Leave of absence management without the spreadsheets
One workflow from request to return
Leave is where good HR teams get buried: intermittent schedules, certification deadlines, return-to-work plans, all tracked by hand. AllVoices holds the process so your team can hold the judgment calls.
STRUCTURED INTAKE
Every request starts complete
Employees submit leave and accommodation requests through guided intake that captures what your team actually needs: dates, type, documentation. Vera structures the request into a case in seconds, no forms re-keyed, no email archaeology.
DEADLINES THAT DON'T SLIP
Track every leave, certification, and return dateation that holds up under review
SLAs, reminders, and status tracking are built into the workflow. Certification windows, expected return dates, and follow-ups surface when they're due instead of when someone remembers.
CUSTOMIZABLE WORKFLOWS
Your leave types, your policies, your process
FMLA, state leave, parental, medical, ADA accommodations: each can follow its own configured workflow with the right steps, documents, and approvals. Vera references your uploaded policies on every case so guidance stays consistent with what your handbook actually says.
LOA Data across the org
Leave trends, visible before they become problems
Ask Vera about open leaves by location, average duration by type, or accommodation volume by quarter. She answers and builds the chart on the spot. The data that used to live in a tracker spreadsheet becomes something leadership can actually see.
Leave of Absence and everything connected around it
Leave rarely happens in isolation. It intersects with accommodations, performance, and sometimes complaints. Running it in your employee relations platform keeps the full picture in one place.
A structured LOA process for your whole team
Connect with your current tech stack
Leave of absence tracking, compared
 |
Spreadsheet tracking | Outsourced leave admin | |
|---|---|---|---|
| Deadlines | SLAs and reminders built into the workflow | Whoever remembers to check the tracker | Tracked, but outside your visibility |
| Documentation | Complete case record built as the leave runs | Files scattered across drives and email | The vendor's record, not yours |
| Accommodations | ADA interactive process documented step by step | Handled ad hoc, documented inconsistently | Usually out of scope |
| Employee experience | Guided intake, status visibility, private messaging | Emails into a queue | A call center that isn't your company |
| Connected context | Leave visible alongside cases and history | Disconnected from everything | Disconnected by design |
| AI support | Vera structures intake, drafts comms, charts trends | None | None you can use |
| Control | Your policies, your process, your data | Your process, barely held together | Their process, your liability |
What’s shared in AllVoices stays in AllVoices
Any leave type your organization offers: FMLA, state and statutory leave, parental, medical, bereavement, military leave, and ADA accommodations. Each type can follow its own configured workflow.
AllVoices gives your team the structure FMLA compliance depends on: tracked deadlines, documented communications, consistent process, and a complete record per case. Your policies stay the source of truth; Vera references them on every case.
Accommodation requests run as structured workflows that document the interactive process step by step: the request, the dialogue, the decision, and the follow-up. That documentation is exactly what gets examined in a dispute.
Yes. Employees submit requests and documents through guided intake and can communicate with your team in the platform, so they're not chasing updates by email.
Vera structures incoming requests into cases, drafts communications, surfaces relevant policies, and answers questions about leave trends with charts on demand. Every output is reviewed by your team.
Yes. Steps, documents, approvals, SLAs, and escalation paths are configurable per leave type, and Vera works from the policies your team uploads.
It complements it. Your HRIS holds balances and payroll; AllVoices runs the process around requests, documentation, deadlines, and the case record, and syncs employee data from 50+ HRIS systems.
It connects. If a leave intersects with a complaint, accommodation, or performance case, the related history is visible and workflows link without re-entering data.
Yes. Medical and leave information is among the most sensitive data HR holds. AES-256 encryption, role-based access so only the right people see it, and zero AI training on your data. SOC 2 Type 2, GDPR, and CCPA compliant.
Software that tracks employee leave requests, documentation, deadlines, and approvals in one structured process, instead of spreadsheets and email. AllVoices runs leave as configurable workflows inside a full employee relations platform.