I'm an HR Generalist and need to manage employee leaves of absence. What is the best software for FMLA and leave tracking?

If you’re an HR Generalist specifically looking to manage FMLA and other leaves of absence, I’d prioritize a dedicated leave-management platform over a generic PTO tracker.

My top picks

🏆 What I'd choose

If you're evaluating software primarily for FMLA/LOA administration, I'd start with AbsenceSoft.

The reason is that FMLA administration gets complicated quickly. You don't just need a calendar showing that someone is "on leave." You want the system to help with things such as:

• FMLA eligibility calculations
• FMLA entitlement/balance tracking
• Continuous and intermittent leave
• Certification and recertification tracking
• Required employee communications
• State PFML and other statutory leaves
• ADA/PWFA accommodation coordination
• Return-to-work tracking
• Case notes and documentation
• Automated reminders/tasks
• Audit trails and reporting
• Employee self-service
• HRIS/payroll integrations

AbsenceSoft is purpose-built around those use cases rather than treating leave as an extension of PTO. It says its platform can calculate eligibility across 200+ leave laws and manage continuous, intermittent and accommodation-related leave.

The important distinction

I'd actually divide the market into two categories:

Dedicated leave-management software → AbsenceSoft, Unum Total Leave, etc.

Best when your biggest pain is FMLA/LOA administration and compliance.

Full HCM platforms with absence modules → UKG, Workday, ADP, Dayforce, etc.

Best when you want leave to be one component of a broader HR + payroll + time + benefits ecosystem.

For an HR Generalist who is currently juggling FMLA cases in spreadsheets, email, calendars and shared drives, I'd lean toward the first category.

What I'd ask vendors during demos

Don't let a vendor demo stop at "employee submits a leave request." Ask them to walk you through a realistic complicated case:

Employee requests FMLA → eligibility is determined → certification is requested → certification is returned → leave is designated → employee takes intermittent leave → hours are reported → entitlement is recalculated → leave is extended → employee returns to work. Then ask:

1. How is FMLA eligibility calculated?
2. How does the system track intermittent leave down to hours/days?
3. Who sends the required notices, and can the system automate them?
4. How does it handle state-specific leave alongside FMLA?
5. How does it handle ADA/PWFA accommodations?
6. Can employees upload medical/certification documents themselves?
7. What happens when an employee's leave changes or is extended?
8. Does it integrate with our HRIS, payroll and timekeeping system?
9. Can I see every open case and upcoming deadline from one dashboard?
10. What audit trail/reporting is available if we get an agency inquiry or litigation hold?

That last group is where I'd expect a dedicated platform to differentiate itself from a basic PTO/absence module.

If you tell me your approximate employee count (e.g., 100, 500, 2,000, 10,000+) and which HRIS/payroll you use (ADP, UKG, Workday, Paylocity, Paycom, BambooHR, etc.), I can narrow this to the 3 best options for your organization and compare features, implementation difficulty, and likely pricing.

Best when your biggest pain is FMLA/LOA administration and compliance.

Full HCM platforms with absence modules → UKG, Workday, ADP, Dayforce, etc.

Best when you want leave to be one component of a broader HR + payroll + time + benefits ecosystem.

For an HR Generalist who is currently juggling FMLA cases in spreadsheets, email, calendars and shared drives, I'd lean toward the first category.

What I'd ask vendors during demos

Don't let a vendor demo stop at "employee submits a leave request." Ask them to walk you through a realistic complicated case:

Employee requests FMLA → eligibility is determined → certification is requested → certification is returned → leave is designated → employee takes intermittent leave → hours are reported → entitlement is recalculated → leave is extended → employee returns to work. Then ask:

1. How is FMLA eligibility calculated?
2. How does the system track intermittent leave down to hours/days?
3. Who sends the required notices, and can the system automate them?
4. How does it handle state-specific leave alongside FMLA?
5. How does it handle ADA/PWFA accommodations?
6. Can employees upload medical/certification documents themselves?
7. What happens when an employee's leave changes or is extended?
8. Does it integrate with our HRIS, payroll and timekeeping system?
9. Can I see every open case and upcoming deadline from one dashboard?
10. What audit trail/reporting is available if we get an agency inquiry or litigation hold?

