People Policies

Determining the most appropriate people policies to implement is a critical piece of the puzzle when it comes to attracting and retaining talent. With many employees continuing to work remotely, employers of all sizes are faced with the challenge of coming up with new ways to engage both their remote and onsite talent. Regardless of whether an employee is remote or onsite, the leave policies that are in place can provide much needed support to employees during difficult times. This report focuses on how to engage the remote workforce, and the multiple different leave policies to consider.

Remote Employees

With so many companies having remote employees, and allowing them the option to work remotely full time, keeping that workforce engaged remains a priority. Most commonly, organizations have video chats and weekly 1:1 meetings to maintain employee engagement, though a number of companies continue to see the value of in-person meetings and will hold offsite meetings that require travel.

View Chart:
Remote Employees
Remote Options
Engagement

Time Off Policies

Time off policies continue to evolve, with the majority of companies offering unlimited paid time off (PTO). Among companies that do have accrued time off, the majority have separate vacation, sick, and personal balances as opposed to a single balance PTO bank.

View Chart:
Paid Time Off (PTO)
PTO Bank
Vacation / Sick / Personal Days
PTO Days
Forced Vacation
Usage Policies
Unused PTO

Annual Holidays & Additional Time Off

Many organizations will observe over 12 annual paid holidays each year, which increasingly includes Juneteenth. During the pandemic we saw companies implement supplemental days off for employees, acting as mental health days; though with the pandemic sunsetting, practices are mixed as to whether companies will continue to offer those.

View Chart:
Annual Holidays
Holidays Observed
Additional Time Off
Additional Time Off Continuation

Want to see how your programs compare to the market?

Volunteering

Providing employees the opportunity to participate in volunteering is a meaningful way for companies to demonstrate their commitment to causes outside of the organization. Companies will typically do this through a combination of internal charity fundraisers, volunteering with specific charities, and community events. Most companies will provide a set number of paid days for employees to volunteer.

View Chart:
Opportunities
Maximum Company Match
Volunteer PTO
PTO Days
Volunteer Unpaid Time Off
Unpaid Time Off Days
Sponsorship
Participation

Parental Leave

Parental leave policies that go above and beyond the minimum statutory requirements are commonplace. Eligibility for leave begins on the day of hire in most companies, for both the birthing and non-birthing parent. For the birthing parent, the leave period is typically fully paid, with most companies providing 11-15 weeks of leave.

View Chart:
System
Vendors
Additional Leave
Eligibility
Leave Policy
Weeks Allowed - Leave
Leave Utilization
Baby Bonding Policy
Weeks Allowed - Baby Bonding

Return-to-work Programs

Return-to-work programs are increasingly common, and often in the form of a reduced hours transition period.

View Chart:
Return-to-work Program
Return-to-work Benefits
Additional Offerings

Caregiver Leave

Companies with caregiver leave policies in place tend to provide unpaid leave. Where companies do provide fully paid leave, practices are mixed though most organizations provide somewhere between 6 and 12 weeks. Partially paid leave policies provide more time off, often up to 12 weeks.

View Chart:
Policy Adjustments
Fully Paid Leave
Partially Paid Leave

Want to see how your programs compare to the market?

Personal Leave of Absence

While many companies have a personal leave policy in place outside of legislation, the time allowed varies and is often determined on a case-by-case basis. Personal leave is not frequently fully paid, though where it is fully paid there is often no reduction in salary.

View Chart:
Personal Leave Policy
Time Allowed
Max Time Allowed
Paid Personal Leave

Mental Health Leave

Mental health policies are less common, though where they are in place the time off that is allowed varies depending on the situation.

View Chart:
Mental Health Leave Policy
Time Allowed
Max Time Allowed
Paid Mental Health Leave

Disability Leave

Policies for disability leave are mixed, with approximately one third of companies offering unpaid leave, and two thirds of companies offering either partially or fully paid leave. Where the leave is paid in some capacity, it is typically for up to 12 weeks.

View Chart:
Disability Leave Policy
Fully Paid Leave
Partially Paid Leave

Military Leave

Most companies tend not to provide paid military leave, and less than a quarter of companies will offer either fully or partially paid leave.

Bereavement Leave

Providing bereavement leave can give employees the time off they need during difficult circumstances. In most cases the leave period is 3-5 days, and this does not tend to vary by relationship.

View Chart:
Policy
Time Offered
Family Members
Length by Relationship

Sabbatical Leave

Sabbatical leave can provide employees the time they need to further themselves either personally or professionally, though the majority of companies do not have a leave policy in place. Where companies are providing sabbatical leave, eligibility most commonly kicks in after 5 years and is paid, in some capacity, for 1-3 months. During this period employees will often stay on their company’s health insurance plan.

View Chart:
Policy
Eligibility
Paid Leave
Maximum Amount Paid
Healthcare Coverage
Healthcare Coverage Period

Methodology

Insights from this report represent data collected from Sequoia’s 2022 Dataforest People Policies survey, and anonymized information and trends from our database. Dataforest is refreshed periodically with updates from new survey submissions.

Learn more about our data sources and methodology →

View Chart:
Participants by Headcount
Participants by Headquarters
Participants by Industry

Explore more

Compensation Report

Compensation

Are you compensating your people adequately?

Healthcare

How does your benefits program compare to industry standards?

Illustration of distributed workorce

The New Workplace

Uncover key factors influencing the new workplace experience.