What Are The Main Types of Voluntary Leave from Work?
A leave from work is an option for employees to take time off from work when dealing with exceptional circumstances, such as a serious health issue, the death of a family member, or a new child. Companies all over the world provide different types of leave from work to their employees. These leaves of absence are either mandatory (required by law) or voluntary (provided at the employer’s discretion). Both types can be paid or unpaid according to the employer and federal and state laws. Federal and state regulations strictly protect mandatory leaves of absence, whereas voluntary leaves are set by employers, who establish their own rules.
Sometimes, employers can include additional types of leave from work in the company’s leave policy and become more attractive to the employees. Thus, it is essential to have a solid understanding of all types of leave from work to stay compatible as a business and be well-informed as an employee.
Now, let’s discuss several kinds of voluntary leave of absence, what they are, who qualifies for them, and how they function.
Which Are The Main Types of Voluntary Leave from Work?
Annual Leave (around 10 days of paid vacation each year)
Annual leave, or as it is also called “vacation leave,” is not required by the US federal law, however, many companies do offer paid annual leaves to appear more competitive in the market. Vacation leave allows employees to take a set number of paid days off within one business year. Generally, local labor laws and employment contracts determine the duration and the procedure of applying for annual leave. The primary purpose of this leave is to provide the employees some time to rest and recharge.
Sick Leave (up to 12 weeks of unpaid leave each year)
Taking time off work to recover from an ailment is also called sick leave. Federal law does not require sick leave. The law only mandates unpaid sick leave under the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). However, a number of states do mandate employers to provide compensated sick leave to their employees.
According to the U.S. Bureau of Labor Statistics, 78% of US employees have a contract with their company that guarantees paid time off in the event of illness. When the employer provides paid sick leave, the employee should work to earn a specific amount of time for every hour, week, or month on the job. A half-day is earned each month on the work, or six days each year.
Maternity Leave (up to 12 weeks of unpaid leave)
Maternity leave is a time period provided to new mothers to take care of their newborn. Amazingly, the United States is one of only 3 countries that does not provide mandatory paid maternity leave. Therefore, it is up to each company to decide how to handle maternity leave. The length and circumstances may differ from company to company and state to state because it is regarded as a type of benefit. Depending on the state where the business is located, maternity leave is offered for a duration of 7 to 17 weeks.
Additionally, it is important to note that the Family Medical Leave Act (FMLA) mandates that US businesses with 50 or more employees permit mothers and fathers to take unpaid time off for up to 12 weeks for infant care. To qualify, employees must have worked at least 1,250 hours or 12 months in the business.
Paternity Leave (2 weeks of unpaid leave)
Paternity leave is provided to new fathers to take care of their newborn and wife (or the mother of their children). In contrast to maternity leave, new fathers often receive a short two-week leave that is not compensated by the employer. Because it is unpaid, this sort of leave is less common among employees than maternity leave.
Unpaid Leave (up to 12 weeks of unpaid, job-protected leave per year)
Unpaid leave is when the employee takes time off from work while retaining his job without receiving a salary. Purposes for unpaid leave can vary from worker to worker and may include self-care, health issues, or family emergencies. Sometimes, the employer himself mandates unpaid leave, so-called “furlough,” to reduce company expenses, rebalance budgets, or increase savings amid seasonal difficulties. Typically, such circumstances are temporary.
Bereavement Leave (three to seven days of leave)
The employee is entitled to bereavement leave if a loved one passes away. However, there is no regulation in the US that mandates paid time off for employees to attend a loved one’s funeral and to recover from grief. Most of the time, an employer and employee include this type of leave in the leave policy. According to such policies, those who have worked for a set period of time are eligible for bereavement leave. Besides, only three days are typically given to US employees to mourn the loss of a close relative.
Sometimes employers can provide a bereavement leave in the following cases as well:
- divorce,
- loss of a loving pet,
- a recent diagnosis of a life-threatening disease.
Compensatory Leave (maximum of 240 hours per year)
Compensatory leave is a paid benefit for employees who work extra time when the business is closed, on holidays, or on days off. The hours for this leave of absence are equal to every hour of overtime work; however, it should not exceed 240 hours in a year. Instead of paying overtime, compensatory leave is intended to offer compensated time off. An employee eligible for compensatory leave can choose between being paid overtime or taking some extra time off instead.
Remember, an employer can also deny a voluntary leave of absence request when it would be of significant difficulty or expense to the employer.
Understanding the above-mentioned types of leave from work is crucial for both employers and employees since it will enable both parties to be attentive to one another’s requirements, comply with local labor laws, and improve their work-life balance.