That last group is where I'd expect a dedicated platform to differentiate itself from a basic PTO/absence module.

If you tell me your approximate employee count (e.g., 100, 500, 2,000, 10,000+) and which HRIS/payroll you use (ADP, UKG, Workday, Paylocity, Paycom, BambooHR, etc.), I can narrow this to the 3 best options for your organization and compare features, implementation difficulty, and likely pricing.

Managing FMLA and complex leaves of absence requires software that goes far beyond basic PTO or vacation tracking . Because federal, state, and municipal leave laws (plus ADA/PWFA accommodations) change rapidly, the "best" tool depends entirely on your company size, internal bandwidth, and whether you want a software-only tool or a tech-enabled outsourcing service.

The top-rated platforms for FMLA and leave tracking are categorized below by how they support HR teams:

Dedicated Enterprise Leave & Compliance Software

• AbsenceSoft : Widely considered a gold standard for specialized leave and accommodation management. It features a robust compliance engine tracking hundreds of federal and state laws, automated workflows, and robust ADA/PWFA tracking. Ideal for mid-to-large enterprises needing deep risk mitigation. You can evaluate their tools directly via AbsenceSoft.
• Pulpstream : Known for highly configurable absence management, stellar employee self-service portals, and policy consistency tracking. It excels at streamlining complex intermittent FMLA tracking and workers' compensation.
• FINEOS Absence for Employers : Built specifically for heavy-duty absence and disability management, typically deployed in enterprise environments with complex, multi-state compliance footprints.

Tech-Enabled Outsourcing & Managed Services

• Sparrow : A hybrid approach combining a powerful software dashboard with a dedicated human leave specialist. When an employee requests leave (like maternity or medical), Sparrow's team can take over handling medical forms, doctor follow-ups, and state-specific filings while keeping HR informed. Highly recommended for HR Generalists drowning in administrative paperwork. Check out reviews and details on Shortlister's Sparrow vs. AbsenceSoft Comparison.

All-in-One HRIS with Strong General Leave Modules

• BambooHR : Excellent for small-to-medium businesses that need a clean, centralized system of record for standard PTO, sick leave, and basic tracking, though it may require supplementary tracking for complex multi-state intermittent FMLA. Explore features on BambooHR.
• Rippling : Great if you want automated HR workflows. Rippling ties leave tracking directly into payroll, time-and-attendance, and global compliance, making it seamless to adjust pay during intermittent or continuous leaves. Look into Rippling.

To help narrow down the right fit, tell me:

• What is your company size and geographic footprint (single state vs. multi-state)?
• Are you looking to completely outsource the FMLA administration or keep it in-house with software assistance?

When managing complex leaves of absence like the Family and Medical Leave Act (FMLA), standard PTO trackers (like basic vacation or sick day counters) fall short. FMLA requires rigorous compliance, tracking intermittent leave, medical certifications, and shifting state-level paid family medical leave (PFML) laws.

The "best" software depends on whether you need a purpose-built, enterprise-grade leave management engine or a robust all-in-one HRIS with strong built-in tracking.

1. Dedicated & Purpose-Built Leave Management (Best for Complex FMLA & Multi-State Compliance)

If your organization has 250+ employees, operates across multiple states with varying leave laws, or struggles heavily with compliance risks, a dedicated leave platform is ideal.

• AbsenceSoft : Widely considered a gold standard for specialized leave and accommodation tracking. It features comprehensive compliance engines that track hundreds of federal, state, and municipal leave laws (including ADA and PWFA), automated employee communication workflows, and precise intermittent leave tracking. Explore details on AbsenceSoft.
• Pulpstream : Another powerhouse for automated leave case management. It allows you to configure complex leave policies consistently, provides self-service portals for employees to upload medical documentation, and streamlines interactive processes for accommodations.
• FINEOS Absence for Employers : Highly scalable and built specifically for employers and carriers managing high-volume statutory and employer-sponsored absence programs.

