What happens if the Summer Bank Holiday falls during my scheduled annual leave?

If the Summer Bank Holiday falls during your scheduled annual leave, it usually counts as a bank holiday rather than an annual leave day. This means you may not need to use an additional day of your annual leave allowance for that day. However, it's best to check your specific employment contract or speak with your HR department to confirm.

How is overtime pay calculated if I work on the Summer Bank Holiday?

Overtime pay for working on a bank holiday is typically higher than your regular hourly rate. The exact rate can vary depending on your employment contract, but it often ranges from time and a half to double time. Check your contract or ask your employer for the specific overtime pay rate.

Can my employer refuse my request to take the Summer Bank Holiday off?

Yes, your employer can refuse your request to take the Summer Bank Holiday off if it is not feasible for business operations. Employers must provide a valid reason, such as the need to maintain essential services or if there is a shortage of staff. However, they should offer compensatory time off or enhanced pay rates if you are required to work.

What if I am on maternity or paternity leave during the Summer Bank Holiday?

If you are on maternity or paternity leave during the Summer Bank Holiday, you are still entitled to the bank holiday. This means your leave may be extended by an extra day, or you may receive a day's pay in lieu, depending on your company's policy. Check with your HR department for specific details.

Are temporary and contract workers entitled to paid time off for the Summer Bank Holiday?

Temporary and contract workers are generally entitled to paid time off for bank holidays, but this depends on the terms of their contract. Some contracts may include paid bank holidays, while others may not. It is important to review the contract terms or discuss this with your employer or agency.

How do part time workers calculate their entitlement for the Summer Bank Holiday?

Part time workers are entitled to a pro rata amount of paid bank holidays based on their working hours. For example, if you work 50% of the full time hours, you should receive 50% of the bank holiday entitlement. This ensures fairness and proportionality in leave entitlements.

What if I become ill on the Summer Bank Holiday?

If you become ill on the Summer Bank Holiday, your entitlement to paid leave depends on your company's sickness policy. Some employers may allow you to reclaim the bank holiday as sick leave, while others may not. It's advisable to report your illness as soon as possible and follow your company's procedure for sick leave.

Can I bank or carry over the Summer Bank Holiday to use later?

Whether you can bank or carry over the Summer Bank Holiday to use later depends on your employer's policy. Some companies allow employees to carry over unused bank holidays or convert them into additional annual leave days, while others may not. Check your employment contract or consult your HR department for clarification.

Are there any special events or public celebrations planned for the Summer Bank Holiday 2026?

The Summer Bank Holiday often features numerous local events, fairs, music festivals, and sports competitions. Specific events for 2026 will vary by location. It’s best to check local listings, community boards, and event websites closer to the date for details on special celebrations in your area.

What is the purpose of the National Day for Truth and Reconciliation?

The purpose of the National Day for Truth and Reconciliation is to honor the survivors, their families, and communities affected by the residential school system, and to promote awareness and reflection on the historical and ongoing impacts of these schools on Indigenous communities in Canada.

Why is it also called Orange Shirt Day?

The day is also known as Orange Shirt Day, inspired by Phyllis Webstad’s story. As a child, she had her new orange shirt taken away on her first day at a residential school. The orange shirt has become a symbol of the stripping away of culture, freedom, and self-esteem experienced by Indigenous children over generations.

How can individuals participate if they do not have the day off?

Individuals who do not have the day off can still participate by wearing orange, attending evening events or educational sessions, engaging in discussions about the importance of the day, and supporting Indigenous communities through donations or purchases from Indigenous-owned businesses.

Are there any national events or ceremonies that take place on this day?

Yes, various national and local events, ceremonies, and educational activities take place across Canada. These may include memorials, cultural performances, educational webinars, and community gatherings.

How can schools participate in the National Day for Truth and Reconciliation?

Schools can participate by organizing educational activities, such as inviting Indigenous speakers, holding workshops on Indigenous history and culture, and encouraging students to wear orange.

Can businesses that are not required to close still observe the day?

Yes, businesses that are not required to close can observe the day by promoting awareness among their employees and customers through activities like wearing orange, sharing information, and supporting Indigenous initiatives.

What resources are available for learning more about the residential school system and reconciliation?

Resources include the Truth and Reconciliation Commission’s reports, books, documentaries, and websites. Libraries, schools, and Indigenous organizations often provide access to these materials.

How does the recognition of this day contribute to reconciliation?

Recognizing this day contributes to reconciliation by acknowledging injustices, educating the public, and encouraging collective efforts to address the legacy of residential schools.

Category: Holidays

Indiana Leave Laws And Holidays
Indiana’s leave laws offer broad flexibility, placing many of the choices in employers’ hands. From Paid Time Off (PTO) and vacation days to maternity/paternity, sick leave, and leaves like jury duty or military service, this guide walks through the main topics so both employers and employees understand how things work in Indiana.

Paid Time Off (PTO)

In Indiana, there are no state laws that require employers to offer PTO or vacation time as a benefit. The key point is: if an employer chooses to offer PTO or vacation time, then the rules around accrual, payout, termination, and forfeiture must follow whatever the employer’s written policy or contract states.

Leave quota & accrual: Since the state doesn’t mandate vacation days, employers decide if and how employees earn them. Employers often choose accrual methods (monthly, semimonthly, etc) and may set caps on how much leave can accumulate over time.

Use-it-or-lose-it rules & rollover: Indiana allows “use-it-or-lose-it” provisions, meaning employers can include terms in their policy that unused vacation or PTO may be forfeited if not used. But these policies must be clearly written and employees must have a reasonable opportunity to use their time.

Upon termination / payout: If an employee leaves and unused PTO or vacation is owed, the handling depends on the employer’s policy or contract. Without a policy stating otherwise, Indiana courts have held that accrued, unused vacation must be paid. Employers should ensure their policies clearly spell out what happens at separation.

Sick Leave

Indiana does not require private-sector employers to provide paid sick leave by state statute. If an employer does provide sick leave (paid or unpaid), then the employer’s policy governs how it accrues, how it may be used, and whether it is paid out. Federal law such as the Family and Medical Leave Act (FMLA) may provide job-protected unpaid leave, but state law does not mandate separate paid sick leave for all employees.

Maternity, Paternity & Family Leave

Under federal law (FMLA), eligible employees may take up to 12 weeks of unpaid, job-protected leave for qualifying family or medical reasons (such as birth/adoption of a child, or serious health condition). In Indiana, there is no separate state-mandated paid family leave or paid maternity/paternity leave for private employers beyond this.

Indiana does have laws addressing pregnancy accommodations (for employers with 15+ employees) and protections under the Indiana Civil Rights Act against discrimination on the basis of pregnancy or sex. Employers should respond to accommodation requests in a reasonable timeframe.
Payout for maternity, paternity, or adoption leave is not required by Indiana law if the leave is unpaid.

Bereavement Leave (Funeral Leave)

There is no state statute in Indiana that requires employers to offer paid or unpaid bereavement or funeral leave. If an employer chooses to offer it, the policy or practice determines the rules. Otherwise, no payout obligation is imposed by state law.

Jury Duty Leave

Indiana law requires employers to provide unpaid time off for employees summoned for jury duty, this leave is job-protected, meaning the employer cannot penalize an employee for attending jury service. However, employers are not required to pay wages during the jury duty period under state law unless their policy provides for it.

Military Leave

Federal law via the Uniformed Services Employment and Reemployment Rights Act (USERRA) protects employees who serve in the uniformed services, ensuring reinstatement rights and anti-discrimination. Indiana law supplements this: private-sector employers must allow up to 15 days of military leave for training or active duty, but only state or local government employees are guaranteed paid leave. In the private sector, the leave is unpaid unless employer policy says otherwise. Employers must reinstate employees to their former or similar position upon return.

Voting Leave

Indiana does not require employers to provide paid or unpaid leave specifically for voting. Employers have discretion to offer voting time off, but it is not mandated by the state.

State Holidays

Indiana law does not require private employers to provide paid or unpaid time off for state holidays. The state government lists certain official holidays, but private employers may require employees to work on those days unless a policy states otherwise.

Key Takeaways for Employers & Employees

Employers in Indiana have significant flexibility to design leave and PTO programs, but once a leave policy or contract is in place, the employer must comply with its terms.

For employees, understanding your employer’s policy is critical: since state law doesn’t guarantee many types of leave or payout, your rights often depend on what your company says.

For PTO and vacation: if your employer offers it, find out how accrual works, whether there’s a cap or forfeiture (“use-it-or-lose-it”), and what happens when you leave.

