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Overview

As a manager, supporting an employee during a leave of absence is crucial for both their well-being and the continued success of the business. Effective planning and clear communication before, during, and after the leave can help ensure a smooth transition and a positive outcome for everyone involved. Here are some helpful tips to guide you through the process.

  • Review and understand the leave policy. Should you have any questions please reach out in #ask-people-team for additional support (no need to provide specifics). The assigned People Operations Specialist and your PBP will then reach out to you via DM to further support. 
  • Communication and support. 
    • This is an important time in the Camundi's life. Reach out and ask how they are doing and how you can help support.
      • Ensure they are aware of the leave policy and are in contact with the People Operations Specialist assigned to support the process. 
      • Confirm their planned leave dates and return to work plan. If your Camundi goes out on leave unexpectedly, please reach out to for direct support from a team member in #ask-people-team and copy in your PBP. The People Team will confirm the leave dates determined so you can properly plan and support your team.
      • Ask what (if any) and when they would like information shared with the team. Some Camundi may want to keep certain details confidential. 
        • How are you feeling?
        • How can I help you with any handover information?
        • How would you prefer to be communicated with from me (if any) during your leave?
          • Employees may want to continue to speak with you on an informal basis and some may not. It's advised not to speak about work related matters unless brought up by the employee. Camundi on parental leave are eligible to come on the company retreats/meetups, the topic DRIs will look after the communication on these topics.
        • Is there anything you know you’d like to be kept updated on while on your leave?
    • When possible, create a leave of absence handover and return to work plan. 
  • Ongoing updates and changes.
    • The assigned People Operations Specialist will keep you (the manager) and your PBB updated of any changes to their Camundi's leave of absence dates. If needed, please refer the Parental Leave: Process / Leave of Absence: Process pages for full details on the People Operations team parental and sick leave processes.

Backfilling

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  • When an employee is going out on leave you will want to understand how you’re going to reallocate this employee's responsibilities. 
  • Commonly we could consider:
    • Reallocation of tasks within the team.
    • Hiring a temporary contractor. 
    • Backfilling the role.
  • Factors that play into deciding what to do would be:
    • The level of the role. 
    • The length of time that the employee will be on leave.
  • Each case will be treated on a case by case basis. 
  • When you are navigating a complex leave case that may impact business continuity, reach out to your PBP to discuss options.

Return to Work Prep and Resources

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  • Return to work prep:
    • Before (when possible) or when the Camundi begins their leave, consider your plan for their return to work.
      • The assigned People Operations Specialist will reach out to you if the planned return to work date changes for the Camundi.
      • Considering giving a gift? More details can be found here.
      • Create an Asana return to work plan by making a copy of this template: Return to Work Guide 
        • Depending on the length of leave, it can be helpful to create this early and add to the guide throughout the Camundi's leave!
    • Capture important company updates for easy review.
    • Recap updates on projects they were involved in or will be support when they return.Create an Asana return to work plan by making a copy of this template: Return to Work Guide 
  • Reach out and check in once the Camundi has returned to work:
    • Ask how they're doing - before you talk about work, talk about life. Let them know you'll share of their return with the team and if they have any concerns with how/what is shared. 
    • Encourage them to ease back into work with shorter days as needed.
    • Do not have them take back over management responsibilities the first 1-2 weeks. Let them use this time to get up-to-speed on the business (via their prepared onboarding plan!) before overloading them with the questions, concerns and time investment of their direct reports.
    • Announce their return via an all-team announcement. Share your excitement for their return, but ensure they have a re-onboarding plan in place (see above) to ensure they have the time and support needed to get back up to speed. 
    • Continue to check in; always ask, never assume. Each Camundi and experience is different. Continuing to check in on their experience and potential issues gives the Camundi a voice to raise topics to discuss further.
  • Connect the Camundi with available resources:
    • Slack groups (ie: #sig-camunda-parents-and-guardians) or ERGs at Camunda
    • Modern Health - Modern Health is a Global Wellbeing solution that provides Camundi with a holistic approach to care through podcasts, financial wellness, meditation, and much more. It is a 100% employer-paid benefit offered to all Camundi and their dependents. 
    • Headspace - Headspace is a mental health app that offers meditation, sleep, and mindfulness resources to help people improve their health and happiness. It is a 100% employer-paid benefit offered to all Camundi.
    • Additional helpful playbook pages:



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