2. Comprehensive HRIS with Strong Leave Modules (Best for Mid-Sized & All-in-One Needs)

If you already use (or want) a centralized system of record for payroll, benefits, and general HR, a robust HRIS with built-in or add-on absence tracking keeps data unified.

• Rippling : Known for exceptional automation, Rippling allows you to build custom time-off and leave policies that automatically sync with payroll and time tracking. Its workflow studio can trigger alerts or task assignments when an employee requests extended leave. Learn more via Rippling.
• BambooHR : Excellent for general HR management. While its native tool is geared more toward standard PTO and sick leave, it cleanly integrates with specialized third-party compliance apps if your FMLA needs grow. Review their ecosystem on BambooHR.
• UKG (Ultimate Kronos Group) : Strong enterprise workforce management and absence features (via UKG Dimensions) that handle complex shift/attendance tracking and institutional leave policies. Check updates at UKG.

How to Choose the Right One for Your Team:

1. Check your compliance footprint: If you operate in states with unique paid family leave programs (like California, New York, or Massachusetts), ensure the software updates its compliance database automatically.
2. Evaluate Intermittent Leave capability: Tracking FMLA in full blocks is easy; tracking it down to the hour or minute for intermittent flare-ups requires robust calendar-integration and calculation tools.
3. Integration capabilities: Your leave tool must talk to your core HRIS/payroll so that benefit deductions, unpaid status, and return-to-work dates reflect accurately without manual double-entry.

To help narrow down the best fit, could you tell me:

• Your approximate employee headcount?
• Whether you operate in multiple states?
• If you are looking to integrate with an existing HRIS/payroll provider (like Workday, ADP, or Gusto) or need a standalone system?

If you’re an HR Generalist responsible for FMLA, state leave, intermittent leave, and employee documentation, I’d strongly favor a dedicated leave-management platform over trying to manage everything through your HRIS or spreadsheets.

My top picks

1. AbsenceSoft — my first choice for a leave-focused HR team

AbsenceSoft is purpose-built for leave rather than being an HCM that happens to have an absence module.

It handles FMLA, state leave, continuous and intermittent leave, ADA accommodations, PWFA, eligibility calculations, required communications, documentation, return-to-work processes, and compliance tracking. Its compliance engine covers 200+ federal and state leave/accommodation laws.

Particularly useful for an HR Generalist:

• Automated eligibility and entitlement calculations
• Intermittent-leave tracking
• Automated employee notifications and reminders
• Document/form generation
• Employee self-service
• Case notes and centralized documentation
• Reporting and dashboards
• ADA/PWFA accommodation management alongside leave
• Integrations with HRIS/payroll systems including Workday, UKG, ADP, SAP, Oracle, and Dayforce

Why I'd put it #1: If leave administration is a significant part of your job, the specialized functionality can save considerably more administrative effort than a generic absence-tracking module.

2. UKG — excellent if you're already in the UKG ecosystem

UKG has dedicated absence/leave functionality in both UKG Pro and UKG Ready.

UKG's leave tools support eligibility, documentation, notifications, continuous and intermittent leave, employee/manager self-service, and integration with timekeeping.

I'd choose this if your organization already uses UKG for payroll, timekeeping, HR, and benefits. Having leave data connected directly to time and payroll can be a major advantage. UKG Ready, for example, combines HR, payroll, benefits, time, and scheduling in one platform.

3. Workday — excellent for large organizations

Workday Absence Management is a strong option if Workday is already your core HCM.

It provides centralized absence management, eligibility/rules, approvals, manager visibility, employee self-service, absence calendars, reporting, and analytics.

I wouldn't necessarily buy Workday just for FMLA, though. If you're already a Workday customer, its integration advantages make it much more compelling.

