Five notice elements
Eligibility notice, rights and responsibilities notice, designation notice, medical certification request, and certification response — all present and timely, or the case does not release.
The most rigorous leave-administration desk a mid-size employer can use.
LeaveCleared assembles a documentation-complete leave case file — every statutory notice, every eligibility determination, every minute of intermittent leave tracked, and a court-ready audit trail — checked against federal FMLA regulations and each applicable state PFML statute before a certified specialist releases it.
Every subsection of 29 CFR Part 825Five statutory notice elements, gate-checkedDOL · state PFML · medical certification · usage ledgerCertified specialist release on every case5-business-day SLA
Why cases fail
A single missed notice can trigger an $80,000 lawsuit.
An employer's leave administration is only as strong as the paperwork behind it. Miss the 5-business-day eligibility notice, fail to designate leave in time, skip a required medical certification review, or lose track of intermittent leave usage against a rolling 12-month window — and a DOL investigation or employee lawsuit can follow.
Most mid-size employers run this manually, from memory, with spreadsheets and paper. The regulations have not been read end-to-end since the last time it mattered. That is exactly where compliance gaps hide.
LeaveCleared exists to close that gap with a single, exhaustive standard applied identically to every case.
42%
of employers name multi-state leave-law compliance a top challenge
The benchmark
Measured against the letter of the regulations — subsection by subsection.
We do not summarize the law and hope. Every case is scored against a versioned rule pack tied to the exact text of 29 CFR Part 825 and each applicable state PFML statute. These are the provisions each case is held to.
5-business-day clock
The eligibility notice is verified to be sent within 5 business days of the leave request, computed deterministically — never estimated.
Designation notice deadline
The designation notice is verified to be sent within 5 business days of sufficient information, with a clear statement of whether leave is FMLA-qualifying.
Medical certification review
Certification is reviewed for completeness; cure letters are sent within 7 calendar days if deficient; recertification timelines are tracked.
Intermittent leave tracking
Usage is tracked at the smallest payroll increment across a rolling 12-month window, with a running balance ledger.
Multi-state PFML claims
For each applicable state (13+DC), the case file includes state claim coordination, benefit offset calculations, and employer-administered model compliance where required.
How a case is built
Intake to specialist release, with deterministic gates the AI cannot overrule.
AI extracts and drafts. Deterministic rules — running as code, outside the model — decide what is complete. A certified leave specialist reviews and approves every determination. That order is never reversed.
01
Compliance Exposure Scan
Upload your leave policy, census data, and three recent leave cases. We return a free compliance read: which statutory elements and notices you already have, and which are missing.
02
Intake & eligibility
As your authorized clerical agent, we receive the leave request, compute eligibility against hours-worked and 12-month rules, and determine which state PFML programs apply.
03
Grounded drafting
The five statutory notices are drafted from your validated data and the regulatory rule pack into field-locked templates — no legal opinions, no invented facts.
04
Deterministic completeness gates
Notice deadlines are verified against the 5-business-day clock; medical certifications are reviewed; intermittent usage is reconciled to the payroll increment; any failure blocks release.
05
Specialist release
A certified leave specialist reviews the exception queue and signs the release. Cases involving ADA overlap or adverse employment action route to attorney review first.
06
Delivery
You receive the case file: notices, eligibility determination, medical certification review, usage ledger, state PFML claim forms, and a court-ready audit trail — ready for the employer to act on.
The bar we hold
Rigor you can measure.
100%
Specialist-released
No case ships without a certified specialist signature.
5 days
Standard SLA
From complete intake to released case file.
<1%
Critical-defect target
Tracked against a gold-standard case library.
14
Jurisdictions covered
Federal FMLA + 13 states + DC PFML, every applicable case.
Why LeaveCleared
Built to be the most thorough option a mid-size employer has.
Documentation-complete, by design
The deliverable is completeness itself — every statutory notice and tracking element accounted for or explicitly exception-coded. Nothing is left implicit.
Deterministic, not vibes
The gates that decide completeness are code, not a model's opinion. A drafting error cannot slip past a regulatory requirement.
In its lane, on purpose
We prepare documentation and run tracking as your clerical agent. We never make employment decisions, give legal advice, or communicate with employees directly.
Engagement
Flat fee, per released case. No contingency, ever.
Simple, predictable, and aligned with a documentation standard — not a percentage of any recovery.
- A free Compliance Exposure Scan before you commit — see exactly what is missing.
- One flat fee per released Leave Case Desk ($295 continuous / $495 intermittent); disclosed pass-through state filing fees.
- Optional fixed-fee attorney review for cases involving ADA overlap or adverse employment action.
- Optional monthly subscription covering the whole workforce after the first case.
FAQ
Questions, answered precisely.
Is LeaveCleared a law firm?
No. LeaveCleared, a service of Your Deputy, Obuke LLC, provides documentation-completeness services. It is not a law firm, does not provide legal advice, and does not represent you in any legal matter. Attorney review is available and recommended for cases involving ADA overlap or adverse employment action.
Do you communicate with employees or make employment decisions?
Never. LeaveCleared does not communicate with employees or make any employment decisions. The employer remains the decision-maker and the party responsible for all employee communications and any disciplinary actions.
What makes a case 'complete'?
Completeness is defined by the regulations: the five §825.300 notice elements present and timely, eligibility determined, medical certification reviewed, intermittent usage tracked to the payroll increment, and state PFML claims coordinated. Deterministic gates enforce each one before release.
How fast is it?
The standard SLA is five business days from complete intake to a specialist-released case file. The free Compliance Exposure Scan is returned much sooner and tells you exactly what is still needed.
How are you priced?
A flat fee per released case ($295 continuous / $495 intermittent), plus disclosed pass-through state filing fees. No contingency and no percentage of any recovered amount or sale proceeds.
See what's missing before it costs you a lawsuit.
Start with a free Compliance Exposure Scan. Send your leave policy, census, and three recent cases and we'll return a compliance read against every subsection of 29 CFR Part 825 and applicable state PFML statutes.
Documentation-completeness service · not legal advice · the employer makes every employment decision.