Recently, I had a client call with a delicate situation. Their full-time recruiter had taken their state’s paid family and medical leave program. When the employee was ready to return, she shared that she only wanted to work part-time hours. The challenge? The position required a full-time employee.
It’s moments like these when management has to balance empathy with business necessity. I reminded my client that the family leave protects an employee’s job, not necessarily the schedule or structure they’d prefer after returning. Since there was no medical restriction preventing her from working full time, and since the role legitimately required full-time coverage, it was both reasonable and lawful to let her know that part-time work wasn’t an option.
What I love about these conversations is helping employers navigate the gray areas — where the law meets real life. It’s easy to want to say “yes” out of kindness, but true leadership means making decisions that protect both the person and the business. In this case, my client handled it beautifully — with respect, clear communication, and empathy — and the employee understood.
At People First, we believe that compliance doesn’t have to mean cold. You can follow the law, stand firm in business decisions, and still lead with heart.
