How to Track Employee Leave and Compliance Deadlines with Eigent

How it works

1. Log every new leave with /employment-legal:log-leave on the day it opens — the entitlement clock and the designation notice deadline both start immediately.
2. Give the employee's work location when logging. Federal FMLA is the floor; state entitlements like CFRA and PFL stack differently depending on where the employee sits.
3. Run /employment-legal:leave-tracker at the start of each week and read the 30-day deadline list first. Anything inside that window needs an owner today.
4. When an FMLA or CFRA entitlement is close to exhausted, Eigent raises the ADA question automatically — treat that flag as the start of an interactive process, not a notification.
5. Escalate anything the tracker rates high-risk according to the rules in your practice profile.

More prompts to try

• /employment-legal:log-leave — Log a new leave for [employee], starting [date]. Reason: serious health condition (their own). Location: California. Calculate the FMLA and CFRA entitlement, the 12-week expiry date, and the date by which we must send the designation notice.
• /employment-legal:leave-tracker — [Employee] has been on leave for 10 weeks and their FMLA is about to expire. What are our ADA obligations, do we need to offer extended leave as a reasonable accommodation, and what are the risks if we don't?
• This employee is taking intermittent leave two days a week. How does that draw down the 12-week entitlement, and what documentation should we be keeping?
• Give me a one-page summary for the VP of HR: every open leave, who is closest to expiry, and the three decisions we need to make this month.

How to use

Log leaves on day one rather than at the end of the week — the designation notice deadline is short, and a leave that is not in the register is not being tracked. Run the weekly check on a fixed day so the 30-day window never goes unread. Watch the FMLA-to-ADA handoff especially closely: when entitlement runs out and the employee still cannot return, extended leave may be a reasonable accommodation, and this is where most employers get exposed. Treat any overlap between a leave and a performance issue as high-risk regardless of how the tracker rates it, and take it to counsel before acting. This tracks compliance deadlines only — it is not a replacement for your HRIS, and it does not touch payroll or benefits.

Expected output

An open leave register listing employee, leave type, applicable law, start date, expiry, next required action, and deadline; hard deadline alerts for anything due within 30 days; and ADA obligation flags raised automatically as FMLA or CFRA entitlement nears exhaustion.

Limitations

• FMLA is federal; CFRA, PFL, and state equivalents vary. The tracker applies the jurisdictions in your practice profile, so an unlisted state produces an incomplete calculation.
• Calculations assume standard entitlements. Intermittent leave and concurrent leave situations should be confirmed with employment counsel.
• Escalate when FMLA is expiring and the employee cannot return, when an accommodation request is being denied, or when a leave overlaps with a performance or disciplinary issue.