Why you can defend
When an employee or manager pushes back, you aren't reconstructing a denial from an email and a spreadsheet. You're pointing to who knew what, when.
From leave policy to a decision you can defend
LEAN applies state and employer rules to the facts you have, calculates entitlement and pay, and records the sources and reasoning behind the result.
For the people who have to defend a leave decision
Who it's for
Risk comes down when the determination is visible
The same cited trail — rule, facts, source — for every role. What changes is the risk you can now show.
What’s still missing
Your determinations are only as good as the data you have. LEAN flags what still Needs Information, asks for what's missing, and never pretends it had information it didn't.
Pay you can audit
Lookback, rate, and offsets are itemized. See who owes what, week over week, so there's never a need for a catch-up check (or a claw-back) months later.
Same facts, same results
Every determination shows the Why behind it, and who changed it over time. No more piecing together the picture across various parties.
Team only on exceptions
Eligibility and offsets are computed. The team works what still needs information, is disputed, or is unusual — not data gathering.
Leave policy you can test
Draft a change, run it on saved cases, approve it, and set the effective date. A handbook rewrite is not a hope that everyone read the same email.
Show it to counsel
When pay is questioned, you hand over a cited determination — with all the facts over time. That trail stays yours when the specialist leaves.
Cost that scales
Leave volume can grow without hiring specialists in lockstep. The team reviews exceptions. Operating cost is a model, not another headcount request.
Fewer look-it-up loops
Employees and managers get the same determination. Fewer cycles that start with “let me look that up.” That’s experience risk, not just compliance.
Leave in-house
Offer the service yourself instead of handing it to an outsourcer. LEAN computes the determination. Your team stays in the client conversation.
Revenue that scales
Each new employer is leave volume you can sell — without hiring specialists in lockstep. Take more of the book without taking more of the team.
Your chrome
Call the API from the platform you already run. Employees never leave your product. The chrome they see — and the brand on it — stay yours.
Hire, roster, survey, or API — then one answer
Stop piecing leave decisions together by hand
Facts come in from hire, roster CSV, survey, or API — there is no live HRIS sync yet. LEAN applies the program to what is known, holds when a fact is missing, and returns one decision with the reasoning attached.
What the team starts with
Hire · start date and employment Roster CSV · hours and earnings medical-certification.pdf employer-leave-policy.docx WA PFML · WAC 192-500-185 STD-offsets.xlsx Employee · leave dates Manager · work schedule What did we know last Tuesday?
assemble facts
resolve gaps
apply rules
→
What LEAN returns
Week of Feb 10
WA PFML medical
- Job protection
- Granted
- Wage replacement
- Denied
Why: Claim week is serving the waiting period. Hours are met and certification is on file.
Sources · hire · roster · certification · WAC
The audit trail
Open why on any stretch of time
Job protection and wage replacement can take different paths on the same week. The Why shows which rule fired, which facts were used, and what is still missing.
Each determination keeps the policy source, the facts, and the date they were known. You do not reconstruct the week from email.
- Status has a rule Granted, denied, needs information, or provisional names the clause that produced it.
- What was met, skipped, or missing Hours can be met, a waiting week can be taken, and certification can still be missing.
- Lanes stay independent Job protection can be granted while wage replacement is denied for the waiting period.
The trail is written when the decision is made. Later facts do not rewrite what was known then.
Week of Feb 10
Partial
open why · status
-
Claim week is serving the waiting period path taken
-
Program requires a 7-day waiting period
-
Leave start 2026-02-10
-
Claim week begins Sunday · 2026-02-08
-
-
-
Already satisfied for this stretch not what blocked pay
-
Hours threshold met
-
Medical certification on file
-
-
Job protection for the same week granted
Trust
The engine decides
A chat does not invent eligibility. The rules compute the leave. Navigator answers from that result.
Who can see pay and medical
Role checks and server-side masking keep compensation and medical facts off screens that should not see them.
Determinations API
The same engine that draws the timeline can be called from another product. Surveys, Why, and the recorded result stay attached.
Weekly entitlement
Audit the math, skip the spreadsheet
Open the weekly breakdown: wage history, lookback, rate tiers, and payer offsets. The same Why that explains status also explains amount.
Stacked PFML, STD, and employer top-up is one weekly result. Open why to see each line, not a cell in a shared workbook.
- Incomplete lookback If the wage window is short or a fact is missing, the week holds instead of inventing a rate.
- Zero earnings vs missing A sabbatical quarter with no pay is not the same as a quarter nobody loaded. The engine keeps them apart.
- Offsets, itemized State PFML, short-term disability, and employer-paid leave are calculated together and shown as separate lines.
LEAN computes gross entitlement. Paycheck withholdings stay in payroll.
Week of Jan 5
$1,000 this week
open why · amount
-
STD pays $600 60% of weekly wage
-
State PFML adds $150 offset by STD already paid
-
PFML computed $750 before offset
-
Week straddles rate tiers $500 @ 100% + $500 @ 50%
-
Weekly wage $1,000 from lookback
-
Lookback extended past two leave quarters
-
$39,000 over 3 paid quarters
-
Sabbatical quarter excluded zero earnings — not missing
-
-
-
-
Employer tops up $250 to full weekly wage
Engine
Intake to timeline
Navigator answers questions. The engine computes the leave. Open cases, review determinations, and watch the timeline from one desk.
Watch a case move through intake, employee questions, HR review, and timeline.
Policy lifecycle
Policy changes should be testable
Draft the rule in language a policy expert can review, test it against saved cases, choose when it takes effect, and preserve the decisions made under earlier versions.
Draft a reviewable rule
Build structured rule clauses using the terms your statute or handbook already uses.
Test it with saved cases
Run reusable scenarios with expected outcomes before a policy change reaches live cases.
Approve when it takes effect
Save changes as a draft, put them through your review path, and set the effective date explicitly.
Replay what applied then
Return to an earlier date and see the facts and determination available at that time without replacing the recorded result.
Statute Coverage
Currently supported jurisdiction coverage
New jurisdictions coming soon, including municipalities.
Programs in the engine
- Nationwide
- FMLA, ADA
- California
- SDI, PFL, CFRA, PDL
- Colorado
- FAMLI
- Connecticut
- Paid Leave, Paid sick leave
- New Jersey
- NJFLA
- New York
- SDI, PFL
- Oregon
- Paid Leave Oregon, OFLA, OMFLA
- Washington
- PFML
Bring us a leave your team had to reconstruct
We’ll model the decision, calculate the result, and show where each part came from.
No spam. We’ll reply with a calendar link.