Workforce productivity

SLPC 28555 08/17 (exp. 08/19)

Your Best Partner for Workforce Productivity

The support you need to stay on top of compliance requirements and manage absences

Keeping employees engaged and healthy at work, as well as reducing absences or managing them, can be challenging. Understanding and interpreting legal requirements around leaves of absence adds further complexity. Absences can be costly for employers with direct costs of 15.4% of payroll and lost productivity costs of 6.2% of payroll1.

How Sun Life Helps People Return to Work

Your solution to make the complicated easier

Our holistic approach combines absence management with disability management and programs that support health at work and home. You can expect:

  • Administration of leaves of absence integrated with disability management and wellness initiatives
  • A reduction in the cost of absence
  • Compliance with increasingly complex regulatory and legal requirements
  • A high-quality employee experience.

Your disability solution can include various plans, ranging from short-term disability to long-term disability or simply advice to pay services. Our advice to pay services ensure that claim decisions are objective and costs are well managed. We can even offer disability plans to meet statutory mandates if that is a requirement in your state.

We offer absence management administrative services that comply with regulatory requirements, such as Federal FMLA, State FMLA, ADA and ADAAA, and State/local leave laws. Our services can provide:

  • Relief from the burden of tracking and managing leaves and accommodations
  • Help understanding and interpreting increasingly complex regulatory and legal requirements
  • Data analytics and reporting to help you monitor and reduce absences and cost

Our solutions provide a positive and seamless experience for employees who need leave/disability, guiding them at every step back to productive work. Sun Life uses an innovative process called Work is Healthy (WisH). We utilize the following resources to help employees:

  • Employee Assistance Program (EAP)
  • Stay-at-Work
  • Vocational and occupational resources

Absence Management Challenges

Many employers are challenged when managing absences. Surveyed employers rank these actions as “extremely challenging”2:

  • 44% - training supervisors and managers on the FMLA
  • 41% - managing intermittent leave
  • 37% - controlling employee abuse
  • 24% - ensuring consistency

You are not alone if you struggle in these areas. Let us help you simplify your process.

What programs and laws provide for leaves?

  • Short or long-term disability plans
  • Family and Medical Leave Act (FMLA)
  • Americans with Disabilities Act (ADA)
  • State and local leave laws

Absence Management White Paper

This white paper provides an overview of FMLA and ADA requirements and covers absence management planning…

Download now


1Society for Human Resource Management (SHRM), “Total Financial Impact of Employee Absences Across the United States, China, Australia, Europe, India and Mexico,” 2014, https://www.shrm.org/Research/SurveyFindings/Documents/TotalFinancialImpactofEmployeeAbsencesReport.pdf. According to SHRM, employee absences were defined in this report as “paid days off offered per full-time employee in 2013, including vacation and personal time off, sick time off, paid time off (U.S. only), and other paid time off, such as bereavement, parental, and civic needs. Costs associated with unpaid time off, including those associated with the Family and Medical Leave Act, are not included in the calculations.”

2Disability Management Employer Coalition/Spring Consulting. “2014 Employer Leave Management Survey,” January 2015, exhibits 9 and 18. Value-added services are not insurance, are offered only on specific lines of coverage, and carry a separate charge, which is added to the cost of the insurance. The cost is included in the total amount billed. Absence Management Services are provided by ComPsych®. ComPsych® is a registered trademark of ComPsych®Corporation. The entities that provide the value-added services are not subcontractors of Sun Life, and Sun Life is not responsible or liable for the care, services, or advice provided by them. Sun Life reserves the right to discontinue any of the Services at any time. This offering is available in all states for employers with 200+ lives. For employers with 200 to 499 employees, the offering must be packaged with a Sun Life insurance policy. For employers with 500 or more employees, the offering may be packaged with either a Sun Life insurance policy or a SunAdvisor® Advice to Pay service. Not available with Stop-Loss, physician insurance policies, or SunAdvisor® voucher products. Employers who provide group insurance coverage and make available value-added services within an I.R.C. Section 125 cafeteria plan should consult a tax professional to determine whether those services are Qualified Benefits for Section 125 plans.