Clearlane HR designs and runs leave-of-absence programs for growing employers — FMLA, ADA, and state paid leave, built into policy your managers can actually follow, without adding headcount.
Most mid-size companies don't need a full HR department — they need the two or three things a full department would already have covered. Clearlane HR fills those specific lanes.
End-to-end LOA program build: eligibility rules, notice timelines, intermittent-leave tracking, and return-to-work workflows, documented so any HR generalist can run them without escalating every case.
State paid-leave laws don't wait for your handbook refresh. We monitor and translate multi-jurisdiction leave requirements into a single policy framework that scales as you open new states.
Ongoing HR support priced like a subscription, not a headcount line — policy review, employee relations guidance, and compliance audits on a cadence that fits your company's size.
Word-for-word conversation scripts and a do-not-say reference for the moments managers get nervous — leave requests, accommodation conversations, return-to-work check-ins.
"I spent years translating federal leave law into the exact sentence a floor manager needed to hear. That's still the job — the audience just changed."
Built by a former teacher. Policy language gets rewritten until a non-HR manager can follow it on the first read — no compliance jargon left for someone else to translate later.
Tested at scale, not theory. Every framework was run against a real 8,500-employee, 50-state leave program before it became a template.
Project-managed delivery. PMP-certified execution means engagements ship on a defined timeline, not an open-ended retainer.
Self-serve tools for companies that need a compliant leave policy now and a full engagement later — or never.
Answer a few questions about your company — state, size, leave types offered — and get a complete, compliance-ready leave policy document in minutes, citing FMLA, ADA, USERRA, and your state's paid-leave law.
The templates HR teams reach for every week: leave request forms, designation letters, return-to-work checklists, and an intermittent-leave tracker, ready to brand and deploy.
A lightweight internal dashboard for tracking open leave cases, upcoming return dates, and compliance deadlines across every state you operate in — no new HRIS required.
A running list of the Illinois leave and workplace law changes we're tracking for clients. If your policy hasn't been updated for these, it's out of date.
New parental leave protections for employees whose newborn requires neonatal intensive care, running alongside existing FMLA and Illinois parental leave entitlements.
Illinois requires paid, reasonable break time for lactation, with narrower undue-hardship exceptions than the federal PUMP Act — a common gap in employer handbooks.
New disclosure and non-discrimination requirements for employers using AI in hiring, promotion, and — relevant to leave administration — automated accommodation or return-to-work decisions.
Still the most misapplied law we see: 40 hours of paid leave for any reason, accrual rules, and interaction with existing PTO policies that were never rewritten to comply.
Before HR, Kristin spent years in the classroom — which turns out to be the best possible training for compliance work. The hardest part of leave administration was never the law itself. It was getting a busy floor manager to apply it correctly under pressure, without a lawyer in the room.
That's the lens Clearlane HR builds from: leave-of-absence programs, policy documents, and manager scripts that hold up under real conditions, not just in a handbook. Every framework was developed and tested managing FMLA, ADA, and multi-state leave for an organization of more than 8,500 employees across all 50 states, then rebuilt for companies without that infrastructure already in place.
Clearlane HR works with employers directly, or alongside existing HR teams as a fractional partner, on the specific leave and compliance lanes that keep getting deprioritized until they can't be.
A free 30-minute consult covers where your current leave policy is exposed, and whether a fractional engagement or a self-serve tool is the right next step.