160 hours of leave in a 12-month period.

Eligible employees in Nevada may also apply for federal FMLA leave.

New Hampshire Family and Medical Leave Laws

No state family and medical leave law has been enacted in New Hampshire. However, a voluntary paid family and medical leave program is available to participating employees.

This voluntary program provides workers 60% of their average weekly wage for up to six weeks (or 12 weeks, depending on the employer’s plan) per year.

Employees can be covered through their employer or sign up individually. By law, insurance cannot cost more than $5 per week. Learn more by visiting New Hampshire’s PFML website.

Pregnancy leave is also available in New Hampshire and should be provided by employers with six or more employees. It covers a “period of temporary physical disability” related to pregnancy and childbirth.

New Hampshire employees may also apply for federal FMLA leave to deal with a personal illness, to care for a sick family member, or to bond with a new child.

New Jersey Family and Medical Leave Laws

Under the New Jersey Family Leave Act, employees are entitled to 12 weeks of job-protected leave during a 24-month period. To qualify for leave, certain conditions must be met, including:

• Working for an employer with at least 50 employees.
• Having worked for the employer for at least a year.
• Having worked at least 1,000 hours during that year.

Qualifying reasons include the birth or adoption of a child and the need to take care of a sick family member.

Although similar to federal FMLA, the New Jersey Family Leave Act does not allow employees to take time off for their own medical conditions. Employees who qualify for both will only be entitled to 12 weeks of leave during a 12-month period. Learn more about the New Jersey Family Leave Act.

Additionally, New Jersey employees are entitled up to 40 hours per year of paid sick leave. Workers can take this leave to deal with a serious health condition or care for a loved one, among other qualifying reasons.

New Mexico Family and Medical Leave Laws

Employees in New Mexico are entitled to 64 hours per 12-month period of paid sick leave. Under the Healthy Workplaces Act, workers earn leave accrual of at least one hour for every 30 hours worked.

Qualifying reasons for leave include:

• The employee’s illness.
• Preventive medical care of the employee or a family member.
• The care of a sick family member.
• School meetings related to the health of a child.

New Mexico also provides a maximum of 14 days of leave per year to employees who are victims of domestic violence.

Under federal FMLA law, eligible employees may also apply for up to 12 weeks of unpaid, job-protected leave.

New York Family and Medical Leave Laws

Since 2016, New York has had the country’s “strongest Paid Family Leave policy.” New York’s paid family leave provides paid, job-protected leave to:

• Bond with a new child.
• Take care of a sick family member (as of 2023, this includes siblings).
• Assist loved ones when a spouse or domestic partner is called to active duty abroad.

Under this law, eligible employees will receive an average of 67% of their normal income and a maximum of 12 weeks of job-protected leave. They must also be granted continued healthcare. Learn more about your responsibilities as an employer in New York.

Employees in New York are also entitled to 40-56 hours (depending on the employer size) of sick leave. Large employers with more than 100 employees must provide 56 hours of paid leave, while medium-sized employers with 5-99 employees must provide 40 hours of paid leave. Small employers must provide 40 hours of leave, though it may be unpaid.

Military Family Leave law in New York allows the spouse of a service member to take 10 days of leave during their partner’s active duty.

Eligible employees may apply for 12 weeks of job-protected leave in New York.

North Carolina Family and Medical Leave Laws

Under federal FMLA law, North Carolina employees are entitled to 12 weeks of unpaid, job-protected leave.

Although the state doesn’t have its own state family and medical leave law, parents of school-aged children are entitled to four hours per year to attend school conferences or activities.

North Carolina also protects victims of domestic abuse with a law that grants “reasonable” leave from work to attend related matters, such as court hearings or seeking a restraining order.

North Dakota Family and Medical Leave Laws

Under federal FMLA law, eligible employees are entitled to 12 weeks of unpaid, job-protected leave.

Although North Dakota does not provide state-specific leave laws, state employees are protected under the Uncompensated Family Leave Act of 1989 (UFLA). Under UFLA, state employees can extend federal FMLA leave to 16 weeks to care for a new child or a family member or to deal with a serious health condition.

Ohio Family and Medical Leave Laws

The state of Ohio has not enacted state family and medical leave laws and defaults to federal FMLA regulations.

Oklahoma Family and Medical Leave Laws

Oklahoma employees are only entitled to the rights provided by the federal FMLA law, as the state doesn’t have its own state-specific leave laws.

Under federal FMLA, eligible employees can take up to 12 weeks of unpaid, job-protected leave.

