Leaves
Paid and unpaid leave programs are available if you need time away from work for a variety of reasons, such as becoming a new parent, health conditions, caring for a sick or injured family member, or other personal reasons.
On this page, you’ll find information about types of leave, eligibility, how to apply, how you get paid while on leave, and more. For information about Short-and Long-Term Disability, visit the Disability page.
Types of Leave
Family and Medical Leave
The Family and Medical Leave Act (FMLA) allows up to 12 work weeks of unpaid, job protected leave in a 12-month period. If you work at a Washington, D.C. location at least 50% of the time, you may be eligible for an additional four weeks of FMLA.
You’re eligible for FMLA if you have worked for at least 12 months and 1,250 hours during a 12-month period. For example, if you were hired April 1, 2023, and regularly scheduled to work 40 hours per week, you’d be eligible for FMLA effective April 1, 2024.
Qualifying reasons for FMLA:
- Birth and care of a newborn child
- Adopting or fostering a child
- Caring for a child, spouse or parent who has a serious health condition
- A serious health condition that makes you unable to perform the functions of your job
- Military exigency or to care for a covered service member
Leave of Absence
If the reason for your time away from work isn’t qualified under FMLA, or you have used up all available FMLA, you may request a Leave of Absence (LOA).
All employees are eligible to apply for an LOA. Your position is not guaranteed upon your return to work and is subject to current staffing needs and availability.
An LOA is for an absence that’s more than 14 calendar days. The maximum length of an LOA is six months, including any FMLA period, except for certain medical leaves that extend beyond six months. This leave cannot be used intermittently.
There are many types of LOA:
- Health: an unpaid leave for when you have a serious medical condition that does not qualify for FMLA, or if you have used up all available FMLA hours. Health LOA is considered an Americans with Disabilities Act (ADA) job accommodation.
- Dependent Care: an unpaid leave for when you need to care for an immediate dependent for a reason that does not qualify for FMLA, or if you have used up all available FMLA time. Dependent care LOA also includes up to four weeks of bonding time for new parents after the birth or adoption of a child. Proof of dependent relationship is required.
- Personal: an unpaid leave to attend personal, non-health related needs or emergencies. This leave is subject to department approval, and supporting documentation may be required. You must use all your paid time off before you can apply for a personal LOA.
Notes while on Health or Dependent Care LOA:
- Your medical, dental, vision, healthcare flexible spending account, life and AD&D insurance will continue while you’re on LOA. You must pay your premiums directly.
- If you’re enrolled in voluntary benefits, such as MetLife, Unum, etc., you need to pay the insurance carrier directly to continue these benefits while on LOA.
Bereavement Leave
See the Bereavement policy on the policy library (HPO) for more information.
Paid Parental Leave (PPL)
Paid Parental Leave provides temporary income replacement for employees who are on FMLA or a LOA in order to welcome a new child into their family through birth or adoption. This includes paid time off for male and female parents and is inclusive of birth recovery and bonding time. To calculate your total available hours for PPL, multiply what percent FTE you are by 160. For example
You’re eligible for PPL if you:
- had 12 months of continuous employment prior to the birth or adoption, and
- are regularly scheduled to work at least 30 hours per week.
Limited and Casual/On Call employees are not eligible for PPL. PPL runs concurrent with your leave and is not an extension of your FMLA or LOA.
Education Leave
Education Leave provides unpaid time away from work to attend college full time in order to complete a degree program from an approved, accredited institution.
Education Leaves are subject to department approval. All paid time off must be exhausted before you can apply for an Education Leave.
Military Leave
Military Leaves allow eligible employees time away from active employment for the purpose of serving in the Armed Forces of the United States or with a Reserve or National Guard component, or the commissioned corps of the Public Health Services or other category designated by the President, in accordance with applicable law. Military Leaves, unlike other leave types, may be provided for up to five years, maximum. You may use your paid time off during a military LOA.
For more detailed information, see the Military Leave policy .
How leaves work with other benefits
Depending on which type of leave you take, other benefits may be used at the same time and can’t be delayed until the end of your leave. See which types of leave run concurrently with other benefits.
How to request a leave
- Notify your director or manager of the need to take a leave of absence.
- Submit your request Sedgwick at timeoff.sedgwick.com or by calling 844-263-3121.
- Provide supporting documentation (if required) by the deadline:
- Your director or manager will determine approvals for personal, education, and dependent care leave requests.
- Sedgwick will determine approvals for all other leaves.
Note: Disability benefits replace a portion of your income if you’re unable to work for an extended period of time due to illness or injury. Learn more.
How you are paid while on leave
The way you’re paid while on leave depends on which type of leave you take.
Return to work process
Follow these steps through Occupational Health in order to return to work:
- You must get a note from your physician that lists your return-to-work date and any restrictions or accommodations you may need, and how long you may need them.
- Call Occupational Health two weeks before your expected return date to schedule an appointment about returning to work. Occupational Health will tell you what documentation you need. Bring the return-to-work information from your physician to this appointment.
- Occupational Health will notify your manager or director if you have been cleared to return with or without restrictions or accommodations.
- If you’re not cleared to return to work, contact Sedgwick to extend your leave.
- If you are cleared, you must contact Sedgwick (leaves, STD) and MetLife (LTD) to close out your leave and disability.
Note: Sedgwick does not return employees to work. You must be cleared through Occupational Health in order to return to work.