How do you approach wage adjustments for employees returning from extended leave, such as maternity or medical leave? We recently faced the challenge of ensuring equity while recognizing their time away. What best practices do you have for making these adjustments fair and consistent?

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Wait, are we talking about protected leave or just a leave granted by a company policy? If it’s a protected leave, like FMLA, USERRA, or a state-level protected leave, you cannot consider that missed time as part of any personnel decision, including pay.

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What kind of leave were they on? And did they request wage adjustments, or was that a decision made by the company? I think the answer would really depend on those two factors.

Following this post as it’s a great question with conflicting thoughts on how it should be handled. I’ve heard everything from a proration to a normal adjustment allocation for a merit or raise especially if someone was on a medical type of leave as that shouldn’t effect their rating and they should go by previous performance.

You would treat it as they didn’t go in leave. It should be solely based on performance.

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