We are honored to recognize our 2025 Leaders on Leave.

To achieve this status, companies were evaluated against their peers within the following groups based on their annual revenue:

• Large companies – $1 billion or more
• Small- and mid-sized enterprises (SMEs) – less than $1 billion

Four companies in each category exceeded our baseline score of 60 out of 100 possible points to be named Leaders on Leave:

Leader Profiles

Leaders on Leave recognize that offering flexible leave options can create supportive work environments, which, in turn, can contribute to higher job satisfaction, increased productivity, and stronger employee retention. Below, we highlight two Leaders on Leave that are innovating on paid leave to meet the evolving expectations of the modern workforce.

Levi Strauss & Co. (LS&Co.) takes a global, employee-focused approach to paid leave, particularly as the company moves toward a direct-to-consumer business model, ensuring that financial security is prioritized alongside job protection. The company’s philosophy is to remove the financial burden from employees during significant life events, allowing employees to focus on improving their well-being or the well-being of their loved ones.

One of LS&Co.’s most unique benefits is that corporate and retail, benefits-eligible employees can access parental leave from day one of employment. Unlike many companies that require employees to wait months before becoming eligible, the company permits new hires to take parental leave even if they welcomed a new child to their family before joining the company as long as it is within the bonding eligibility period. This practice has been a major recruitment advantage, as it reassures potential employees that they do not have to sacrifice personal milestones due to a job change.

In addition, LS&Co. provides equivalent paid leave benefits to its eligible salaried and hourly employees, fostering a more equitable workplace, particularly among its retail and, where applicable, distribution center employees. As a result, LS&Co. has experienced higher retention rates and greater employee satisfaction as employees feel supported and encouraged to return after taking leave.

LS&Co. continuously benchmarks its leave benefits against multinational companies across industries to ensure that the company remains competitive in attracting and retaining top talent, particularly in tech-dominant San Francisco where it is headquartered. Additionally, the company’s leadership plays a critical role in shaping leave policies, with past executives having personally advocated for paid family care leave based on their own experiences.

Despite offering robust paid leave programs, LS&Co. has managed to keep costs under budget by structuring policies that reduce turnover costs using clear eligibility criteria, a shining example that generous benefits can be provided with prudent forecasting and savvy management.

HireArt offers its employees unlimited PTO, which emphasizes trust in its staff. This flexible approach not only supports employee well-being and work-life balance but also enhances retention, as employees feel more in control of their personal and professional lives.

A defining characteristic of HireArt’s approach to paid leave benefits is its employee-driven policy development. The company develops benefits in direct response to employee needs, ensuring that policies remain relevant and inclusive. Their parental leave extends to all parents, including those who give birth, adopt or foster, reflecting a modern approach to family leave.

The company reviews and updates its leave policies annually, using multiple evaluation methods, including benchmarking against industry tech leaders, monitoring regulatory changes, compliance reviews and employee engagement surveys. Additionally, because leadership is directly involved in benefits decision-making, new policies can be quickly introduced when needed. This responsiveness allows HireArt to remain agile and continuously improve its benefits offerings in alignment with employee expectations and market trends.

HireArt has seen cost savings and operational efficiencies resulting from its leave policies, particularly in terms of reducing turnover and training costs. Additionally, some of the HR policies initially designed for internal corporate employees have been adapted for external contractors hired on behalf of HireArt’s clients, creating efficiencies in broader workforce management. This adaptability ensures that best practices in employee benefits extend beyond the core company workforce, reinforcing a consistent, high-quality employee experience across different employment categories.