New Research From The Standard Finds Opportunities for HR to Improve Outcomes Following Employee Leaves of Absence

The research highlights gaps in how employers and employees view post-leave challenges, reinforcing the need for broader, more sustained return-to-work support.

PORTLAND, Ore.--(BUSINESS WIRE)--New research from The Standard finds that HR decision-makers and employees often identify the same return-to-work challenges but do not always agree on who is most affected. The findings suggest employers may strengthen employee outcomes by considering multiple perspectives and supporting reintegration well beyond an employee’s first day back.

The research, detailed in The Post-Absence Experience Is in the Eye of the Beholder, found that HR leaders see larger gender gaps in return-to-work challenges than employees. For caregiving difficulties, 56% of HR decision-makers identified women as struggling, compared with 7% who identified men. Employees identified a much narrower divide between genders.

Differences also emerged across generations. HR professionals were more likely to view return-to-work difficulties as concentrated among Generation Z and millennials, particularly in engagement, work schedules, work-life balance and productivity. Employees reported a more even distribution of these challenges across generations.

Stress and fatigue ranked as the top self-reported return-to-work challenge for both women and men at 43% and 39%, respectively. Reintegration also stood apart from other findings: Employees were more likely than HR leaders to identify both women and men as struggling to readjust after leave. For men, 21% of employees identified reintegration difficulties, compared with 6% of HR decision-makers.

“Employers invest significant time and resources in supporting employees while they’re on leave, but what happens after they return may be even more important,” said Dottie Tieslau, assistant vice president of Policyholder Services at The Standard. “Understanding how employees experience the transition back to work, and extending reintegration support beyond day one, can improve outcomes for both the employee and company.”

For HR executives, the findings underscore the importance of looking beyond demographic assumptions and treating reintegration as an ongoing process. Post-leave surveys, manager check-ins, flexible work arrangements, structured return plans and existing employee resource groups can help organizations identify barriers, connect employees with support and strengthen engagement and retention over time.

Survey methodology

On behalf of The Standard, two third-party research firms conducted nearly identical surveys, one with HR decision-makers and one with employees. Each survey explored differences in return to work, benefits priorities and employee resource groups.

HR decision-maker survey

Fielded: 509 HR decision-makers
Field dates: Jan. 5 – 23, 2026

Employee survey

Fielded: 501 employees
Field dates: Feb. 9 – 19, 2026

About The Standard

Established in 1906, The Standard is a family of companies dedicated to helping customers achieve financial well-being and peace of mind. We are a leading provider of financial protection products and services for employers and individual customers. Our products include group and individual disability insurance, group life and accidental death and dismemberment insurance, group dental and group vision insurance, absence management and paid family leave services, retirement plans products and services, annuities for employers and individual customers and the origination and servicing of fixed-rate commercial mortgage loans. For more information about The Standard, visit standard.com and follow us on LinkedIn and Instagram.