What you need to know
You just had a baby. Your mom is sick and needs a caretaker. You’re dealing with major personal matters. You have a serious illness. There are plenty of reasons you may need to be away from work for more than a week. That’s where a leave of absence comes in.
Initiating a leave of absence
Let’s get this show on the road! The first thing you need to do before going on leave? Tell us you’re leaving! Whenever possible, please complete these steps at least 30 days before your first day of leave:
- Call Unum, the Workday leave administrator, at 866-865-9092 to arrange the dates of your leave.
- Visit LeaveLogic, Unum’s self-service tool, to process your leave request. The online tool will show you next steps, laws that apply to your leave, and more.
- Call Unum back, and verify that your leave request went through. Unum will assign you a leave specialist, who will be your point of contact throughout your leave.
It can’t be that easy, right?
Alas. Leaves of absence involve your pay, your benefits, your job protection, and a bunch of state laws. We’ve consolidated all the information to make it as simple as possible. Use the Leave of Absence Decision Tree to help you figure out which type of leave is right for you. Use the Leave of Absence Playbook as a manual for your leave from start to finish.
View Leave of Absence Decision Tree View Leave of Absence Playbook
Types of Leave
Dealing with a disability or health condition? Pregnant? If you work 20 hours or more per week, you’re eligible for a paid leave.
To learn more, check out the medical leave diagram for California Workmates or medical leave diagram for outside California, and get details on your disability benefits.
Getting ready to have a baby? If you work 20 hours or more per week, you’re eligible for a paid leave.
To learn more, check out the pregnancy leave diagram, and get details on your disability benefits.
Want to take more time to bond with your new baby? Check out the new-parent time off section below.
New parent time off
Following the birth or adoption of your child, you can take up to 12 weeks of new-parent time off. Take it a day at a time, a week at a time, or whatever works for you—even all 12 weeks at once. Just be sure to work out your schedule with your manager, and use all 12 weeks within the first year after the birth/placement.
This is not a leave administered by Unum. You’ll just enter the time in Workday—the new-parent time off option will appear after you enter your new dependent in Workday. You’ll receive 100% of your base pay, and your benefits will continue as usual.
To learn more check out the New Parent Time Off FAQ and Workspace.
Family care leave
If you need to care for a sick family member, you can take a paid family leave (PFL).
To take a PFL, your family member’s medical documentation will need to be reviewed. This will require a certification from the physician.
To learn more, check out the family leave diagram, and get details on your paid family leave benefits.
If it’s medically necessary for you to care for a seriously ill family member, or if you’re seriously ill and unable to work, you can take a leave in blocks of time or reduce your normal work week schedule, as defined by your physician.
You can take one personal leave within a rolling 12-month period. During a personal leave, your job is not protected, you will not be paid, and the leave can last no more than 90 days.
Talk with your manager if you’re thinking about taking a personal leave. A personal leave is not managed by Unum.
To learn more, check out the personal leave diagram.
Extended personal leave of absence
Want to take an extended leave or undertake special projects outside of Workday? You can request an extended personal leave. This leave begins after you’ve completed 90 days of personal leave, with a maximum combined leave of 12 months. To learn more, review the employee handbook and the personal leave diagram.
If you’re serving in the armed services, Workday wants to support you in every way possible. If you take a military duty leave, your length of service with Workday will continue to accumulate, and your benefits will continue as required by applicable law.
If you’re called to duty, Workday will continue to pay your full salary—minus any military pay you receive—for up to five years.
- During the first 30 days of your time away, you’ll receive your regular base pay. Just record your time in Workday using the Military Time Off (MTO) code.
- On the 31st day, your Military Leave of Absence (MLOA) will begin, and Workday will pay your regular wages minus the amount you receive as Military Basic Pay. Just submit a copy of your first Leave and Earning Statement (LES) to Workday as soon as it’s available. Then, your top-up pay will be issued on your regular pay cycle for the rest of your leave.
To learn more, check out the military leave playbook and the FAQs.
While you’re on leave
- Spend your time on leave to care for yourself and your family. You will retain access to your Workday email and other applications, but you’re not expected to work or to check email. If you have questions, submit a People Guide Request.
- If your network password expires while you’re on leave, you may not be able to access your laptop. Contact Business Technology at 877-951-9348 for password help.
- Any pay you’re eligible for will be paid by Unum. You may set up direct deposit with Unum.
- Your benefits will continue during your leave. You will repay any missed contributions via payroll deductions when you return to work.
- Deductions for your HSA, Dependent Care FSA, 401(K) or ESPP will stop while you’re being paid through Unum. However, if you receive eligible earnings (e.g., bonus or commission) from Workday during your leave, your current 401(K) and ESPP deductions will be made. If you have any questions or changes (e.g., a new return-to-work date), call Unum at 866-865-9092.
- PTO or FTO cannot be used to extend a leave at the beginning or end.
- If you miss work for more than seven days for health reasons, you must make a medical leave claim.
- Learn more about leaves of absence in the employee handbook.