For termination or separation: if you have accrued PTO or vacation and there is a policy or contract promise to pay it out, make sure the policy is followed; otherwise you may have recourse.

While state law doesn’t mandate many paid leaves in Indiana, federal protections still apply (e.g., FMLA, USERRA). Employers should ensure their policies are consistent with federal law and clearly communicated.

Good communication is essential. Clear, written policies that employees can easily find, regular reviews, and transparent practices help avoid misunderstandings and legal risk.
Frequently Asked Questions (FAQ) Indiana Leave Laws

Does Indiana require employers to provide Paid Time Off (PTO)?
No. Indiana does not have any state law that requires private employers to offer PTO or vacation time. It’s completely up to each employer to decide whether to provide it. However, if an employer chooses to offer PTO, they must follow their own written policy or employment agreement regarding accrual, use, and payout.
What happens to unused PTO when I leave my job?
That depends on your company’s policy. If your employer’s policy or contract promises payment for unused vacation or PTO when you leave, they must pay it. If the policy clearly states that unused time will not be paid, the employer can legally withhold it. In the absence of any written policy, Indiana courts generally consider earned PTO payable upon separation.
Are “use-it-or-lose-it” PTO policies legal in Indiana?
Yes. Indiana allows “use-it-or-lose-it” policies, which means employers can require employees to use their accrued vacation or PTO by a certain date or lose it. The key requirement is that the policy must be clearly communicated in writing and employees must have a reasonable opportunity to use their time before it expires.
Does Indiana require employers to provide paid sick leave?
No. Indiana does not have a law requiring private employers to provide paid or unpaid sick leave. However, employers that choose to offer it must follow their own policy. Some employees may still be covered by federal laws such as the Family and Medical Leave Act (FMLA), which provides up to 12 weeks of unpaid, job-protected leave for certain medical and family reasons.
What kind of family or parental leave can employees take in Indiana?
Indiana does not have its own state family or parental leave law. Eligible employees can take up to 12 weeks of unpaid leave under the federal FMLA for the birth or adoption of a child, serious health conditions, or to care for a family member. Indiana also provides limited pregnancy-related protections, such as requiring employers with 15 or more employees to consider reasonable pregnancy accommodations.
Are employees in Indiana entitled to paid maternity or paternity leave?
No, state law does not require paid maternity or paternity leave. However, employees covered by FMLA can take up to 12 weeks of unpaid, job-protected leave. Some employers voluntarily offer paid parental leave, so employees should check their company’s benefits policies.
Does Indiana law require employers to provide bereavement or funeral leave?
No. Indiana does not mandate bereavement or funeral leave. If an employer offers it, the policy’s details, such as how many days are allowed and whether it’s paid, are determined by the company. Once offered, employers must follow their stated policy.
Are employees paid while serving on jury duty?
Not necessarily. Indiana requires employers to give employees unpaid time off for jury duty, but it does not require them to pay for that time. Employers cannot penalize or fire employees for performing jury service, and employees may need to show their jury summons as proof of obligation.
What are my rights if I’m called to military duty in Indiana?
Employees called to active duty are protected under both federal and state laws. The federal USERRA law guarantees job protection and reinstatement after military service. Indiana law allows employees up to 15 days of military leave for training or active duty each year. For state and local government workers, this leave is paid; for private employees, it is typically unpaid unless company policy says otherwise.
Do Indiana employees get time off to vote?
No. Indiana law does not require employers to provide time off, paid or unpaid, for voting. However, many employers voluntarily offer flexibility or schedule adjustments to allow employees to vote during polling hours.
Are employers required to provide paid holidays?
No. Private employers in Indiana are not required to offer paid or unpaid holidays. Many choose to do so as part of competitive benefits packages, but it’s not a legal requirement. State and federal government employees, however, typically receive paid holidays based on official calendars.
How does the Family and Medical Leave Act (FMLA) apply in Indiana?
The FMLA applies to most employers with 50 or more employees within a 75-mile radius. Eligible employees, those who have worked for their employer for at least 12 months and 1,250 hours in the previous year, can take up to 12 weeks of unpaid, job-protected leave for qualifying medical or family reasons. Employers must maintain group health insurance during FMLA leave just as if the employee were actively working.
What should employers do to stay compliant with Indiana leave laws?
Employers should maintain clear, written policies for all types of leave, including PTO, vacation, sick, family, and unpaid leave. Policies should be distributed to all employees and consistently enforced. Employers should also make sure their policies align with federal laws like FMLA and USERRA. Regular legal reviews can help ensure continued compliance as laws evolve.
What should employees do if they believe their leave rights have been violated?
Employees who think their employer has violated leave or wage laws should first review the company’s policies and then discuss the issue with HR. If the issue isn’t resolved, employees may contact the Indiana Department of Labor or the U.S. Department of Labor’s Wage and Hour Division to file a complaint or seek guidance.
Why is it important to understand leave policies in Indiana?
Because Indiana gives employers so much control over their own leave policies, both employers and employees must know what’s in their policy documents. For employers, clear policies prevent misunderstandings and potential legal issues. For employees, understanding your rights and benefits ensures you can plan time off responsibly, maintain good communication, and protect your job while taking necessary leave.

Conclusion

In Indiana, many decisions around leave, whether it’s Paid Time Off, vacation, sick leave, maternity/paternity, or other types of time off, are shaped more by employer policy than by state law. While this means employers have freedom, it also means they carry the responsibility of setting fair, clear rules and following them consistently. For employees, success lies in being aware of what your employer’s policy says and what your federal rights provide. When policies are well-written, accessible, and applied fairly, both employers and employees benefit: companies maintain clarity and compliance, and employees know what they can expect and how to plan their time off. In 2026, investing time in reviewing and understanding your leave strategies can help create a healthier, more productive workplace.

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July 31, 2024
Summer Bank Holiday 2026 in the United Kingdom
The Summer Bank Holiday 2026 is a much anticipated event in the United Kingdom, giving workers and students a well deserved break before the transition into autumn. In 2026, it falls on Monday, August 31st, creating a long weekend enjoyed nationwide. This public holiday is celebrated with outdoor events, festivals, and family gatherings, marking the unofficial end of summer and offering a final opportunity to relax before the busy months ahead.
Official Holiday Status

For Workers
The Summer Bank Holiday is an official public holiday for most workers in the UK. This means that many businesses, offices, and government services close for the day. Employees typically receive the day off, or if they are required to work, they often receive extra pay or compensatory time off in lieu.
Industries with Exceptions:
Essential Services: Some sectors, such as healthcare, emergency services, and public transportation, continue to operate to ensure public safety and convenience.
Retail and Hospitality: Shops, restaurants, and hotels often remain open to cater to the increased number of people taking advantage of the holiday for leisure activities.
For these workers, employers usually provide enhanced pay rates or alternative time off to compensate for working on a public holiday. This ensures that essential services remain operational while fairly compensating employees for their time.
For Schools
Schools are closed on the Summer Bank Holiday. As the holiday falls during the summer break, students and teachers alike enjoy this day without any interruption to their regular school schedule. It serves as a perfect time for families to take a short trip or engage in summer activities before the academic year resumes. This closure ensures that both educators and students can enjoy a well deserved break and participate in the holiday’s festivities.
Workers’ Rights and Entitlements
Workers’ rights regarding bank holidays are typically outlined in their employment contracts. While there is no statutory entitlement to paid leave on bank holidays in the UK, most employment contracts include provisions for this. Here are a few key points:
Full Time Workers: Often receive the day off with full pay, allowing them to enjoy the holiday without financial concern.
Part Time Workers: Entitled to a pro rata amount of paid bank holidays, depending on their working hours. This ensures fairness and proportionality in leave entitlements.
Shift Workers: May be given a different day off if they are scheduled to work on the bank holiday, allowing them to enjoy their time off at a later date.
Understanding these rights is crucial for workers to ensure they receive fair treatment and appropriate compensation for their time.
How Workers Spend the Summer Bank Holiday
Leisure and Recreation
Many workers use the Summer Bank Holiday as an opportunity to relax and recharge. Activities might include:
Short Breaks: Taking a mini-vacation to a coastal town, countryside, or another part of the UK.
Outdoor Activities: Enjoying picnics, barbecues, and outdoor sports.
Cultural Events: Attending local fairs, carnivals, and music festivals.
Family Time
For those with children, the day is often spent engaging in family activities such as visiting theme parks, zoos, or simply enjoying a day out at the park. The holiday provides a perfect opportunity for families to bond and create lasting memories.
Home and Garden
Some workers take advantage of the extra day off to catch up on home improvements, gardening, or other personal projects that are often pushed aside during the regular workweek. This productive use of time can lead to a sense of accomplishment and personal satisfaction.
Impact on Business and Economy
While the Summer Bank Holiday provides a break for workers, it also has a significant impact on the economy:
Retail Boost: Many people use the day for shopping, leading to increased sales in the retail sector.
Tourism Spike: Hotels, restaurants, and attractions see a surge in visitors, boosting local economies.
Transport Demand: Increased travel leads to higher demand for public and private transport services.
FAQ: Common Questions About the Summer Bank Holiday 2026

