By Tim Huff
President & CEO, TLG
Twenty years ago this year, in 2005, I stepped away from my job as a cube-dwelling IT Analyst at Walt Disney World for sixteen months. I wasn’t moving to another role, going back to school, or even taking a sabbatical. I was deploying to Afghanistan with the U.S. Army.
Leaving my career behind for that long was a daunting prospect. I wondered what it would mean for my future at Disney. Would my team be supportive? Would I come back to the same opportunities? Would my employer see me as a disruption rather than a contributor?
To this day, I remain deeply grateful for how Disney handled that season of my life. They didn’t just comply with the letter of the law; they embodied the spirit of support. They smoothed my transition out of the company, ensured my family was cared for while I was away, and welcomed me back with open arms when I returned. There was no sense of penalty for stepping away. Instead, there was respect, appreciation, and an intentional effort to reintegrate me smoothly.
And I will never forget my colleague, Fred, who literally gifted me a week of his vacation time so I could spend more time with my family before I left.
That experience cemented my loyalty to Disney and shaped how I think about leadership. Extended leave, whether military, medical, family, or otherwise, isn’t just an HR exercise. It’s a cultural moment… it reveals what an organization truly values and how leaders truly lead.
A Family Connection Today
This topic feels especially close to home again right now. My daughter-in-law just had a baby a few days ago and is taking FMLA leave. Watching her step away from work has stirred the same questions I had years ago: Will her employer truly support her? Will they see her as a whole person navigating an emotional and exhausting season… or as a cost center to be minimized?
Fortunately, her employer is doing it right. They are treating her with empathy and respect, not just legal compliance. That makes all the difference. A new mother isn’t just away from work; she is adjusting to life-changing responsibilities, navigating physical recovery, and juggling emotions that range from joy to exhaustion. When an employer meets that moment with understanding, it builds trust and belonging that last long after the leave ends.
Why Empathy Matters More than Compliance
Too often, extended leave is viewed as an operational inconvenience: someone has to cover the workload, deadlines may need to shift, and budgets may get tight. The default response becomes: How do we manage this disruption with the least cost?
But there’s a better question: How do we make this a moment of trust?
Compliance is the baseline. It’s necessary, but it’s not sufficient. Leaders who stop at compliance treat leave as a transaction, but leaders who lead with empathy treat it as a relationship.
Employees notice the difference, and so do their families. And so does everyone else on the team who is watching closely to see how their organization responds. Get it right, and you strengthen culture, loyalty, and engagement. Get it wrong, and you create scars of distrust that can linger for years.
Practices for Supporting Extended Leave with Empathy
So what does it look like to lead with empathy when someone takes extended leave? Here are a few practical practices that make a big difference:
- Prepare with empathy. Before the leave begins, meet with the employee. Ask how you can best support them. Reassure them that they are valued, their contributions matter, and the organization will be here for them when they return. That message of belonging can ease anxiety in a powerful way.
- Stay connected appropriately. Extended leave is not radio silence, but it’s also not a time for constant work updates. A thoughtful card, a quick text saying “We’re thinking of you,” or a team gesture of support goes a long way. The key is connection without pressure.
- Support families, too. Disney taught me this lesson well. When they extended care to my family during my military deployment, it communicated that they saw me as a whole person, not just an employee ID. Leaders today can do the same: a meal delivered, a baby gift, or simply asking, “How’s your family doing?”
- Plan reintegration with care. Returning from extended leave is often harder than people expect. Whether it’s a new parent coming back after sleepless nights, a veteran returning from deployment, or someone recovering from illness, the transition takes patience. Leaders can set expectations that it may take weeks or months to fully readjust, and that’s okay.
- Celebrate the return. Acknowledge the transition openly. Welcome the employee back publicly and encourage the team to celebrate! That simple recognition can remove stigma and help the employee feel embraced rather than “behind.”
A Leadership Test of Character
At Turknett Leadership Group, we often talk about our Leadership Character Model: Integrity, Respect, and Responsibility as the core attributes of strong leadership. Extended leave is a crucible where these attributes are tested.
- Integrity means keeping promises, doing what’s right, and not looking for shortcuts at an employee’s expense.
- Respect means treating people as whole human beings, not just workers filling a role.
- Responsibility means owning the culture you’re creating, not just the metrics you’re managing.
When leaders lean into these attributes during extended leave, the results ripple across the entire organization. People see that they are valued beyond their output. They see that leadership character is not just a model on the wall but a lived reality.
Closing Reflection
Looking back, I will never forget how Disney supported me during my long (and life-changing) sixteen months away. And today, I take comfort in seeing my daughter-in-law supported well as she begins her journey into motherhood. Two very different stories, twenty years apart… but both remind me of the same truth.
When someone steps away from work, what they will remember most is not the policy language or the legal paperwork; they will remember how they were treated.
Leaders, that’s the moment of truth. Lead with empathy. Care for the person, not just the role. Do that, and you won’t just comply with the law, you’ll build loyalty, trust, and a culture that endures. And that’s a what truly matters!
Thanks,
Tim