Oregon Family and Medical Leave Laws

Two state-specific leave laws protect Oregon employees. The Oregon Family Leave Act (OFLA) provides 12 weeks of unpaid, job-protected leave per year, mirroring the federal FMLA law.

Meanwhile, Paid Leave Oregon (enacted in 2023) grants employees 12-16 weeks (depending on circumstances) of paid leave per year.

Employees can use this leave for a variety of reasons, including:

• The birth or adoption of a child.
• The need to take care of a sick family member.
• Their own serious health condition.
• Victim of sexual or domestic violence.

OFLA and Paid Leave Oregon run together for employees who applied for leave under both laws. Learn more at the Oregon’s Bureau of Labor and Industries website.

Moreover, Oregon employees are entitled to 40 hours per year of sick leave, which they can use for their own medical conditions or to take care of a sick family member. Given the 40-hour limit, sick leave is used primarily to manage short-term illnesses, like a cold or the flu.

Leave related to domestic violence permits victims to take “reasonable” time off work. Military families are entitled to 14 days of leave per deployment.

Pennsylvania Family and Medical Leave Laws

Pennsylvania doesn’t have its own state family and medical leave law.

Eligible Pennsylvania employees can take up to 12 weeks of job-protected leave under the federal FMLA law for reasons that include the birth of a child or a serious health condition.

Rhode Island Family and Medical Leave Laws

The Rhode Island Parental and Family Medical Leave Act (RIPFMLA) requires that large employers with 50 or more employees provide eligible employees with 13 consecutive weeks of unpaid leave in 24 months.

To qualify, employees must be full-time employees who:

• Work for an average of 30 hours per week or more.
• Have worked for the employer for at least a year.

Reasons to take leave include the birth or adoption of a child or a serious health condition of the employee or a close family member.

Employees in Rhode Island are also eligible for FMLA leave. If both RIPFMLA and FMLA leave are granted, benefits run concurrently.

Rhode Island also has paid leave options for families. The Paid Parental Leave program provides up to four weeks of paid maternity and paternity leave to care for a new child. Employees get up to 60% of their monthly wages under this program.

Alternatively, the Family Leave program provides up to four weeks of paid leave to care for a sick family member. In both cases, the programs are designed for employee job protection and seniority level.

Learn more about paid leave options in Rhode Island.

South Carolina Family and Medical Leave Laws

South Carolina does not have state-specific leave laws applicable to the private sector. State employees might have access to unique forms of family medical leave laws designed for similar purposes.

Qualifying employees can apply for federal FMLA leave.

South Dakota Family and Medical Leave Laws

South Dakota currently does not possess a state family and medical leave law.

However, qualified employees in South Dakota can take up to 12 weeks of protected leave under the federal FMLA. This leave can be utilized for various reasons, such as the birth of a child or dealing with a serious health condition.

Tennessee Family and Medical Leave Laws

Tennessee has not enacted a state-specific leave law. However, a state-specific leave law grants leave for pregnancy, childbirth, adoption, and nursing an infant.

This legislation applies to employers with 100 or more full-time employees at a particular job site or location. Eligible employees must have worked for the same employer for at least 12 consecutive months.

Under federal FMLA law, qualified employees can also apply for 12 weeks of unpaid, job-protected leave.

Texas Family and Medical Leave Laws

Texas doesn’t have its own state family and medical leave law. Texas employers are, however, required to adhere to the federal FMLA law and provide eligible employees with 12 weeks of unpaid, job-protected leave for the birth of a new child or a serious health condition.

Utah Family and Medical Leave Laws

Utah has not enacted a family medical leave law. As in all 50 states, eligible employees in Utah are entitled to 12 weeks of unpaid, job-protected leave under the federal FMLA.

Vermont Family and Medical Leave Laws

Vermont’s Parental and Family Leave Law provides employees with 12 weeks of unpaid leave during a 12-month period for the following reasons:

1. Pregnancy or childbirth (maternity and paternity leave).
2. A serious health condition of the employee or a close family member (family leave).

In addition, employees in Vermont are entitled to short-term family leave to attend school activities, medical appointments, or emergencies. Parents can use up to four hours of leave per month and a maximum of 24 hours per year.

Leave accrual is also available to workers in the state of Vermont. Employees can use paid sick leave both for their own illness or to care for a close family member. Earned sick leave is limited to 40 hours per year, so it can only be used to manage short-term conditions, such as the flu.

Virginia Family and Medical Leave Laws

Virginia has not enacted a family medical leave law. However, employees in Virginia are entitled to 12 weeks of unpaid, job-protected leave under the federal FMLA. Qualifying reasons include the birth or adoption of a child and a serious health condition.