What happens if the Summer Bank Holiday falls during my scheduled annual leave?
If the Summer Bank Holiday falls during your scheduled annual leave, it usually counts as a bank holiday rather than an annual leave day. This means you may not need to use an additional day of your annual leave allowance for that day. However, it’s best to check your specific employment contract or speak with your HR department to confirm.
How is overtime pay calculated if I work on the Summer Bank Holiday?
Overtime pay for working on a bank holiday is typically higher than your regular hourly rate. The exact rate can vary depending on your employment contract, but it often ranges from time and a half to double time. Check your contract or ask your employer for the specific overtime pay rate.
Can my employer refuse my request to take the Summer Bank Holiday off?
Yes, your employer can refuse your request to take the Summer Bank Holiday off if it is not feasible for business operations. Employers must provide a valid reason, such as the need to maintain essential services or if there is a shortage of staff. However, they should offer compensatory time off or enhanced pay rates if you are required to work.
What if I am on maternity or paternity leave during the Summer Bank Holiday?
If you are on maternity or paternity leave during the Summer Bank Holiday, you are still entitled to the bank holiday. This means your leave may be extended by an extra day, or you may receive a day’s pay in lieu, depending on your company’s policy. Check with your HR department for specific details.
Are temporary and contract workers entitled to paid time off for the Summer Bank Holiday?
Temporary and contract workers are generally entitled to paid time off for bank holidays, but this depends on the terms of their contract. Some contracts may include paid bank holidays, while others may not. It is important to review the contract terms or discuss this with your employer or agency.
How do part time workers calculate their entitlement for the Summer Bank Holiday?
Part time workers are entitled to a pro rata amount of paid bank holidays based on their working hours. For example, if you work 50% of the full time hours, you should receive 50% of the bank holiday entitlement. This ensures fairness and proportionality in leave entitlements.
What if I become ill on the Summer Bank Holiday?
If you become ill on the Summer Bank Holiday, your entitlement to paid leave depends on your company’s sickness policy. Some employers may allow you to reclaim the bank holiday as sick leave, while others may not. It’s advisable to report your illness as soon as possible and follow your company’s procedure for sick leave.
Can I bank or carry over the Summer Bank Holiday to use later?
Whether you can bank or carry over the Summer Bank Holiday to use later depends on your employer’s policy. Some companies allow employees to carry over unused bank holidays or convert them into additional annual leave days, while others may not. Check your employment contract or consult your HR department for clarification.
Are there any special events or public celebrations planned for the Summer Bank Holiday 2026?
The Summer Bank Holiday often features numerous local events, fairs, music festivals, and sports competitions. Specific events for 2026 will vary by location. It’s best to check local listings, community boards, and event websites closer to the date for details on special celebrations in your area.
How does the Summer Bank Holiday affect public transport services?
Public transport services typically operate on a reduced or modified schedule on the Summer Bank Holiday. It’s advisable to check with local transport providers for specific schedules and any planned service changes to ensure you can plan your travel accordingly.

Conclusion

Understanding the nuances of the Summer Bank Holiday 2026 can help you make the most of this time off while ensuring you are aware of your rights and entitlements. Whether you plan to relax, travel, or catch up on personal projects, being informed allows you to enjoy the holiday to its fullest. If you have any further questions, don’t hesitate to consult your HR department or review your employment contract.
July 30, 2024
Illinois Leave Laws And Holidays
Illinois has joined Maine and Nevada as one of the few states in the U.S. to require paid leave for any reason. This major shift means workers across the state now have more flexibility to take time off, whether for vacation, illness, personal needs, or emergencies, without having to explain why.

In this guide, we’ll break down how paid time off (PTO) is earned and used in Illinois, and also explain other types of leave, including sick leave, maternity and paternity leave, bereavement, jury duty, military service, and voting leave. Whether you’re an employer updating your policies or an employee learning about your rights, this article will help you understand how these laws affect you in 2026.

Paid Time Off (PTO) in Illinois

Illinois Implements ‘Any Reason’ Paid Leave

Illinois’ Paid Leave for All Workers Act officially took effect on January 1, 2024, making it one of the most employee-friendly leave laws in the nation. Under this law, most workers in Illinois can now take paid time off for any reason, no questions asked.

That means you can use your time for:

Vacation or travel

Personal errands or family time

Mental health days

School events or caregiving

Or simply taking a break when you need it

You don’t have to provide a reason or documentation to your employer; it’s truly “paid leave for any reason.”

Accrual and Coverage

How It Works:

Employees earn one hour of paid leave for every 40 hours worked, up to 40 hours (or five days) per 12-month period.

Both full-time and part-time employees are eligible.

Accrual begins on your first day of employment or January 1, 2024, whichever is later.

You can start using your accrued time after 90 days of employment.

Covered Employers:

This law applies to:

All private employers, regardless of size

State and local government agencies

Exceptions:
Certain school districts, park districts, and unionized workers in construction or transportation covered by a valid collective bargaining agreement (CBA) are not required to follow this law.

Front-Loading or Accrual System

Employers can choose between two methods:

Accrual System:
Employees earn leave gradually, one hour for every 40 hours worked, and unused hours can carry over to the next year (up to 40 hours).

Front-Loading System:
Employers can choose to give all 40 hours at the beginning of the year, so employees have access to their full leave balance upfront.

Tip for Employees:
If your employer uses front-loading, unused hours at the end of the year might not carry over, so make sure to check your company’s policy.

Usage Rules

Employees can use their paid leave for any purpose, and employers cannot require documentation or ask for a reason.

Employers may:

Require up to seven days’ notice for foreseeable leave (like planned vacations).

Ask for notice as soon as possible in emergencies or unexpected situations.

Set a minimum usage increment (for example, requiring at least two hours off at a time).

Employers cannot:

Deny leave for arbitrary reasons.

Retaliate against employees for using their earned paid time off.

Compensation and Payout

Paid leave must be compensated at the employee’s regular hourly rate.

Unused paid leave does not have to be paid out when you leave your job, unless it’s part of a broader PTO or vacation policy that combines all paid leave together.

Employers are required to keep accurate records of leave accrued, used, and remaining.

Chicago and Cook County Exceptions

If you work in Chicago or Cook County, local ordinances already provide paid leave and may even exceed the state’s minimum standards. Employers in these areas must follow whichever rule provides greater benefits to employees.

Sick Leave in Illinois

Federal Sick Leave (FMLA)

Under the Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave in a 12-month period.

This covers:

Your own serious health condition

Caring for a seriously ill family member

Pregnancy, childbirth, or adoption

Eligibility Requirements:

You’ve worked for your employer for at least 12 months

You’ve worked 1,250 hours in the past year

Your employer has 50 or more employees within 75 miles

Although FMLA leave is unpaid, it protects your job and health benefits during your absence.

Illinois Employee Sick Leave Act

Illinois law requires employers who offer sick leave benefits to allow employees to use that time to care for family members, not just themselves. Family members include:

Children and stepchildren

Spouses and domestic partners

Parents, stepparents, and grandparents

Employers are not required to provide sick leave, but if they do, it must comply with this law.

Chicago and Cook County Sick Leave Ordinances

Workers in Chicago and Cook County have additional protections.
Under local law, employees accrue one hour of paid sick leave for every 40 hours worked, up to 40 hours per year.

You can carry over up to 20 hours of unused sick leave each year.

If you also qualify for FMLA, you may carry over an additional 40 hours.

Unused sick leave generally is not paid out when you leave your job.

Maternity, Paternity, and Family Leave

Federal Protections

Under FMLA, new parents can take up to 12 weeks of unpaid, job-protected leave for:

Pregnancy or childbirth

Adoption or foster placement

Caring for a newborn or new family member

Your job (or an equivalent one) must be available when you return.

Illinois State Laws

The Illinois Human Rights Act prohibits discrimination based on pregnancy, childbirth, or related conditions. Employers must treat pregnant employees the same as others with temporary disabilities, for example, providing reasonable accommodations or light-duty options.

Currently, Illinois does not require paid maternity or paternity leave at the state level, but many employers offer paid parental leave voluntarily.

