Even as more than three-quarters (76%) of employers now offer some form of caregiving leave, employers are broadening support, according to a new report by Aon company NFP.

Findings from its 2027 NFP U.S. Leave Management Report reveal employers are recalibrating how leave benefits fit into the overall employee experience as workforce demographics shift, caregiving responsibilities intensify, and employee expectations continue to evolve.

Though challenging for employers, organizations are continuing to expand leave strategies to enhance support throughout the employee lifecycle.

More than three-quarters (76%) of employers of the more than 1,000 employers surveyed across a variety of U.S. industries now offer some form of caregiving leave, up from 71% last year.

But data suggests that expanding benefits offerings alone is not enough to meet employee needs.

Just 26% of employers say they are very confident in their ability to administer leave with accuracy and in line with compliance standards, highlighting the growing challenges employers face in delivering programs that employees understand, value and can easily access amid an increasingly complex regulatory environment.

“As employees juggle demanding realities inside and outside of work, leave has become much more than a collection of policies,” said Maria Trapenasso, national practice leader, Talent Solutions, NFP. “Forward-thinking employers recognize that leave is not just an administrative obligation. It’s a critical part of the employee experience and an important tool for attracting, supporting and retaining key talent.”

A Growing Disconnect Between Leave Offerings and Employee Perception

Despite the growing investment some organizations have placed in leave benefits, the research shows a notable gap between how employers view their programs and how they believe employees perceive them.

Nearly two-thirds (63%) of employers say their leave benefits are generous, yet fewer than half (48%) say their employees would describe them that way.

“A leave program does not create value simply because it exists,” said Trapenasso. “Employees need to understand, trust and feel comfortable using it. Even highly competitive benefits can fail to deliver meaningful value if employees don’t know what’s available or how to access the support they need.”

Menopause and Reproductive Loss Emerge as Workplace and Regulatory Priority

The report identified menopause as one of the most overlooked workforce issues by employers today.

More than half (54%) of employers reported they were unaware of emerging menopause-related legislation, even as states increasingly enact requirements related to workplace accommodations, insurance coverage, anti-discrimination protections and employee education.

While relatively few organizations currently offer menopause accommodations, employer openness to providing support over the next five years increased (34%), compared to last year (25%), indicating that more organizations are evaluating menopause as part of broader leave offerings and wellbeing strategies.

Employers are also embracing a broader definition of family support: 35% of those offering bereavement leave now extend it to cover a miscarriage or failed IVF process, a notable jump from 28% when NFP first measured these offerings in 2023.

“Many employers are still catching up on what menopause means for their workforce,” said Trapenasso. “It can affect wellbeing, productivity and whether experienced employees stay engaged or step back, but it rarely gets the attention it deserves. Employers that begin evaluating their policies now will be better positioned to support employees and adapt as expectations and regulations continue to evolve.”

Administrative Complexity Continues to Challenge Employers

As leave programs become more sophisticated, employers continue to grapple with the complexity of administering them accurately and consistently.

Among the employers managing leave internally without dedicated software, 46% spend between three and five hours administering each leave request, up from 37% last year.

The findings underscore the growing operational burden associated with managing increasingly intricate leave programs.

The findings also point to growing interest in technology and centralized support resources designed to simplify the leave experience.

Currently, 32% of employers offer centralized employee support hubs that connect leave management with broader wellbeing and employee resources, while another 50% are considering or are open to implementing them in the future.

“The future of leave management isn’t just about offering more benefits or administering them correctly,” said Trapenasso. “As employee needs become more complex, organizations are looking for ways to weave leave, wellbeing and workforce support into a more seamless experience. The goal is to help employees navigate some of life’s most important moments while maintaining a healthy, engaged and resilient workforce.”