Washington Family and Medical Leave Laws

The state of Washington Paid Family and Medical Leave Law (PFML) provides workers with 12 weeks of paid leave for qualifying reasons, including:

• Medical Leave: for a serious health condition, including major
• surgery or to receive inpatient treatment for a mental or physical health condition.
• Family Leave: to take care of a sick family member, maternity and paternity leave, or spend time with a family member who will be deployed overseas.

It is worth noting that employees can access 16-18 weeks of paid leave in 12 months if they need to combine family and medical leave. This could include, for example, the need to take time off work for a medical condition during pregnancy and then time to bond with their new child.

Employees can receive up to 90% of their weekly salary during paid leave, with a cap of $1,456 for 2024. To be eligible, workers must have logged at least 820 hours (approximately 16 hours per week) within the qualifying period.

Learn more about Washington’s Paid Family and Medical Leave program.

West Virginia Family and Medical Leave Laws

West Virginia doesn’t have a state family and medical leave laws. Workers in the state can apply for federal FMLA to receive up to 12 weeks of unpaid, job-protected leave for qualifying reasons.

Wisconsin Family and Medical Leave Laws

Wisconsin’s Family Medical Act provides employees with:

• Six weeks of unpaid leave for the birth or adoption of a child.
• Two weeks to take care of a family member with a serious health condition or to receive treatment for their own condition.

Workers in Wisconsin are also eligible for federal FMLA. Benefits run concurrently if an individual qualifies for both federal and state FMLA.

Learn more about leave options on the Wisconsin’s Department of Workforce Development website.

Wyoming Family and Medical Leave Laws

Wyoming does not have its own family medical leave laws. Eligible employees can apply for federal FMLA for any qualifying reasons, including the birth or adoption of a child or a serious health condition (personal and of a close relative).

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* Reviewed in January 2024

* The content of this publication is provided for informational purposes only and does not contain or constitute legal advice. 

Innovative technologies like cloud computing and AI offer endless possibilities, but also great risk and potential misuse. This is—and will be—driving regulatory changes that will impact employers and their HR teams, too.

But you’re a busy HR professional, not an IT expert. If you can only follow a few big tech trends, these are the ones to watch.

Tech-related Compliance Industry Trends in 2024

If it seems like technology is advancing faster than ever, that’s because it is. It’s growing exponentially, and each innovation creates more possibilities—and in tandem, the need for greater regulation.

What’s that look like for HR? For us, the future of compliance starts here.

1. AI Regulatory Changes Ahead

While artificial intelligence (AI) has existed since the 1950s, its development has recently exploded, as have concerns about its risks.

In October 2023, President Biden issued the Executive Order on the Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence, which calls for the development of AI safety standards, best practices, and a system of oversight.

While actual regulatory changes are down the road, it’s something to be aware of. Chances are, you’re already using AI in some facets of your HR software, such as resume screening and HR analytics, and more is surely on the way.

How do you stay abreast of it? HR resources like the Society for Human Resource Management (SHRM) frequently cover AI—and, of course, communicate with your HR software provider, too.

2. The Future of Cybersecurity Compliance

Cybersecurity continues to be an ongoing threat to businesses in 2024. After all, data compromises increased by 78% in 2023.

Under current U.S. law, only businesses in certain sectors—such as infrastructure, finance and healthcare—are currently required to report cybersecurity breaches. However, cybersecurity compliance laws are likely to become more expansive.

For now, businesses are responsible for implementing their own data protection measures. Whether you have an IT/security team or not, the U.S. Cybersecurity & Infrastructure Security Agency (CISA) offers valuable advice and strategies for smaller employers.

There’s good info on CISA for HR professionals, too. For example, one of the best ways to prevent cyberattacks is to train your workforce to recognize cyber scams—something to add to your to-do list in 2024.

3. Expanded Privacy & Data Protection Regs

Privacy and data protection laws are hardly new to HR—you’ve been complying with HIPAA (Health Insurance Health Insurance Portability and Accountability Act) and FCRA (Fair Credit Reporting Act) mandates for years. But there may be more tech-specific regulatory changes ahead.

Often, legislation in the consumer sector serves as a bellwether—and in 2023, consumer privacy regs were introduced in at least 40 states, with eight states passing new data protection laws.

In the HR universe, several states recently enacted laws governing employee monitoring, such as video surveillance, GPS tracking, and biometric data collected by some time-tracking and security systems.

