1.How competitive is your PTO policy (accrual rate, maximum balance, rollover, payout) relative to your industry and talent market?
Unlimited PTO is growing but requires careful management. Accrual-based PTO with a 15–20 day annual accrual is the market benchmark for most industries.
2.How competitive is your paid parental leave policy (weeks of paid leave, birth/adoption/foster, primary/secondary caregiver) relative to your talent market?
Market benchmark: 8–16 weeks for primary caregiver, 2–4 weeks for secondary caregiver. Paid leave for adoption and foster placement is increasingly expected.
3.How thoroughly do you administer FMLA leave, including notice requirements, certification, intermittent leave, and return-to-work?
FMLA administration is a significant compliance risk. Improper designation, late notices, and failure to track intermittent leave are common violations.
4.How well do you track and comply with state and local paid leave mandates for all jurisdictions where you have employees?
Paid sick leave, paid family leave, and paid medical leave mandates vary by state and city. Multi-state employers face a complex patchwork of requirements.
5.How well does your leave program support employees with caregiving responsibilities for children, elderly parents, and other dependents?
Caregiving is the #1 driver of unplanned leave. Backup care, flexible scheduling, and caregiver leave policies reduce absenteeism and turnover.
This tool provides educational decision support only. Results are not legal, tax, actuarial, or insurance advice. Validate all outputs against current plan documents, applicable law, and qualified professional guidance. Scoring version 1.0 · Reference year 2026.