Bereavement Leave

Illinois’ Family Bereavement Leave Act provides up to 10 working days of unpaid leave following the death of:

A child, stepchild, or foster child

A spouse or domestic partner

A parent, sibling, grandparent, or grandchild

Large employers (with 50+ employees) are required to provide this leave.
Employees may also use it following a miscarriage, stillbirth, or failed adoption or fertility procedure.

Bereavement leave is unpaid, but employers can allow workers to use their paid leave balance during this period.

Jury Duty Leave

Employees in Illinois are entitled to unpaid leave when serving on a jury.

Requirements:

Notify your employer within 10 days of receiving a jury summons.

Employers cannot penalize or fire you for fulfilling your civic duty.

Employers are not required to pay for jury duty leave, but many choose to as a courtesy.

Military Leave

Federal Protections (USERRA)

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the job rights of employees who serve in the U.S. military. It ensures they can return to work after completing their service, with no loss of seniority or benefits.

Illinois State Protections

Illinois also has its own Service Member Employment and Reemployment Rights Act (ISERRA), which offers additional safeguards for members of the National Guard and Reserve.

Family Military Leave

Family members of active-duty service members can take up to 30 days of unpaid leave under the Illinois Family Military Leave Act when their loved one is called to duty.

Military-related leaves are typically unpaid, but employers may allow the use of accrued paid time off.

Voting Leave

Illinois encourages civic participation by allowing employees up to two hours of paid leave to vote if their work schedule doesn’t already provide a two-hour window while polls are open.

Employees must:

Request time off at least one day before Election Day.

Be paid their regular wages for time taken to vote.

Illinois State Holidays (2026)

Illinois officially recognizes 13 public holidays.
Public sector employees typically receive paid holidays, while private-sector employers are not required to provide paid time off for these days unless their company policy or contract states otherwise.
Frequently Asked Questions (FAQ)

Who qualifies for paid leave in Illinois?
Most employees in Illinois qualify, both full-time and part-time. The law covers almost every private and public employer, with a few exceptions for certain school and park districts and some unionized workers in construction and transportation.
If you receive regular wages and are not part of an excluded union group, you’re very likely eligible for paid leave under this law.
How much paid leave can I earn each year?
Employees earn one hour of paid leave for every 40 hours worked, up to 40 hours (five days) in a 12-month period. You start earning leave on your first day of work and can begin using it after 90 days.
Part-time employees earn time off at the same rate, just based on their actual hours worked.
Can my employer ask why I’m taking leave?
No, your employer cannot ask for a reason or demand proof. The law allows employees to use leave for any reason, whether for rest, family needs, appointments, or personal time.
Employers can only ask for advance notice if your leave is planned, typically seven days ahead.
When can I start using my paid leave?
You begin accruing leave on your first day of employment, but you must wait 90 days before using it. After that, you can take your paid time off whenever you need to, as long as you follow your employer’s notice rules.
Can I carry over unused hours?
Yes, if your employer uses an accrual system, unused hours can roll over to the next year, but the total available time is capped at 40 hours per year.
If your employer front-loads all 40 hours at the start of the year, carryover isn’t required.
Will I be paid for unused leave if I leave my job?
Usually not. Employers don’t have to pay out unused leave unless it’s part of a combined PTO or vacation bank that already requires payout under company policy.
Check your employer’s policy, some businesses choose to pay unused leave even though it’s not required.
How does this law work with local rules in Chicago or Cook County?
Chicago and Cook County have their own paid leave ordinances, which may offer more benefits than the state law. Employers in these areas must follow whichever rule provides the greater benefit to employees.
That means local laws take priority if they’re more generous.
Do these laws affect union employees?
Certain union employees in construction and transportation are exempt if their collective bargaining agreement already includes leave provisions. Other union workers are generally covered unless their contracts say otherwise.
Can I be punished for using my paid leave?
No. Employers cannot retaliate, discipline, or fire you for taking your earned paid leave. If that happens, you can file a complaint with the Illinois Department of Labor, which enforces this law.
What should employers do to stay compliant?
Employers should update their handbooks, track leave accurately, post required notices, and train managers on the new law. Keeping clear records and encouraging open communication helps ensure compliance and builds employee trust.

Conclusion

The Illinois Paid Leave for All Workers Act marks a major step forward for worker rights and flexibility. By giving employees the freedom to take paid time off for any reason, Illinois has joined a small but growing group of states that recognize the importance of rest, family time, and personal well-being.

For employees, this law means more control over your schedule and peace of mind knowing you can take time off without fear of losing pay or facing workplace penalties. For employers, it’s a chance to build a healthier, more productive workplace where people feel respected and supported.

As 2026 approaches, both employers and workers should make sure they understand how the law applies to them. Keeping clear records, updating policies, and communicating expectations will help everyone stay compliant, and help Illinois continue leading the way in creating fair, flexible workplaces.

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July 24, 2024
Idaho Leave Laws And Holidays
Managing employees’ time off and leave rules in Idaho can be tricky. The state places few direct legal requirements on leave policies, meaning much is left to each employer’s policies and federal law. This guide explains how PTO and different kinds of leave, vacation, sick leave, maternity/paternity, bereavement, jury duty, military, voting leave, work in Idaho. Whether you’re an employer building fair policies or an employee wanting to understand your benefits, this will help you make informed decisions.
Paid Time Off (PTO) in Idaho
In Idaho, there is no state law that requires employers to provide PTO, vacation leave, or any specific amount of paid time off.
If an employer chooses to offer PTO (or vacation), the terms must be spelled out in policy or contract and followed accordingly.
Leave Quota
Idaho employers are not obligated to provide any specific number of vacation or PTO days. If they do offer vacation, paid or unpaid, they must adhere to their own policy or employment contract.

Employers who do offer leave should clearly document how it works and provide written notice of the terms.
Accrual
There’s no statutory requirement in Idaho that PTO must accrue in a particular way. Employers may choose any method, lump sum allocation, accrual per pay period, unlimited PTO, so long as the policy is clear.

Employers may also set caps on how much leave accrues to prevent unlimited build-up.
Rollover and “Use-It-Or-Lose-It”
Idaho allows “use-it-or-lose-it” policies for vacation or PTO: an employer may choose to not let unused leave carry over to the next year, so long as the policy states it and complies with employment agreement.

Because Idaho law doesn’t mandate payout of unused leave unless the policy or contract says so, employers have flexibility.
Payment of Accrued, Unused Vacation on Termination
Idaho does not automatically require employers to pay out accrued, unused PTO or vacation upon an employee’s termination. Whether payout is owed depends entirely on the employer’s policy or employment contract.

If the policy promises a payout, that promise must generally be honored; if the policy or contract is silent, Idaho courts suggest the employer may not owe payment.
Sick Leave in Idaho
Federal Law
Under the federal Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave for serious health conditions, caring for family, or childbirth/adoption. Employment must meet criteria (12 months, 1,250 hours, employer has 50+ employees within 75 miles).
State Law
Idaho state law does not require private employers to offer sick leave (paid or unpaid) to employees.

If a company offers sick leave as part of its benefits, it must follow its own policy or contract.
Maternity, Paternity & Family Leave
Federal Rules
Eligible employees under FMLA may take up to 12 weeks of unpaid leave for birth, adoption, or foster care placement of a child. The Pregnancy Discrimination Act (PDA) prevents discrimination based on pregnancy or childbirth.
Idaho State Provisions
Idaho does not have a separate statutory mandate for paid maternity or paternity leave for private-sector employers.
The Idaho Human Rights Act prohibits discrimination based on sex (including pregnancy) by employers with five or more employees. Pregnancy-related conditions must be treated like any other temporary disability.