Many HR and business publications are good sources of information regarding such regulatory changes. And if you use employee monitoring solutions, you can just ask your providers how they ensure your compliance.

4. What about Cloud Compliance?

As more businesses shift to cloud-based software (94% of companies used cloud services in 2023), interest in cloud compliance is increasing.

Most employers and their cloud service providers operate under the Shared Responsibility Model of Cloud Security: employers are responsible for the data they store and process in the cloud, while providers are responsible for maintaining system infrastructure.

What does that mean for HR? It means that, when it comes to using your cloud-based HR software, you’re responsible for complying with the applicable privacy and data protection laws—such as HIPAA and ban-the-box laws. Ideally, your HR software includes built-in safeguards to help keep you compliant.

It also means it’s critical to choose HR software providers prioritizing cloud compliance and operating at the highest security levels (see below).

Embrace the Future of Compliance

Chances are, you weren’t drawn to HR because you love tracking compliance industry trends, particularly in the technology sector. But it is essential to protecting your employer and employees’ security—especially in 2024.

For one thing, an effective hiring strategy will make it easier for you to attract top-tier candidates—and that’s never been more important.

For another, it will ensure that your recruitment process supports your company’s business objectives, allowing HR to contribute more directly to your organization’s growth and success.

What is a Talent Acquisition Strategy?

In a nutshell, talent acquisition strategies are company-specific plans for identifying and hiring the employees needed to meet each organization’s short- and long-term business objectives.

These hiring strategies consist of multiple components, all working together to ensure an effective recruitment process that’s in step with each employer’s overarching goals.

Why Link Talent Acquisition to Organizational Success?

Too often, the recruitment process is reactive—i.e., HR is largely called on to fill vacancies as they arise. But when HR is part of an employer’s strategic planning process, talent acquisition becomes a powerful, proactive business tool.

For example, if a company’s three-year goal is to expand into a new market, leadership shouldn’t wait until Year Three to bring HR on board. Rather, HR is part of the project team from the get-go, engaging in strategic workforce planning to pro-actively staff the expansion.

6 Key Steps to a Successful Talent Acquisition Strategy

Successful talent acquisition strategies optimize the various components of the recruitment process, including:

1. Burnish Your Employer Brand

Your employer brand encompasses your culture, values, and overall image as an employer—i.e., how you’re perceived by current and prospective employees.

You can enhance your employer brand by offering competitive compensation and benefits, building an engaging company culture, and ensuring a positive candidate experience. An appealing employer brand is one of the most compelling recruiting and retention tools in the HR toolbox.

2. Determine Short- and Long-Term Talent Needs

To facilitate the best hires, HR needs to know where its workforce is today, skills-wise…and where it needs to be tomorrow.

Using techniques such as skills gap analysis and competency mapping, HR teams can identify the disparities between the skills current employees possess and those that are/will be needed to achieve the company’s objectives. Then, it can hire (and train) accordingly.

3. Use Multiple Sourcing Channels

Your talent sourcing channels are the different methods and platforms you use to attract candidates—i.e., job boards, social media platforms, employee referrals, recruitment agencies, and the company website.

While you undoubtedly have your go-to channels, the wider the net you cast, the more (and more diverse) candidates you’re likely to attract.

4. Create an Efficient Screening Process

In a competitive job market, speed matters. Not only are top candidates snapped up quickly, but studies show that a slow recruitment process drives them away.

So, seek opportunities to streamline your screening process, identifying and eliminating hold-ups. Whether it’s about arranging interviews or obtaining consensus, find ways to accelerate your workflow without compromising quality.

5. Leverage Technology

It pays to review your HR software’s capabilities periodically, to make sure your team is using it fully. Automated job postings, resume scanning, applicant tracking—all of these tools are designed to enhance the talent acquisition process, but they only work if you’re taking advantage of them.

Sometimes, it’s the simple things. For example, every so often, “test drive” your application. According to SHRM, the average application takes under five minutes to complete—and the fewer clicks, the less likely applicants are to bail midstream.

6. Use Recruitment Data to Improve Your Process

Do you know how long it takes your company to fill an open position? What percentage of candidates accept your job offers? Which of your sourcing channels bring you the best candidates?

Tracking your recruitment metrics (and improving them when indicated) will help you fulfill your talent acquisition strategy—which is why it’s important to leverage basic hiring analytics.

Enhance Your Talent Acquisition and Recruitment Strategies

One of the best moves you can make this year is to develop a formal talent acquisition strategy, one that’s synced with your company’s business objectives. Learn more about strategic HR planning—and how Namely’s talent acquisition software can help.

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