Clear answers about working with Harlo.

Harlo provides leave administration, accommodation management, compliance assessments, and workforce compliance advisory support. The specific scope is tailored to each organization’s needs and engagement.

Harlo supports growing and established employers that need greater expertise, consistency, or capacity within their leave, accommodation, and workforce compliance processes.

The right fit depends on the organization’s workforce, locations, current resources, and support needs rather than employee count alone.

Yes. Harlo can provide complete administration or focused support alongside internal HR, benefits, payroll, operations, employment counsel, and other partners.

The engagement is designed around the responsibilities Harlo will manage and the areas the employer will retain.

Not necessarily. Organizations may engage Harlo for one solution or combine services when a connected approach would create a clearer experience.

Depending on the engagement, Harlo may communicate directly with employees regarding intake, documentation, process requirements, status updates, and next steps.

The communication approach and Harlo’s responsibilities are established before services begin.

Harlo can support organizations with employees across multiple states. The scope depends on workforce locations, applicable requirements, and the services included in the engagement.

Yes. Harlo can help employees understand programs and benefits that may be available during leave, including state disability, paid family leave, short-term disability, and employer-provided paid time off.

Eligibility and payment decisions remain with the responsible employer, insurer, plan administrator, or government agency.

We begin by learning about the organization, workforce, current process, existing partners, and the challenges creating the greatest concern.

Harlo then recommends an appropriate scope of support, responsibilities, implementation approach, and next steps.

Pricing depends on the selected solution, workforce size and location, anticipated volume, process complexity, existing infrastructure, and the responsibilities included in the engagement. Harlo provides pricing after an initial discussion and scope review.

No. Harlo is not a law firm and does not provide legal advice.

Harlo provides workforce compliance guidance, process administration, documentation support, and operational observations. Employers remain responsible for employment decisions, policy determinations, and legal compliance.

When legal interpretation is needed, Harlo helps clients recognize that need and coordinate with qualified legal counsel.

No. Employers retain responsibility for employment and accommodation decisions.

Harlo can manage the process, gather and organize relevant information, document the interactive process, and provide practical observations within the agreed scope.

No. Those decisions are made by the responsible employer, insurer, plan administrator, or government agency.

Harlo can help employees understand available programs, application steps, and how different benefits may work together.

Harlo treats employee and organizational information with care and limits its collection and use to what is appropriate for the services provided.

Specific confidentiality, access, communication, retention, and security responsibilities are defined within the client engagement and based on Harlo’s implemented practices.