As courts and government agencies issue new and sometimes more generous interpretations of laws governing the workplace, change and challenge continue to be the name of the game for absence and disability management professionals. This session will present recent decisions from courts interpreting the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA), as well as legislative and agency developments. Attendees will explore how these developments may offer new ideas to address some of the most difficult leave and accommodation situations in 2025 and beyond.

Managers and supervisors are often the first line of communication for an employee who needs a leave. This requires managers to have some basic knowledge of leave laws, especially the Family and Medical Leave Act (FMLA), American with Disabilities Act (ADA), and Pregnant Workers Fairness Act (PWFA). This session will explore the key training areas that will empower managers to support their employees and remain in compliance. Attendees will learn tips on how to keep managers engaged and informed so they are ready when one of their employees needs to take leave. This session will be interactive and allow the audience to answer specific questions to gauge their own level of knowledge on FMLA, ADA, and PWFA. 

Implementing an equitable benefits program helps demonstrate a company’s commitment to diversity, equity, inclusion and belonging. Yet how do employers balance successful administration of their leave programs with growing state disability and paid family and medical leave (PFML) mandates? By mid-2026, 13 states and the District of Columbia are expected to have PFML programs in place. This means employers need to carefully consider a range of factors when creating compliant and equitable leave programs that span state lines.  

In this session, attendees will learn which leave benefits are most significant to employees, determine which programs to maintain and which to potentially cut, recognize how company policies can be coordinated with state PFML programs, and identify the key considerations necessary when developing company-sponsored leaves. Focusing on these critical areas will ensure employers are creating leave policies that are fair, supportive, and responsive to the needs of all employees.  

The Family and Medical Leave Act (FMLA) can be a huge trap for unwary employers. Thorny issues include recognizing an employee’s notice of the need for FMLA leave, tricky medical certification issues, unplanned intermittent leave taken on a moment’s notice, and suspicions of FMLA misuse. No wonder employment counsel and human resources professionals everywhere regularly identify leaves of absence as the most difficult workplace benefit to administer and a constant compliance nightmare. But it need not be this complicated, and employers do not have to fight through these issues alone. Through case studies, polling, and perhaps even a little humor, attendees will learn about the most difficult FMLA compliance issues and practical solutions so employers and third-party administrators can minimize risk and maximize compliance with the law. 

Accommodations for stress-related psychological disabilities are on the rise. This presentation will provide an understanding of the Americans with Disabilities Act as it relates to psychological disability compliance. Attendees will receive a step-by-step, how-to guide for implementing the disability interactive process. Practical and field-tested, the guide includes templates, samples, and scripts that will support employers in making reasonable accommodation decisions.