People teams answer questions they weren't trained for. Employees navigate Service Canada alone. Managers don't know what they can say. No one has a plan for when they return. That's not a policy problem. That's an execution gap.
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parents leave their jobs within 18 months of returning from parental leave.1
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of women say they’d stay if their employer was genuinely supportive of parents.2
of women cited their manager and workplace culture as the biggest factor that can make their return to work experience easier or harder.2
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One dashboard with every active leave. Automated workflows, accurate EI top-up calculations, and no more back-and-forth emails.
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Privately explore options and estimate income without any need to chat with HR. When they're ready to return to work, a structured re-onboarding process is already in place.
They explore their policy, estimate pay, and check EI inside Sprout, before the need to tell anyone at work.
A structured flow captures the key dates, notifies HR, and accurately tracks the leave. No intake calls. No back-and-forth.
Sprout builds a personalized timeline with pay estimates, benefit continuation, and key dates. HR gets a clean dashboard summary.
Employees get checklists and guidance before they walk back in. HR closes the loop with a clean record.
Between HR admin time, top-up errors, productivity loss, and post-leave attrition, the real cost per leave case is almost always higher than expected.
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