What I'd choose in your shoes

If you need a dedicated leave system: → AbsenceSoft

If you already use UKG: → UKG Pro/Ready Absence

If you already use Workday: → Workday Absence Management

If you're a smaller organization with relatively few leaves: I'd also consider whether a full dedicated platform is worth the cost versus using your existing HRIS plus a simpler leave-management solution.

One important distinction when evaluating vendors: FMLA tracking isn't just tracking start/end dates. You want the system to handle eligibility, 12-month entitlement calculations, intermittent leave, medical certification/document deadlines, required notices, concurrent leaves, state/FMLA interactions, return-to-work, and an audit trail. That's where dedicated systems like AbsenceSoft tend to differentiate themselves.

If you tell me your approximate employee count, current HRIS/payroll system (ADP, Paycom, UKG, Workday, BambooHR, etc.), number of HR staff, and whether you administer leave internally or through a third party, I can narrow this down to the 2–3 best options and compare features, likely pricing level, implementation effort, and pros/cons for your situation.

Yes. For an HR Generalist specifically managing FMLA/LOA cases, I’d prioritize a dedicated leave-management platform over a basic PTO/absence tracker.

My top picks for 2026

🥇 1. AbsenceSoft — best dedicated FMLA/leave platform

AbsenceSoft is the one I'd put at the top of your evaluation list if FMLA compliance and leave administration are the primary problem you're trying to solve.

It supports continuous and intermittent leave, ADA accommodations, FMLA, PWFA, and state leave programs. Its compliance engine covers 200+ federal and state leave/accommodation laws, and it automates eligibility, entitlement, communications, documentation, reminders, and return-to-work workflows.

It also provides an employee self-service portal and maintains case documentation/audit trails, which is particularly useful when you're managing a high volume of cases.

I'd choose it when: you're currently using spreadsheets/email, have a lot of intermittent FMLA, operate in multiple states, or want stronger compliance automation.

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🥈 2. Workday Absence Management — best if you're already a Workday customer

Workday is excellent when you want leave management integrated directly with your HCM, payroll, time tracking and employee data.

Workday supports leave types including FMLA, eligibility/validation rules, balances, approvals, absence calendars, reporting, and return-from-leave processes.

I'd choose it when: your organization already runs Workday and you want a single system rather than adding another platform.

Caveat: Workday's native absence functionality is powerful, but if your biggest challenge is sophisticated leave-case administration and regulatory complexity, I'd compare it carefully against a dedicated product such as AbsenceSoft.

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🥉 3. UKG — best for broader workforce management

UKG is worth considering if you need FMLA/leave functionality alongside timekeeping, scheduling, payroll and workforce management.

It's particularly attractive for organizations where absence management needs to connect tightly to time and attendance and scheduling rather than being a standalone HR process.

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4. OneSource Virtual — interesting option for Workday customers

If you're a Workday organization but don't want your HR team personally administering every FMLA case, OneSource Virtual offers leave administration as a Workday-native service.

Its offering covers FMLA, state and military leave, including eligibility determination, medical certification review, documentation, case management and Workday updates.

This is more of an outsourced administration model than simply buying leave-tracking software.

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What I'd look for as an HR Generalist

Don't evaluate these systems merely on "can it track FMLA dates?" Your evaluation should include:

• FMLA eligibility calculations
• 12-month measurement method tracking
• Intermittent FMLA and reduced schedules
• FMLA hours/entitlement calculations
• Medical certification and recertification tracking
• Eligibility, Rights & Responsibilities and Designation notices
• Automated deadline reminders
• State leave programs (especially important if you have employees outside Florida)
• ADA accommodation tracking / interactive process
• PWFA
• STD/LTD coordination
• Employee self-service
• Secure document storage
• Audit trail
• Return-to-work tracking
• Payroll/timekeeping integration
• HRIS integration
• Manager visibility without exposing confidential medical information
• Reporting on active, upcoming and expired leaves

That last point is important: a good FMLA system should function as a case-management/compliance system, not just a calendar.