For public employees (state agencies) there may be specific leave accrual or policies, but these do not apply broadly to all private employers.
Bereavement Leave
Idaho does not require employers to offer bereavement leave, paid or unpaid. Employers may choose to do so as a benefit; if they do, their policy governs.
Jury Duty Leave
Employers in Idaho must allow employees to serve on jury duty without penalizing them (they cannot fire or threaten an employee for serving). However, private employers are not required to pay employees for time spent on jury service.
Military Leave
Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who serve in the military are protected; they must be allowed unpaid leave and reinstated upon their return. Idaho law also gives protections for National Guard/reserve service (for example, reasonable leave for training). Employers cannot treat military service unfavorably.
Voting Leave
Idaho law does not require private employers to provide time off (paid or unpaid) for voting. Some employers may offer time off voluntarily.
Idaho State Holidays in 2026
Private employers in Idaho are not required by law to provide paid or unpaid leave for state holidays, nor to pay premium rates for working on holidays. Employers may establish their own holiday policies as they see fit.
The state of Idaho officially recognizes 11 state holidays.
How the Day Off App Can Help
The Day Off app is a useful tool for both employers and employees to manage and track leave effectively:
Employees can view their available PTO, make leave requests, see upcoming holidays, and track leave accruals.
Employers can define PTO policies, set accrual rules or caps, set “use-it-or-lose-it” deadlines, approve or deny requests, and maintain clear records of leave usage.
The app supports compliance: by clearly documenting leave balances, accrual rules, policy rollout, and notifications, it helps reduce misunderstandings and demonstrates that a company is following its own policy.
Since Idaho law gives employers wide discretion (but also holds them to whatever policy they set), using a digital platform like Day Off helps ensure the policy is transparent, consistently applied, and easy to access by both employer and employee.
Frequently Asked Questions (FAQ)
Do employers in Idaho have to give paid vacation?
No. Idaho law does not require private employers to provide paid or unpaid vacation leave. However, if an employer offers vacation as part of its benefits package, the company must follow the terms in its policy or contract. Once written, those rules are legally binding.
Can unused vacation days expire?
Yes. Employers can choose to have a “use-it-or-lose-it” policy, which means unused days don’t carry over into the next year. As long as employees are clearly informed of this rule, it is completely legal in Idaho.
Are employees entitled to paid sick leave?
Not under Idaho state law. Private employers are not required to offer paid sick leave, though many do so voluntarily. Public employees usually have paid sick leave benefits under state regulations.
Do employees get paid for unused PTO when they leave?
Not automatically. Idaho doesn’t require employers to pay for unused PTO or vacation upon termination. However, if a company policy promises payout of unused time, the employer must follow through.
Is maternity or paternity leave paid in Idaho?
Not for most employees. Under federal law (FMLA), maternity and paternity leave are generally unpaid. Public employees in Idaho, however, may receive up to eight weeks of paid leave for childbirth or adoption under the Family First Act.
Can an employee be fired for serving on a jury?
No. Employers are prohibited from firing, threatening, or punishing employees for fulfilling jury duty. While employers don’t have to pay for that time, employees’ jobs are protected.
Do military members get paid while on leave?
Private-sector military leave in Idaho is unpaid. Public employees, however, may receive up to 15 days of paid leave for military training each year and continue to accrue benefits during their service.
Do employers have to provide time off for voting?
No. Idaho law does not require employers to give paid or unpaid time off for voting. Many employers, though, offer flexible scheduling so employees can vote before or after work.
Can an employer change or cancel a PTO policy?
Yes, but only prospectively and with clear notice. Employers can update or replace PTO policies going forward, but they cannot retroactively take away earned vacation or leave that employees have already accrued under a previous policy.
Are part-time employees eligible for PTO or FMLA leave?
It depends on the employer’s policy. Most part-time employees don’t qualify for FMLA because they don’t meet the 1,250-hour work requirement. PTO eligibility is determined by the company’s own rules.
What if my employer doesn’t follow its leave policy?
If an employer fails to honor its own written leave policy, employees may have a valid claim for unpaid wages or breach of contract. It’s best to document everything and reach out to the Idaho Department of Labor or an employment attorney for advice.
Can employers require workers to use PTO for sick days?
Yes, if that’s part of the company’s policy. In Idaho, employers can group vacation and sick leave into a single PTO bank and require employees to use it for illness, personal time, or vacation.
How can employees and employers best manage leave policies?
Both sides benefit from clear communication and consistent tracking. Employees should keep copies of their company’s leave policies and record their time-off balances. Employers should use a reliable system like the Day Off app to track accruals, requests, and usage accurately.
Final Thoughts
In Idaho, leave law is defined more by what the employer chooses to offer than by what the state mandates. That means clarity and consistency matter. Employers should write clear leave policies, communicate them effectively, apply them fairly, and use tools like the Day Off app to track and manage leave. Employees should review their company’s handbook or contract, ask questions if anything is unclear, and understand that while state law may not guarantee benefits, their employer’s policy does.
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July 23, 2024
National Day for Truth and Reconciliation 2026
The National Day for Truth and Reconciliation is observed annually on September 30th. Is a significant day in Canada dedicated to acknowledging the painful history and ongoing impacts of the residential school system on Indigenous communities. It is a day to honor the survivors, their families, and communities, and to reflect on the need for reconciliation.

National Day for Truth and Reconciliation is a call to action for all Canadians to engage in the ongoing process of reconciliation. It is a time to reflect on the injustices faced by Indigenous peoples, acknowledge the resilience and strength of survivors, and commit to creating a more inclusive and equitable society. By participating in this day with respect and a willingness to learn, Canadians can contribute to the healing process and help build a future based on mutual understanding and respect.

Take a Look at Canada’s Official Holidays From Here

Is It a Day Off?

As of 2026, the National Day for Truth and Reconciliation is a federal statutory holiday in Canada. This means that federal employees, including those in the public service and federal institutions, are entitled to a paid day off. However, the observance of this day as a statutory holiday for other workers and schoolchildren varies across provinces and territories:
Federal Employees:
All employees governed by the federal labor code, including those in the public service, federal institutions, and federally regulated industries such as banking, telecommunications, and interprovincial transportation, are entitled to a paid day off on September 30th. This means they do not work and still receive their regular pay.
Provinces and Territories Recognizing the Holiday:
British Columbia, Manitoba, Nova Scotia, Prince Edward Island, and Northwest Territories: These provinces and territories have legislated the National Day for Truth and Reconciliation as a statutory holiday. This ensures that most employees in these regions, including those working in both public and private sectors, are entitled to a paid day off. Schools in these areas are also generally closed, giving students a day off to participate in or reflect on the significance of the day.
Other Provinces and Territories:
In regions such as Ontario, Quebec, Alberta, Saskatchewan, and others where the day is not officially recognized as a statutory holiday, businesses or schools don’t need to close. In these areas, whether employees get a paid day off or students get a day off from school depends on individual employers and school boards. Some businesses and institutions may choose to close in recognition of the day, while others may remain open, treating it as a regular work or school day.

In summary, while the National Day for Truth and Reconciliation is a statutory holiday for federal employees and in some provinces and territories, its observance as a day off for other workers and schoolchildren is not uniform across Canada.

Historical Context

The residential school system in Canada, which operated from the late 19th century until the late 20th century, was a network of boarding schools funded by the government and run by various Christian denominations. The primary objective of these schools was to assimilate Indigenous children into Euro-Canadian culture, often through forceful means. Children were taken from their families and communities, prohibited from speaking their languages, and subjected to harsh and abusive treatment. The legacy of these schools has left deep scars on Indigenous peoples and communities.

The National Day for Truth and Reconciliation, also known as Orange Shirt Day, originated from the story of Phyllis Webstad, who, on her first day at a residential school, had her new orange shirt taken away from her. This story has become a symbol of the stripping away of culture, freedom, and self-esteem experienced by Indigenous children over generations.

Observance and Significance
First officially recognized in 2021, the National Day for Truth and Reconciliation was established following the recommendations of the Truth and Reconciliation Commission (TRC). The TRC, which operated from 2008 to 2015, was tasked with documenting the history and lasting impacts of the residential school system and making recommendations to the government to promote healing and reconciliation.

How to Participate

Participation in the National Day for Truth and Reconciliation involves various activities aimed at education, reflection, and support for Indigenous communities. Here are some ways individuals and organizations can observe the day:
Educational Events: Attend or organize educational sessions, webinars, or workshops about the history and legacy of residential schools.
Wear Orange: Don an orange shirt to show solidarity and raise awareness about the impact of residential schools.
Community Gatherings: Join community events, vigils, or ceremonies that honor survivors and their families.
Support Indigenous Businesses and Artists: Purchase from Indigenous-owned businesses or artists to support the community economically.
Reflect and Learn: Take time to read books, watch documentaries, and listen to stories from survivors to deepen understanding and empathy.
FAQ: National Day for Truth and Reconciliation 2026

