Cocoon | Software for managing leave accommodations
Leave accommodations without the headache
Cocoon streamlines leave accommodation requests, review processes, and tracking to take the time and confusion off your team’s plate.
Simplify ADA and PWFA leave accommodation requests
If employees are not eligible for leave under FMLA or state laws, we’ll guide them through each step of submitting a leave accommodation request right in Cocoon.
Cut the confusion. Streamline the “interactive process.”
Cocoon collects information from employees and instantly surfaces it for People teams’ review. Admins can then approve, deny, or request additional details—all within a matter of clicks in the Cocoon Dashboard.
Accommodation and FMLA leaves—all in one platform
No one likes switching between multiple tools all day. With Cocoon, manage and track leave accommodations under the Americans with Disability Act (ADA) and the Pregnant Workers Fairness Act (PWFA) in the same platform as your FMLA leaves.
See our leave accommodation experience in action
Leave accommodations in Cocoon
Leave as an accommodation
See how Cocoon makes the request and review processes a breeze
Take the tour
How Cocoon reduced administrative burden and gave employees an intuitive experience
“It’s not just about having Cocoon, it’s about really trusting Cocoon, its software and processes, to take care of our employees and give them more ownership over their leave. We’re still involved in the process, but in a much more meaningful way."
Sarah Robillard
Senior Benefit Analyst at ActiveCampaign
FAQs
What is the Pregnant Workers Fairness Act (PWFA)?
The Pregnant Workers Fairness Act (PWFA) requires that all employers with 15 or more employees provide reasonable accommodations for a qualified applicant’s or employee’s known limitations related to pregnancy, childbirth, or related medical conditions unless the accommodation will cause the employer “undue hardship.”
Does Cocoon handle the transition from medical leave to an ADA leave accommodation?
Short answer: yes. There are two ways Cocoon will prompt employees to explore a leave accommodation under the Americans with Disabilities Act (ADA). 1) If an employee does not qualify for medical leave based on applicable leave laws and your company policy, and 2) If the employee tries to extend a medical leave but has exhausted all their time under applicable leave laws (known as “entitlements”) or your policies. In either scenario, Cocoon will prompt employees to consider a leave accommodation and walk them through their options and the process.
What’s considered an “essential job function” under the ADA?
These are often (unhelpfully) defined as the basic job duties. This phrase exists to ensure that anyone with a disability will not be deemed unqualified because of their inability to perform marginal job functions.