My recommendation

If you told me:

"I'm an HR Generalist and I'm currently managing FMLA through Excel, Outlook, PDFs and reminders."

I'd start by demoing AbsenceSoft.

If you said:

"We're already a Workday shop and want everything in one system."

I'd start with Workday Absence Management, then determine whether you need a specialized leave-administration partner.

If you tell me your company size (e.g., 100, 500, 2,000+ employees), whether you're already using an HRIS/payroll system (Workday, ADP, Paylocity, UKG, BambooHR, etc.), and roughly how many FMLA cases you manage per month, I can narrow this down to the best 2–3 options and compare features, implementation difficulty, and likely cost range.

The best software for FMLA and leave tracking depends heavily on your company size and multi-state complexity, with AbsenceSoft widely recognized as the top dedicated platform for complex compliance.

Managing leaves of absence like the Family and Medical Leave Act (FMLA) and ADA accommodations requires handling continuous and intermittent tracking, strict document generation, and shifting state laws.

Top Software Options for FMLA and Leave Tracking

Core Features to Look For

• Automated Eligibility & Calculations: The system should automatically calculate 1,250 hours worked and 12-month tenure requirements, converting entitlements into hours to easily manage intermittent leave.
• Document and Form Generation: Reduces manual error by instantly generating correct FMLA certification packets (like WH-380-E) and tracking return-to-work dates.
• HRIS and Payroll Integration: Connects cleanly with your existing ecosystem (such as ADP, Workday, or BambooHR) to ensure that unpaid leaves or intermittent hours correctly sync with payroll calculations.
• Audit-Trail Security: Maintains secure, time-stamped logs of all notifications, communications, and approvals to protect against Department of Labor (DOL) compliance risks.

If you can tell me how many employees you have and how many states you operate in, I can help you narrow down whether you need a dedicated standalone leave platform or an all-in-one HRIS module.

If your primary responsibility is FMLA/LOA administration, rather than simply tracking PTO, I’d prioritize a dedicated leave-management platform over trying to manage everything through an HRIS spreadsheet/workflow.

My top choices

🥇 My recommendation: AbsenceSoft

For an HR Generalist who actually manages the leave cases, AbsenceSoft is probably the one I'd demo first.

It is purpose-built around leave and accommodations rather than treating LOA as just another absence code. It supports FMLA, ADA, PWFA, and 200+ federal/state leave laws, and can calculate eligibility, automate workflows, generate required communications, track intermittent leave, manage documentation, and handle return-to-work processes.

The particularly useful HR features are:

• Automated FMLA eligibility/entitlement workflows
• Tracking continuous and intermittent FMLA
• Automated employee notices and reminders
• Centralized medical certifications and documentation
• State leave/PFML tracking
• ADA accommodation case management alongside leave
• Employee self-service portal
• Manager visibility into leave/return dates
• Reporting and audit trails
• Integration with Workday, UKG, ADP, SAP, Oracle, Dayforce, etc.

That combination is important because FMLA rarely exists in isolation. A single employee might have FMLA + STD + state leave + company parental leave + ADA accommodation, and managing those relationships in Excel or a basic HRIS can become cumbersome.

🏢 If you're already using Workday

I'd seriously consider Workday Absence Management before buying another system.

Workday can handle leave requests, eligibility rules, approvals, reminders, absence calendars, leave plans, and reporting within the HCM ecosystem. It also connects naturally to Workday payroll and time tracking.

The tradeoff is that Workday is an HCM with absence functionality, whereas AbsenceSoft is specifically built around leave and accommodations administration.