What is the purpose of the National Day for Truth and Reconciliation?
The purpose of the National Day for Truth and Reconciliation is to honor the survivors, their families, and communities affected by the residential school system, and to promote awareness and reflection on the historical and ongoing impacts of these schools on Indigenous communities in Canada.
Why is it also called Orange Shirt Day?
The day is also known as Orange Shirt Day, inspired by Phyllis Webstad’s story. As a child, she had her new orange shirt taken away on her first day at a residential school. The orange shirt has become a symbol of the stripping away of culture, freedom, and self-esteem experienced by Indigenous children over generations.
How can individuals participate if they do not have the day off?
Individuals who do not have the day off can still participate by wearing orange, attending evening events or educational sessions, engaging in discussions about the importance of the day, and supporting Indigenous communities through donations or purchases from Indigenous-owned businesses.
Are there any national events or ceremonies that take place on this day?
Yes, various national and local events, ceremonies, and educational activities take place across Canada. These may include memorials, cultural performances, educational webinars, and community gatherings. Check local listings and community boards for events in your area.
How can schools participate in the National Day for Truth and Reconciliation?
Schools can participate by organizing educational activities, such as inviting Indigenous speakers, holding workshops on Indigenous history and culture, and encouraging students to wear orange. Teachers can integrate lessons about the residential school system and the importance of reconciliation into their curriculum.
Can businesses that are not required to close still observe the day?
Yes, businesses that are not required to close can observe the day by promoting awareness among their employees and customers. This can include wearing orange, sharing information about the significance of the day, and supporting Indigenous communities through fundraising or other initiatives.
What resources are available for learning more about the residential school system and reconciliation?
There are numerous resources available, including the Truth and Reconciliation Commission’s reports, books, documentaries, and websites dedicated to Indigenous history and issues. Libraries, educational institutions, and Indigenous organizations often provide access to these materials.
How does the recognition of this day contribute to reconciliation?
Recognizing this day contributes to reconciliation by acknowledging the injustices faced by Indigenous peoples, educating the broader public about these issues, and fostering a collective commitment to addressing the legacy of the residential school system. It is a step towards healing and building a more inclusive and equitable society.
Are there specific symbols or colors associated with the National Day for Truth and Reconciliation?
The primary symbol associated with this day is the orange shirt, representing the impact of residential schools on Indigenous children. Orange has become the color of the movement, symbolizing resilience and hope for a better future.
How can workplaces create a meaningful observance of this day?
Workplaces can create a meaningful observance by organizing educational sessions, inviting Indigenous speakers, encouraging employees to wear orange, and promoting discussions about the importance of reconciliation. Supporting Indigenous initiatives and businesses can also be part of a meaningful observance.
Is there a specific age group that should be targeted for education on this day?
Education about the National Day for Truth and Reconciliation should target all age groups. While age-appropriate materials and activities should be used, children, teenagers, and adults need to learn about the history and significance of the day to foster a widespread understanding and commitment to reconciliation.

Conclusion

In conclusion, the National Day for Truth and Reconciliation 2026 is a crucial opportunity for Canadians. To come together to honor the past, acknowledge the present, and commit to a better future for all. Whether through taking the day off to participate in meaningful activities or educating oneself and others about the significance of the day. Every effort counts towards fostering reconciliation and healing.

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July 23, 2024
Arkansas Leave Laws And Holidays

Navigating time off and leave laws in Arkansas can be confusing because the state has very few specific rules. Most decisions are left up to individual employers. This guide from Day Off explains how Paid Time Off (PTO) and different types of leave, including vacation, sick leave, maternity and paternity leave, bereavement, jury duty, military, and voting leave — work in Arkansas. By knowing both state and federal guidelines, employers and employees can stay compliant and maintain fair workplace practices.
Paid Time Off (PTO) in Arkansas
Arkansas does not have a state law that requires employers to provide PTO. Whether it’s vacation days, personal time, or general paid leave, offering PTO is up to each employer. However, once an employer creates a PTO policy or includes it in an employment contract, that policy becomes binding.
Leave Quota
Employers are not required to offer a specific number of vacation days. Many companies choose to offer paid leave as part of their benefits package, but it’s completely voluntary. If an employer offers PTO, the terms, including how it’s earned and used, must follow the company’s own written policy or the employee’s contract.
Accrual of Leave
There is no state rule on how vacation days must accrue. Employers can decide how employees earn their time off, whether through monthly accrual or as a lump sum each year. They can also place limits on how much PTO employees can save. Arkansas law does not require employers to pay out unused vacation or sick time when an employee leaves, unless company policy or the employment agreement promises it.
Rollover or “Use It or Lose It”
Employers in Arkansas are not obligated to let employees carry over unused leave to the next year. Companies can choose to implement a “use-it-or-lose-it” policy, where unused time off expires at year’s end. As long as the rule is clearly stated and applied fairly, it is allowed.
Payment for Unused PTO at Termination
State law does not force employers to pay out unused PTO when an employee resigns or is terminated. The payout depends entirely on the employer’s own policy. Arkansas courts have ruled, however, that if a company promises vacation accrual or payout in its plan or handbook, it must honor that promise (as seen in Oil Fields Corp. v. Hess and Waymack v. KCLA).
Sick Leave in Arkansas
Federal Law
Under the federal Family and Medical Leave Act (FMLA), eligible employees can take up to 12 weeks of unpaid, job-protected leave each year for their own serious health condition or to care for an immediate family member. To qualify, an employee must have worked at least 12 months, logged 1,250 hours during the past year, and work at a location with 50 or more employees within 75 miles.
State Law
Arkansas does not have its own sick leave law for private-sector employees. This means private employers are not required to provide paid or unpaid sick leave. However, if a company chooses to offer sick leave, it must follow the terms laid out in its own policies or contracts.
Public employees, such as those working for state agencies, do receive paid sick leave under the Arkansas Uniform Attendance and Leave Policy Act, which covers personal illness, family care, and medical appointments.
Maternity, Paternity, and Family Leave
Federal Rules
The FMLA also covers family-related leave, allowing eligible employees up to 12 weeks of unpaid time off for the birth, adoption, or foster placement of a child. The Pregnancy Discrimination Act (PDA) further protects employees by requiring that pregnancy and related medical conditions be treated like any other temporary disability.
State Provisions
Arkansas does not have a separate law requiring private employers to offer paid or unpaid maternity or paternity leave. However, the Arkansas Civil Rights Act protects against discrimination based on pregnancy or gender.
In addition, under the state’s Adoptive Parent Leave law, if an employer provides parental leave to biological parents, it must offer the same benefit to adoptive parents. Public employees may also use their accrued leave for maternity purposes if requested.
Bereavement Leave
There are no Arkansas laws that require employers to provide bereavement leave, whether paid or unpaid. Any leave for a death in the family depends on the company’s internal policy. Some employers choose to offer a few days of paid time off for close family members, but it is not mandated by law.
Jury Duty Leave
Arkansas law requires employers to allow employees time off for jury duty. While private employers do not have to pay employees for this time, they cannot punish or fire anyone for serving. They also cannot force employees to use vacation or sick days for jury service. Public employees, on the other hand, receive paid leave while on jury duty.
Military Leave
Both federal and state laws protect employees who serve in the military. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) and Arkansas state law, employees must be granted unpaid leave for military duties and are entitled to reinstatement once they return. Public employees receive paid military leave for a limited period and continue to accrue certain benefits during their service.
Voting Leave
Arkansas law requires employers to give employees enough time to vote, but this time off does not have to be paid. Employees are not required to give advance notice, and employers who prevent workers from voting can face fines.
Arkansas State Holidays in 2026
Private employers in Arkansas are not required to provide paid holidays or extra pay for working on a holiday. Public employees, however, are entitled to paid time off on state holidays or premium pay if they must work. In 2026, Arkansas observes ten official state holidays, including New Year’s Day, Independence Day, Thanksgiving, and Christmas.
Frequently Asked Questions (FAQ)
Do employers have to give paid vacation in Arkansas?
No, they don’t. Arkansas law doesn’t require private employers to offer paid vacation or PTO. It’s completely optional. However, if an employer chooses to provide vacation or PTO benefits, they must follow their written policy or employment agreement exactly as stated.
Can unused vacation days expire?
Yes. Employers in Arkansas can set “use-it-or-lose-it” rules, meaning unused vacation days expire at the end of the year or at another set date. As long as this policy is clear and applied fairly, it’s perfectly legal. It’s always smart for employees to use their earned time before it expires.
Are employees entitled to paid sick days?
No state law requires paid sick leave for private-sector workers. Some companies include sick time as part of their PTO policy, while others don’t. Public employees do have access to paid sick leave through state policy, but private employers can decide whether to offer it.
Do I get paid for unused vacation when I leave my job?
Not automatically. Arkansas doesn’t require employers to pay out unused vacation or PTO at the end of employment. However, if a company’s handbook or contract promises that employees will be paid for unused time, the employer must honor that agreement.
Is there paid maternity or paternity leave in Arkansas?
No. Arkansas doesn’t have a state program for paid parental leave. Eligible employees can take unpaid leave under the FMLA for childbirth, adoption, or foster placement. Employers can choose to offer paid family leave voluntarily, but they aren’t legally required to.
Can an employer fire someone for serving on a jury or in the military?
No. It’s illegal for an employer to punish or fire someone for serving on a jury or performing military duties. These activities are protected under both federal and state law. Employees returning from military service also have the right to be reinstated to their former position under USERRA.
Are part-time employees covered by these leave laws?
Part-time employees are covered by some protections but not all. For example, most part-time workers don’t qualify for FMLA because they haven’t worked enough hours. Whether they receive PTO or other types of leave depends on the employer’s policy, not state law.
Do employers have to provide paid holidays?
No. Private employers are not required to offer paid holidays or extra pay for working on a holiday. Some companies choose to offer holiday pay as a benefit to attract and retain employees, but it’s not required by law. State and local government employees, however, do receive paid holidays.
Can an employer force employees to use vacation time for jury duty?
No. Arkansas law does not allow employers to make employees use their vacation or sick leave for jury service. Employees must be allowed unpaid time off for jury duty without losing other leave benefits.
How does voting leave work in Arkansas?
Employers must give employees enough time off to vote if their work schedule would otherwise prevent them from doing so. The time off doesn’t have to be paid, but employers cannot stop employees from voting or punish them for it.
What if an employer breaks its own leave policy?
If a company fails to follow its own written leave policy, it could face a breach of contract claim or other legal consequences. Employees should document any violations and may contact the Arkansas Department of Labor or an employment attorney for guidance.
Do remote employees working in Arkansas have the same rights?
Yes. Remote employees based in Arkansas are covered by the same state and federal leave laws as on-site employees. However, if a company is located in another state, that state’s leave laws may also apply depending on where the employee officially works.
What’s the best way for employees to protect their leave rights?
Always keep a copy of your company’s handbook or written leave policy. If something seems unclear, ask HR for clarification in writing. Knowing your employer’s policies, and how they align with state and federal laws, is the best way to make sure you’re treated fairly.
Final Thoughts
Arkansas gives employers a great deal of flexibility when it comes to managing leave, but that also means employees must pay close attention to company policies. For employers, having a clear, written policy ensures fairness and compliance. For employees, understanding those policies and how they interact with federal laws helps protect your rights and ensures you get the time off you’re entitled to.

