Paid Time Off (PTO)
Job-protected. You’ll have your old job or an equivalent if you return within 12 weeks.
Not job-protected. You may not have the same job available when you return from this type of leave.
Paid benefits may be available while on an approved leave of absence. See the Leave of Absence or People Policies pages for eligibility.
Paid time away for just about anything: holidays, family time, personal needs and sickness.
- Regular PTO (all locations)
- Protected PTO (Stores, Clubs, and Supply Chain only, plus other locations where required by law)
Time away to care for yourself or your family.
- Your own condition – up to 12 weeks
- Birth, adoption, or foster care placement – up to 12 weeks
- Military care/emergency – up to 12 weeks
To be eligible for Family and Medical Leave, you must have worked at least 12 months and 1,250 hours.
May be used intermittently or continuously
CA, CT, D.C., HI, MA, NJ, NY, RI, WA – varies
Non-discretionary
- Medical – up to 52 weeks
- Extended family care – up to 12 weeks
- Worker’s compensation – up to 52 weeks
- Spouse/partner, military – up to 4 weeks
- Spouse/partner, expat – duration of assignment
- ADA reassignment – up to 90 days
Discretionary
- Family care – up to 52 weeks
- Parental – up to 52 weeks
- Bereavement – up to 12 weeks
- Transfer – up to 4 weeks
- Education – up to 52 weeks
- Compelling reason – up to 12 weeks
- Quarantine or Isolate – Up to 12 weeks
Use regular PTO for just about anything: holidays, family time, and personal needs. You can use regular PTO to be paid for an unplanned absence, but the absence may result in an attendance occurrence unless it is protected by other policies, such as the FMLA. The longer you work for Walmart, the more PTO you can earn. You’ll use the GTA Portal to request time off and have it approved. Be sure to follow the guidelines for your facility when you request PTO. For more details see the Hourly PTO page.
Use Protected PTO when you have an unplanned absence, like if you’re out sick or need to care for family. PPTO gives you absence protection which means that the absence will not go on your attendance record.
You’ll use the GTA Portal to request to use PPTO. You can also use PPTO for planned absences. If you don’t have enough regular PTO to get paid for a time off request, the system will automatically use your PPTO. Protected PTO is available to Store, Club, and Supply Chain associates, plus other locations where required by law. For more details see the Hourly PTO page. You can also learn how PPTO works in the PPTO FAQs.
If you’re eligible, this type of leave lets you take up to 12 weeks of job-protected time away from work for a qualifying reason. These can include:
- Your own serious medical condition or that of a family member
- Birth, adoption, or foster care placement
- Military family care or a family member’s military active duty.
The details are defined by the Family and Medical Leave Act (FMLA), so for more information, see the Family and Medical Leave Act policy. You’re eligible for this type of leave if you have:
- Worked for the company for 12 months; and
Worked at least 1,250 hours in the 12 months before your leave begins.
Some states also provide leave options for family and medical needs with different reasons, durations, and eligibility requirements. See State and Local Paid Leave.
For more details see the Leave of Absence pages.
Several states and cities have their own rules for job-protected, paid time away from work for personal and family reasons. If you work in one of these areas, see your state’s website for more information. Keep in mind that even if you access these programs through your state, you’ll also need to visit mySedgwick.com to request a leave of absence.
California offers paid time away for the following reasons:
- California Paid Family Leave (CA PFL) offers up to eight weeks of paid leave to welcome a new child, care for family members with medical needs, or take leave because of a family member’s military deployment.
- California State Disability Insurance (CA SDI) offers up to 52 weeks of paid leave if you have an illness, injury, or pregnancy.
To access the program, file a claim directly with the state’s website.
Connecticut’s Paid Leave Program (CTPL) offers paid time away from work so you can care for yourself and your family members during difficult times. Benefits become available beginning Jan. 1, 2022. To access the program, contact the state’s website.
District of Columbia Paid Family Leave (DC PFL) offers paid time away in certain circumstances:
- Up to 12 weeks of paid leave for your own medical condition.
- Up to 12 weeks to care for another family member.
- Up to two (2) weeks to receive prenatal care (these two workweeks are included as part of the 12 weeks of paid medical leave).
- Up to 12 weeks to welcome a new child through birth, adoption, or foster care placement.
You're eligble if you've spent more than 50% of your time working in the district over the last year. There are no requirements for minimum hours or length of service. To access the program, apply on the district's website.