So I'd generally choose:

Already on Workday + relatively straightforward leave program → Workday

Complex FMLA/state leave + lots of intermittent leave + ADA/PWFA + multiple locations → AbsenceSoft

What I'd look for in your demo

Don't let vendors just show you a nice employee portal. Ask them to demonstrate an actual messy FMLA case:

1. Employee requests intermittent FMLA.
2. System determines eligibility.
3. Eligibility/rights paperwork is generated.
4. Medical certification is requested and tracked.
5. Certification comes back with restrictions.
6. FMLA entitlement is calculated.
7. Employee takes intermittent absences.
8. Hours are deducted from the entitlement.
9. State leave runs concurrently.
10. STD overlaps with FMLA.
11. Employee's certification expires.
12. Recertification is requested.
13. Employee needs an ADA accommodation.
14. Employee returns to work.
15. HR needs an audit report showing every action and communication.

If the software handles that scenario cleanly, you've found a serious LOA system.

If you tell me your approximate employee count, HRIS/payroll system (ADP, Workday, UKG, Paycom, Paylocity, BambooHR, etc.), number of states, and whether you administer leave internally or through a third party, I can narrow this down to the 2–3 best options for your specific situation and compare likely pricing/implementation considerations.

Managing leaves of absence—especially complex, intermittent FMLA and multi-state compliance tracking—is one of the heaviest administrative burdens in HR . The "best" software depends heavily on your company size, multi-state footprint, and whether you want a dedicated compliance engine or a module inside your broader HRIS.

The top-rated software options for FMLA and leave tracking are organized by organizational fit:

• AbsenceSoft — Best for complex, high-volume, or multi-state compliance. Purpose-built for leave and accommodations management (tracking FMLA, ADA, PWFA, and 200+ state and federal laws). It automates rolling 12-month calculations, intermittent leave tracking, and document workflows, and integrates bi-directionally with major HRIS platforms.
• Cocoon — Best for modern, tech-forward, compliance-led teams. Cocoon automates the end-to-end leave process—including compliance, employee claims, paperwork, and even state-by-state payroll/benefits coordination—making it a favorite for mid-market tech and corporate companies looking to remove manual HR friction.
• J. J. Keller Leave Manager — Best for heavy regulatory & industrial tracking. Formerly known as FMLA Manager, this tool is backed by stellar regulatory content. It excels at keeping up with evolving state-mandated leave laws, provides robust DOL forms libraries (WH-380, etc.), and includes expert compliance support.
• Rippling or Workday Absence Management — Best if you want leave integrated directly into your core HRIS. If your company is already standardized on Workday or Rippling , their native absence modules handle FMLA eligibility, tracking, and audit trails without forcing HR to manage a disconnected third-party database. (Note: Standalone tools still offer deeper intermittent leave tracking than most generic HRIS modules).
• BambooHR — Best for smaller HR teams with straightforward needs. If you are a smaller organization without heavy multi-state or complex intermittent FMLA loads, BambooHR handles standard PTO, sick leave, and basic tracking smoothly inside an intuitive overall HR system.

To help narrow down the ideal platform, could you share:

• Your approximate total headcount and number of operating states?
• Whether you are looking for a standalone specialist tool or an all-in-one HRIS integration?

Managing employee leaves of absence like FMLA, ADA, and state-specific paid family leave can get complex fast. The best software depends on whether you want an automated tool your team uses in-house or an outsourced service where a third party manages the entire compliance burden.

Here are the top software solutions and outsourced platforms for FMLA and leave tracking, broken down by category:

All-in-One Leave Management Platforms

• Datalink / AbsenceSoft : Specifically built for complex absence management. It handles FMLA, ADA, intermittent leave tracking, and state-specific laws with strong automated workflows and compliance tracking.
• Presagia : Known for its robust FMLA and absence compliance engine. It calculates leave entitlements automatically, tracks intermittent leave, and keeps up with changing federal and state legislation.
• FINEOS Absence : An enterprise-grade solution that handles integrated disability and absence management. Great for larger organizations needing extensive customization and scale.

HRIS with Built-in Leave Tracking

• Rippling : Excellent for mid-sized companies. It allows you to track PTO and leaves, and integrates tightly with payroll and benefits, though very complex multi-tier FMLA scenarios might require careful configuration.
• Workday Absence Management : Ideal for enterprise organizations already using Workday for HRIS. It offers global leave tracking, compliance rules, and deep integration with your employee database.
• BambooHR : Best for smaller to mid-sized businesses that need a clean, user-friendly system for basic time-off and simple leave tracking without enterprise bloat.

