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What are HR's responsibilities during a PWFA leave request in Tilt?

What's expected of HR during the PWFA leave process

Quick answer
 HR teams are responsible for reviewing PWFA paperwork, engaging in the interactive process with the employee, making the final accommodation decision, and communicating that decision to both the employee and Tilt. Tilt cannot make this decision on HR's behalf.

Who this applies to / Prerequisites

  • HR teams handling a PWFA leave request that falls outside the automatic 6–8 week postpartum approval.

Key facts

  1. HR must review the PWFA paperwork Tilt sends to the employee/healthcare provider and determine whether the employee has a qualifying limitation, or whether more information is needed.
  2. HR must engage in an ongoing interactive process conversation with the employee about potential accommodations, whether they're reasonable, and any alternatives if not.
  3. HR must make the final accommodation decision — Tilt, as a third party, cannot engage in the interactive process or decide on leave or any other accommodation on HR's behalf. Tilt recommends consulting legal counsel throughout the process.
  4. HR must communicate the decision (approval, denial, or requests for more information) to both the employee and to Tilt.
  5. Once HR communicates an approval, Tilt tracks that leave time in Tilt's online platform.

What if it doesn't work

  • I'm not sure whether a request qualifies as undue hardship: Consult your legal counsel — Tilt cannot advise on or make this determination.
  • I need to update a decision I already gave Tilt: Contact your Customer Success Manager.
  • If none of these apply, contact your Customer Success Manager.

Limits and exceptions

  • Tilt cannot make accommodation decisions, engage in the interactive process, or provide legal advice — these remain the employer's responsibility.
  • Tilt does not currently support non-leave (workplace) accommodations, even though some workplace accommodations (e.g., extra water/restroom breaks) are generally expected to be granted without paperwork under PWFA.

Related questions

  • How does Tilt handle PWFA leave requests outside the postpartum period?
  • Who decides whether a PWFA accommodation is granted?
  • Who do I contact with PWFA questions as an HR team?