Published on 7/8/22 · Updated 7/9/25
LOA Pay: What It Means—and Why It’s So Hard to Get Right
Managing leave of absence (LOA) pay shouldn’t feel like solving a puzzle with missing pieces. But for HR teams, it often does.
Between federal and state laws, internal policies, benefit coordination, and communication gaps, figuring out how to pay employees during a leave of absence is one of the most confusing (and risky) parts of HR’s job. If you’re searching for clear, compliant guidance—and a smarter way to handle the chaos—you’re in the right place.
This post breaks down the essentials of LOA pay, clears up some common misconceptions, and introduces a new solution to streamline your entire leave of absence management process.
What Is Leave of Absence (LOA) Pay?
A leave of absence is time away from work that an employee requests or is required to take, often for medical, parental, caregiver, or military reasons. Whether that leave is paid or unpaid depends on a mix of:
- Federal laws like FMLA
- State programs and local regulations
- Internal company policies
- The employee’s specific situation
That’s where things get complicated—and where the real risk begins.
Do Employees Get Paid on a Leave of Absence?
It depends. Some types of leave (like paid family leave in certain states) are covered by government programs. Others (like short-term disability or company-paid parental leave) fall under your internal benefits.
But for many employees, the question is simple: Am I getting paid, and how much?
And for HR teams, answering that question isn’t always easy—especially when you’re juggling spreadsheets, chasing down paperwork, and decoding eligibility across multiple systems.
Why Leave Pay Is So Hard to Communicate
Even when your policies are technically correct, your people don’t always understand them. That disconnect can lead to confusion, frustration, or even legal trouble. Here’s what often gets in the way:
- Inconsistent information across departments and platforms
- Complex eligibility rules that change by location
- Unclear timing and steps—when forms are due, who approves them, how long things take
- Lack of personalization—employees want answers about their situation, not generic policy blurbs
The fix? Pair clear policies with proactive, personalized communication tools that guide employees through the process.
A New Way to Manage Leave Pay: Jellyvision’s Leave Management Solution Powered by Aidora
At Jellyvision, we believe HR shouldn’t have to be a compliance expert, a payroll analyst, and a benefits translator—all at once. That’s why we’ve partnered with Aidora to offer a smarter, AI-powered leave of absence management tool that takes the guesswork out of LOA pay.
What it does:
- Automatically calculates personalized leave pay estimates
- Keeps track of federal, state, and local compliance
- Helps employees understand their options in plain language
- Saves HR teams 15+ hours per leave case by automating payroll coordination, documentation, and next steps
This isn’t just another form-filler. It’s a guided, intelligent platform that gives employees clarity and HR teams confidence.
Leave Management Powered by Aidora
LOA Pay in Real Life: A Quick Example
Let’s say an employee in New York is taking parental leave. They might qualify for:
- NY Paid Family Leave (state-sponsored)
- Short-term disability (if recovering from childbirth)
- Your company’s paid parental leave policy
- PTO or sick time
- Any federal protections under FMLA
That’s five moving parts. Now multiply that by the number of employees you manage and the variety of situations—and you can see how LOA pay quickly becomes a full-time job.
A tool like Jellyvision + Aidora maps this all out—for you and the employee—so there’s no confusion about who gets what, when, and how much.
Helpful Internal Resources
If you’re refreshing your LOA policy or communication plan, these tools can help:
- Leave of absence and mental health: everything HR teams should know
- Leave of absence meaning: definitions for employees
- 4 ways to improve your employees’ leave of absence experience
- How to take a leave of absence
- Benefits communication calendar template for HR pros
Leave of Absence, Minus the Chaos
If you’re still duct-taping together your leave process, it’s time for something better. Jellyvision’s leave of absence management solution, powered by Aidora, helps you reduce confusion, stay compliant, and get time back for what matters: supporting your people.
See How Jellyvision + Aidora Make Leave Management Easier
FAQs: Leave of Absence Pay
What is LOA pay?
LOA pay refers to income an employee may receive while on a leave of absence. It varies based on laws, employer policies, and the reason for leave.
How does a leave of absence work?
Employees request time off under a leave policy. HR determines eligibility, coordinates paperwork, and manages pay and job protection requirements.
What does a leave of absence mean?
A leave of absence is authorized time off from work, which may be paid or unpaid, and is typically taken for medical, family, or personal reasons.
Do employees get paid during a leave of absence?
Sometimes. Payment depends on leave type, eligibility for disability or paid family leave, and company policies.
What’s the best way to explain LOA pay to employees?
Use clear language, personalize by situation, and guide them step by step. Tools like Aidora make this easy to scale.
