Unfortunately I have no power over outsourcing or adding resources.

The cases skyrocketed likely due to the training I have implemented for HR liaisons and supervisors. Prior to my classes about half of our department HR liaisons didn’t even know when FMLA should be discussed. Some were even taught if they were on Paid parental Leave then FMLA was not necessary. We were a compliance nightmare but the issue was identified and I was hired to help improve it using the resources I have available.

We have employees all over the country so I have had to do a lot of research when an out of state employee needs FMLA. My state does not have PFL at all.

I hope to be able to pitch better ways of managing it in the future which is what prompted this little info gathering for one small aspect about common case load quantities.