Outsourced Third-Party Administrators (TPAs) with Software

• LeaveLogic (by ReedGroup) : Combines powerful employee-facing navigation software with professional leave management support and expert guidance.
• Matrix Absence Management : A full-service TPA option that provides robust employer and employee portals alongside dedicated leave specialists who handle the administrative and medical determinations for you.
• Sedgwick : An industry giant for total outsourcing. They provide comprehensive end-to-end FMLA/leave administration backed by proprietary intake and tracking tech.

If you'd like, let me know:

• Your company size and number of employees
• Whether you want an in-house software tool or a fully outsourced administrator
• If you operate in multiple states with distinct leave laws

I can help you narrow down the best choice for your team.

Yes. For an HR Generalist, I’d strongly favor purpose-built leave-management software over trying to manage FMLA through spreadsheets, your HRIS alone, or calendar reminders.

My top choices

🥇 If I were an HR Generalist choosing today

I'd start with AbsenceSoft, Sparrow, and Tilt for demos.

AbsenceSoft would be my first demo if your biggest concern is compliance and reducing the amount of manual FMLA administration. It handles continuous and intermittent leave, eligibility, concurrent leaves, automated communications, and more than 200 federal/state leave and accommodation laws. It also brings ADA and PWFA accommodations into the same system, which is increasingly important because leave and accommodation cases can overlap.

Sparrow would be my first choice if you're a relatively lean HR team and want a vendor that actually helps you administer the leave rather than simply giving you software. Sparrow combines its platform with leave specialists and says it automates federal, state and local filings, paperwork, notifications, leave tracking and payroll planning.

Tilt is particularly interesting if you're looking for transparent pricing and a modern employee experience. Its Professional offering includes integrations, payroll calculations, customized workflows and leave summaries; it currently integrates with systems including Workday, BambooHR, Rippling, Paycor and Paylocity.

What I'd make sure the software can do

For an HR Generalist, don't evaluate these just on "FMLA tracking." Ask whether it can handle:

• FMLA eligibility and entitlement calculations
• 12-month FMLA measurement methods
• Continuous and intermittent FMLA
• Tracking FMLA in hours/days/weeks
• Automatic FMLA designation and eligibility notices
• Medical certification and recertification tracking
• Concurrent leaves — e.g., FMLA + STD + state PFML
• State-specific programs, especially if you have employees in multiple states
• Automatic reminders for HR, employees and managers
• Employee self-service leave requests
• Document/evidence management
• Return-to-work tracking
• ADA/PWFA accommodation workflows
• Payroll/HRIS integration
• Audit trails and reporting
• Manager visibility without exposing confidential medical information

That last point is particularly important: FMLA administration gets much harder once you have intermittent leave, multiple states, STD/PFML, and accommodations occurring at the same time.

My ranking

If you have 100–1,000 employees:

1. 🥇 Tilt — excellent balance of functionality, support and cost
2. 🥈 Sparrow — excellent if you want the vendor to take more work off your plate
3. 🥉 AbsenceSoft — potentially more platform than you need, but excellent if leave complexity is high

If you have 1,000+ employees or a complicated multi-state workforce:

1. 🥇 AbsenceSoft
2. 🥈 Sparrow
3. 🥉 Tilt

One thing I'd not do is choose based primarily on the prettiest employee portal. For FMLA, the underlying compliance engine, intermittent-leave calculations, concurrent-leave logic, notices, audit trail, and state-law updates matter much more.

If you tell me (1) approximate employee count, (2) states you have employees in, and (3) your HRIS/payroll system (e.g., ADP, UKG, Workday, Paylocity, BambooHR), I can narrow this to the best 2–3 options for your specific situation and compare pricing, integrations, pros/cons, and implementation effort.