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July 22, 2024
Arizona Leave Laws And Holidays
Understanding the rules around Paid Time Off (PTO) and leave laws in Arizona is essential for both employers and employees. While Arizona law does not require employers to offer vacation leave, it does impose clear requirements for paid sick time and other leave types. This guide covers important aspects like PTO policies, paid sick leave accrual, federal leave laws, and other types of leave (bereavement, military, jury duty, voting). Whether you’re designing a leave policy or checking your own rights, this overview will help ensure you’re aligned with Arizona regulations.
Paid Time Off (PTO) in Arizona
Leave Quota for Vacation
Arizona state law does not require employers to provide paid or unpaid vacation leave. Employers who choose to offer vacation or PTO must describe those benefits clearly in their policies or employment contracts.
Accrual and Limits
When vacation or general PTO is provided, employers in Arizona have flexibility. They may set accrual rates, caps, and rollover rules, so long as those are communicated.
“Use-It-or-Lose-It” and Rollover
Arizona allows employers to adopt “use-it-or-lose-it” policies for vacation/PTO, meaning unused leave can be forfeited if the policy provides for that, provided employees have had a reasonable opportunity to use the leave.
Payout of Unused Vacation on Separation
No Arizona law automatically requires payout of unused vacation or PTO upon employment termination. If a policy or contract states that payout will happen, it must be honored; otherwise, the employer may not be obligated.
Paid Sick Leave in Arizona
Legal Requirement and Accrual
Arizona’s Earned Paid Sick Time law (under the Fair Wages and Healthy Families Act) requires most employers to provide paid sick leave. Employees accrue at a rate of 1 hour of paid sick time for every 30 hours worked.
Caps Based on Employer Size
For employers with 15 or more employees, employees may earn up to 40 hours of paid sick leave per year.
For employers with fewer than 15 employees, the cap is up to 24 hours per year, unless the employer chooses a higher limit.
Carryover of Unused Sick Time
Unused paid sick time must generally carry over into the next year, up to the employer’s cap, unless the employer front-loads the full amount and policy states otherwise.
Use of Paid Sick Leave
Employees may use paid sick leave for their own illness, a family member’s illness, preventive care, or in certain cases of domestic violence or stalking. Employers must not retaliate against employees using paid sick time.
Payout of Unused Sick Leave on Separation
Arizona law does not require payout of unused paid sick leave when employment ends unless the employer’s policy requires it.
Federal Leave & Additional Leave Types
Family & Medical Leave (FMLA)
Under the federal Family and Medical Leave Act (FMLA), eligible employees in Arizona may take up to 12 weeks of unpaid, job-protected leave for qualifying family or medical reasons (such as childbirth or caring for a sick family member).
Maternity, Paternity & Discrimination Protections
Arizona does not have separate state-mandated maternity or paternity leave beyond FMLA, but protections exist under federal law, such as the Pregnancy Discrimination Act and the state’s civil rights law prohibiting discrimination based on pregnancy or gender.
Bereavement Leave
Arizona law does not require employers to provide paid or unpaid bereavement leave. It is optional and depends on employer policy.
Jury Duty Leave
Employees must be granted unpaid leave to serve jury duty; employers cannot force employees to use sick or vacation leave for jury service. Upon return, employees must be reinstated.
Military Leave
Under federal law (Uniformed Services Employment and Reemployment Rights Act, USERRA) and Arizona state law, employees serving in the U.S. military or National Guard are entitled to unpaid leave and job protection.
Voting Leave
Arizona law requires employers to provide up to three hours of paid leave for employees to vote in any election, if their work schedule does not allow sufficient time otherwise. The employee must give notice at least one day before.
State Holidays
Private employers in Arizona are not legally required to provide paid holiday leave. If holiday leave is offered, it must follow the employer’s policy or contract.
How Employers and Employees Can Use the Day Off App
With multiple types of leave and state law requirements in Arizona, using a leave-management platform like the Day Off app can help:
Automatically track accruals of paid sick leave and PTO.
Apply caps, carryover rules, or “use-it-or-lose-it” settings as per policy.
Give employees clear visibility into their leave balances, usage, and rights.
Simplify policy compliance and reduce administrative burdens.
Frequently Asked Questions
What difference does a paid sick leave law make compared to vacation leave?
Paid sick leave is a legal requirement in Arizona for most employers and is meant for health-related absences. Vacation or general PTO is optional and at the employer’s discretion. If an employer offers PTO, they can set its rules, but it does not replace the required paid sick leave.
Can an employer take away my unused sick time at year-end?
No. Unused sick time must carry over from year to year up to the maximum annual amount allowed (24 or 40 hours, depending on employer size) unless a “front-load” approach is used, where the full annual amount is given atthe start of the year and carry-over is not required.
Am I guaranteed paid vacation leave in Arizona?
No. Vacation leave is not mandated by Arizona law. Whether you receive paid vacation depends entirely on your employer’s policy or employment contract.
If I quit or am terminated, will my unused PTO or sick time be paid out?
For PTO or vacation leave, payment depends on your employer’s policy, Arizona law does not require payout unless the policy provides for it. For paid sick leave, Arizona law does not require payout of unused sick time upon separation.
What if my employer has a “use-it-or-lose-it” policy for vacation or PTO?
Such policies are generally allowed under Arizona law, provided the policy is clearly communicated, gives employees a reasonable opportunity to use the time, and is consistent with employment agreements.
How much paid sick leave do I earn if I work in Arizona?
You accrue 1 hour of paid sick leave for every 30 hours worked. For employers with 15 or more employees, the maximum use per year is 40 hours; for fewer than 15 employees, it’s 24 hours.
Can I request leave for non-medical reasons using paid sick leave?
No. Paid sick leave must be used for the purposes defined by law, your own or a family member’s illness, medical care, or certain safety situations (e.g., domestic violence). For other reasons, you would use vacation, PTO, or unpaid leave if available.
What should I check in my employer’s leave policy?
Look for clarity on how much PTO or vacation is offered, whether it accrues, if there is a carry-over or forfeit policy, what rights you have to paid sick time, and any caps or payout rules. Know your rights under the state’s paid sick leave law.
How does the Day Off app help me as an employee?
The Day Off app gives you a real-time view of your accruals, balances, and usage. It helps you plan your time off, request leave efficiently, and ensures you’re getting your rightful sick leave and PTO benefits as per company policy and law.
Conclusion
In 2026, Arizona’s leave laws present a mix of mandatory and optional benefits. While vacation or general PTO remains up to the employer, paid sick leave is a mandated right for most workers, and federal leave protections cover time off for family or medical reasons. Employers should clearly document their policies, communicate them to employees, and use robust tools like the Day Off app to manage leave effectively. Employees should review and understand their company’s policy, know their legal rights, and plan their leave accordingly. With proper awareness and organization, both sides can handle leave in a fair, lawful, and balanced way.
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July 21, 2024
Alaska Leave Laws And Holidays
Navigating Paid Time Off (PTO) and Alaska Leave Laws is essential for both employers and employees. While Alaska has historically allowed significant flexibility in time-off policies, new updates, including the Paid Sick Leave Law effective July 1, 2025, mean businesses must ensure compliance by 2026.
This guide explains Alaska’s PTO and leave rules, including vacation, sick, and family leave, along with specific protections for military, jury, and voting leave. With a clear understanding of these policies and tools like the Day Off app, organizations can remain compliant, and employees can fully understand their rights and benefits.
Paid Time Off (PTO) in Alaska
Leave Quota
In Alaska, vacation leave is not required by law. Employers may choose whether to offer vacation or PTO and under what conditions. If they do, those terms must be clearly defined in company policies, employment contracts, or collective bargaining agreements.