Hawaii Temporary Disability Insurance (HI TDI) offers paid time away from work to care for themselves in certain circumstances. If eligible, associates can take up to 26 weeks if they have a serious illness or injury. To access the program, contact Sedgwick at 800-492-5678 or mySedgwick.com.
Massachusetts Paid Family and Medical Leave (PFML) offers:
- Up to 12 weeks to welcome a new child through birth, adoption, or foster care placement.
- Up to 20 weeks if you have a serious illness or injury.
- Up to 26 weeks to care for a family member who is a covered service member.
- Up to 12 weeks to provide support when a family member is on active military duty or has been notified of an impending order to active duty.
- Up to 12 weeks to care for a relative with a serious illness or injury (beginning July 1, 2021).
To access the program, contact the state’s website.
New Jersey Family Leave Insurance (NJ FLI) and Temporary Disability Insurance (NJ TDI) offer up to 12 weeks of paid leave to care for yourself or your family members. To access the program, contact Sedgwick at 800-492-5678 or mySedgwick.com.
New York Paid Family Leave (PFL) offers up to 12 weeks of paid leave to welcome a new child, care for family members with medical needs, or take leave because of a family member’s military deployment.
To access the program, contact Sedgwick at 800-492-5678 or mySedgwick.com.
Rhode Island Temporary Caregiver Insurance (RI TCI) and Temporary Disability Insurance (RI TDI) offer paid time away from work to care for themselves or their family members:
- Up to 30 weeks if you have a serious illness or injury.
- Up to 5 weeks to care for a seriously ill family member or to bond with a newborn child, adopted child or foster child. Beginning Jan. 1, 2023, up to 6 weeks of benefits will be available for these reasons.
To access the program, go to dlt.ri.gov/tdi.
Washington State Paid Family and Medical Leave (PFML) offers:
- Up to 12 weeks of paid leave to care for yourself or a family member.
- Up to 16 weeks total for family and medical events in one year.
- Up to 18 weeks combined medical and family (child bonding) for complications due to pregnancy.
To access the program, file a claim directly using the state's website. You can also check out this Quick Reference Guide.
For more details see the Leave of Absence pages.
- To review the latest updates to our COVID-19 related time off policies, please visit the following links:
To find information about the vaccine, hear stories from other associates, and find your nearest vaccination site, visit One.Walmart.com/COVID19
Military leave allows you to take time off work for your military service. You may be eligible for up to 30 days of pay per calendar year with the paid military benefit. After that, you may be eligible for up to 12 months of differential pay per continuous leave if your military pay is less than your Walmart pay. You’ll need to provide your military orders to receive pay.
For more details see the Military/Uniformed Services Policy.
If you need to be away for more than three days, personal leave allows time away from work for a qualifying reason. These can include:
- Medical conditions (yours or a family member’s)
- Birth, adoption or foster care placement
- Extended family member care
- Expatriate spouse/partner leave (related to international relocation)
- Military spouse/partner (to accompany your spouse/partner, or attend to family/personal matters if spouse/partner is a U.S. service member called to active duty or to care for a military spouse or partner
- Americans with Disabilities Act (ADA) reassignment
- Educational Leave
- Bereavement (when more than three days are needed)
- Compelling reasons
- Quarantine or Isolate due to COVID-19
Some types of leave are job-protected, which means you will be returned to your position or an equivalent position; however, your role may be temporary filled until you return. For more details see the Personal Leave of Absence Policy.
Short-term disability
If you have a serious medical condition requiring a leave for more than seven calendar days, you may qualify for short-term disability. This paid benefit can replace some or all of your income for up to 25 weeks after a waiting period of seven calendar days. When you apply for leave, your leave specialist will let you know if you’re eligible for short-term disability and help you file a claim. As a full-time hourly associate you must have 12 months of employment to be eligible.
Maternity benefit
If you’re a new mother, this benefit provides up to nine weeks of protected paid time away from work at 100% of your base pay after an initial waiting period of seven calendar days. Because this benefit is part of your short-term disability coverage, you’ll need to file a claim with Sedgwick. It’s important to file before the baby’s due date to make sure your benefits are paid right away.
See the Associate Benefits Book for more information about your benefits and eligibility.
This benefit gives moms and dads up to 100% of your base pay (or average daily pay for drivers) for up to six weeks while you’re on an approved parental leave for the birth, adoption, or foster care placement of your child. If you’re a new mother, you may take parental leave immediately following your maternity benefit, for a total of 16 weeks of continuous paid leave (when you use PTO to cover the seven-day waiting period).
For more details see the Parental Pay Policy page.
PTO, here we go!
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