Insights that keep you connected

Paid family leave legislation is accelerating across states, signaling a shift in employer obligations that HR leaders should be preparing for today. At ConnectBridge, we’re watching how states like Pennsylvania are expanding leave entitlements beyond the federal FMLA. The Pennsylvania

A recent jury verdict using the PWFA and awarding $22.5 million to an Ohio employee following the loss of her child during a high-risk pregnancy underscores the legal and operational risks employers face when accommodation processes break down. The employee,

Virginia is moving closer to joining the growing list of states advancing paid family and medical leave programs, adding complexity to an already challenging leave landscape. As more states expand requirements, the challenge is no longer awareness; it’s alignment. ConnectBridge

EEOC guidance is expanding how employers must evaluate disability under the ADA, with ADHD now clearly in focus. ADHD may qualify when it substantially limits major life activities, placing greater scrutiny on handling accommodation requests in practice. At ConnectBridge, we

ConnectBridge is seeing increased attention around how telework fits into the reasonable accommodation process. Recent guidance from the EEOC and OPM reinforces that, in the federal sector, telework may be considered a reasonable accommodation for employees with disabilities. The FAQs

Paid time off policies are receiving increased regulatory attention, and enforcement is becoming more visible. ConnectBridge is noticing a growing trend that state and local governments are paying closer attention to whether employers are properly administering paid leave and PTO

Return to office mandates are expanding across industries, but many employers underestimate the operational impact on leave and accommodation management. At ConnectBridge, we’re seeing that RTO decisions quickly intersect with FMLA, ADA accommodations, intermittent leave, and other workplace policies. When

Pregnancy accommodation obligations remain a critical compliance priority, and potential EEOC rule changes in 2026 may reshape how requests are evaluated under the Pregnant Workers Fairness Act (PWFA). Regulatory shifts do not reduce employer risk; instead, they increase the need

New research highlighted by The HR Brew is a clear warning sign for employers: roughly half a million women left the U.S. workforce in 2025, and 42% of women who voluntarily exited cited caregiving responsibilities as the main driver. The