Sell Leave and Accommodation Playbooks for Managers

1. 1

   Catalog the twenty dangerous moments

   An employee mentions surgery, a pregnancy, a mental health crisis, a sick parent; asks to work from home as an accommodation; discloses a disability mid-performance-review. Each becomes a playbook: what this may trigger legally (FMLA, ADA interactive process, state paid leave), what a manager should say, what they must never say, what to document, and when to escalate immediately.

2. 2

   Write for the manager's 90 seconds

   One page per scenario, script-first ('Thank you for telling me. I want to make sure you get the right support, so I'm going to connect you with...'), searchable by the sentence the employee just said. The product's genius has to be findability under stress, not comprehensiveness.

3. 3

   Get attorney review and say what you are

   An employment attorney reviews every playbook and each carries the line: educational guidance, not legal advice; consult counsel on specific situations. This is both the legal boundary and a sales asset; attorney-reviewed is the phrase that closes the deal with owners who know enough to be scared.

4. 4

   Handle the state patchwork deliberately

   Federal FMLA and ADA form the spine, but state family leave programs, pregnancy accommodation laws, and paid sick leave rules vary enormously. Version by state, date-stamp everything, and maintain on a legislative calendar; the update discipline justifies annual pricing.

5. 5

   Price as insurance arithmetic

   An annual company license priced well under one hour-of-litigation, tiered by headcount. The pitch writes itself: a single manager sentence ('we need someone reliable right now') can become a six-figure claim, and this toolkit exists to keep that sentence unsaid.

6. 6

   Distribute through the trusted middle layer

   Fractional HR consultants, payroll and PEO providers, employment law firm newsletters, and management training companies all serve your buyer and need content exactly like this; white-label and revenue-share arrangements scale distribution that direct sales cannot.

Do not take our word for the money. Put your own numbers in and see what this idea has to earn before it works. Free, instant, no account needed.

Best for: An HR practitioner, employment paralegal, or clear-writing generalist who partners with counsel for review

Not for: Anyone who would skip attorney review, builders unwilling to maintain a state-by-state legislative calendar, and those who prefer selling to enterprise HR over the underserved small-company manager.