Accrual
Employers are not legally required to pay out accrued vacation or PTO when an employee leaves. However, if the company policy or employment contract guarantees payment, that agreement must be honored.
Rollover (“Use-It-or-Lose-It”)
Alaska law permits “use-it-or-lose-it” policies, allowing employers to require employees to use their PTO by a specific deadline or forfeit it. Employers must communicate this policy clearly and in writing.
Payout on Termination
Alaska has no statute mandating payout for unused vacation or PTO upon termination. The decision depends entirely on company policy or contractual agreement.
Sick Leave in Alaska
New Paid Sick Leave Law (Effective July 1, 2025)
Beginning July 1, 2025, Alaska employees will start earning paid sick leave, making 2026 the first full year of statewide compliance.
Key details include:
Employees earn 1 hour of paid sick leave for every 30 hours worked.
Employers with 15+ employees may cap accrual at 56 hours per year.
Employers with fewer than 15 employees may cap accrual at 40 hours per year.
Unused sick leave carries over to the next year, up to the applicable cap.
Leave can be used for personal illness, family medical care, or domestic-violence-related absences.
Employers are encouraged to update their leave-tracking systems before 2026 to ensure full compliance.
Family, Maternity, and Paternity Leave
Federal Law (FMLA)
Eligible employees can take up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons, such as childbirth, adoption, or serious illness.
To qualify, an employee must:
Have worked at least 12 months,
Have logged 1,250 hours in the past year, and
Work for an employer with 50+ employees within 75 miles.
Alaska Family Leave Act (AFLA) Public Sector
The AFLA grants up to 18 weeks of job-protected leave to eligible public employees within a 12- or 24-month period. Covered reasons include pregnancy, childbirth, adoption, or caring for a family member with a serious health condition.
Anti-Discrimination Protections
The Alaska Human Rights Law prohibits discrimination based on pregnancy, childbirth, or related conditions. This applies to both private and public employers of all sizes.
Bereavement Leave
There is no state or federal requirement for bereavement leave in Alaska. Employers may choose to offer paid or unpaid time off for bereavement, but they must apply policies fairly and consistently across all employees.
Jury Duty Leave
Employers must provide employees with unpaid time off to serve on a jury. It is illegal to terminate, penalize, or retaliate against employees for fulfilling jury obligations. Public employers, however, must provide paid jury leave to full-time employees.
Military Leave
Under both Alaska law and the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees are entitled to unlimited unpaid leave for military service, along with reinstatement rights.
Public employees called to duty by the governor receive five days of paid leave per year.
Voting Leave
If an employee’s work schedule does not allow sufficient time outside of working hours to vote, the employer must provide paid time off to vote. While the law does not specify how much time, it must be reasonable to ensure employees can cast their ballots.
Alaska State Holidays in 2026
Private employers are not legally required to offer paid or unpaid leave on state holidays. However, many choose to include holiday pay or additional PTO as part of their benefits package.
Official state holidays in 2026 include:
New Year’s Day, January 1
Martin Luther King Jr. Day, January 19
Presidents’ Day, February 16
Seward’s Day, March 30
Memorial Day May 25
Independence Day, July 4
Labor Day, September 7
Alaska Day, October 18
Veterans Day, November 11
Thanksgiving Day, November 26
Christmas Day, December 25
Using the Day Off App to Manage Leave
As Alaska employers prepare for the new paid sick leave law, managing multiple leave types can be challenging. The Day Off app offers an intuitive solution by:
Automating PTO and sick-leave accruals,
Allowing flexible settings for rollover and usage caps,
Giving employees full visibility into their balances, and
Simplifying HR compliance and record-keeping.
For employees, the app makes requesting, tracking, and planning time off simple and transparent, improving satisfaction and workplace communication.
Frequently Asked Questions
Is paid vacation mandatory in Alaska?
No. Paid vacation is not a legal requirement in Alaska. Employers can decide whether to offer it and under what terms, but if they do, those terms must be clearly outlined in writing and applied consistently.
What’s the difference between PTO and vacation leave?
PTO (Paid Time Off) is a flexible policy that combines various leave types, such as vacation, sick days, and personal time, into one pool. Vacation leave typically refers only to time off for rest or travel.
Will the new paid sick-leave law apply to all employers?
Yes. Beginning in mid-2025, all Alaska employers must provide paid sick leave, though smaller employers can use lower accrual caps. This ensures both large and small businesses maintain fair, proportional policies.
Can unused sick leave roll over into the next year?
Yes. Unused sick leave will carry over into the next calendar year, though employers may cap the total number of hours an employee can accumulate.
Are employers required to pay out unused PTO or vacation when someone leaves?
Not by law. However, if a company’s written policy or employment contract states that unused PTO or vacation will be paid out at termination, the employer must honor that agreement.
Can companies enforce “use-it-or-lose-it” rules?
Yes, as long as the policy is clearly communicated in advance and aligns with any contractual terms. Employers should provide employees with enough notice and flexibility to use their time before it expires.
How much maternity or paternity leave can employees take?
Under federal law, eligible employees can take up to 12 weeks of unpaid, job-protected leave for childbirth, adoption, or bonding with a new child. Public-sector employees may qualify for up to 18 weeks under the Alaska Family Leave Act.
Do employees receive pay while on jury duty?
Private-sector employers are not required to pay for jury duty, but employees must be given time off without penalty. Public employees, however, are entitled to paid leave during jury service.
Are employees guaranteed time off to vote?
Yes. Employers must provide paid time off if an employee’s schedule doesn’t allow enough time outside of work to vote. The amount of leave should be sufficient for the employee to cast a ballot.
How can the Day Off app help businesses stay compliant?
The Day Off app automates leave accrual, tracking, and reporting, ensuring employers meet all new legal requirements while keeping policies transparent and easy to manage. It also reduces errors and paperwork, improving efficiency across the organization.
Conclusion
As Alaska moves into 2026, employers must adapt to both traditional PTO flexibility and the new mandatory paid sick-leave requirements. Transparency, fair application, and proper documentation are essential to compliance.
Employers should review and update policies now to stay compliant, while employees should familiarize themselves with their rights under both state and federal law. With tools like the Day Off app, managing PTO, sick leave, and other absences becomes seamless, fostering a workplace culture built on trust, balance, and accountability.
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July 18, 2024
Alabama Leave Laws And Holidays
Leave policies play a vital role in the modern workplace, both for employers who want to attract and retain talent, and for employees who need to keep work and personal life balanced. In Alabama, leave laws, especially those governing Paid Time Off (PTO), vacation, and sick leave, are influenced heavily by federal law and state precedent. While Alabama does not require private employers to provide many types of leave, there are still important details, protections, and conditions that you should understand.
Whether you are an employer drafting a leave policy, or an employee wanting to know your rights, this article will walk you through what matters in Alabama: vacation leave, sick leave, maternity and paternity leave, bereavement, jury duty, military leave, voting leave, and state holidays.
Paid Time Off (PTO) and Vacation Leave in Alabama
No State Mandate for Vacation Leave
Unlike some states, Alabama does not require private employers to provide paid or unpaid vacation leave. Whether an employee gets vacation time depends entirely on what the employer offers by policy, contract, or collective bargaining.

That means if you receive vacation leave, it’s a benefit your company gives, not something guaranteed by state law.
Accrual, Use, and Payout Rules
Because there is no requirement to offer vacation leave:
An employer can decide when vacation can be used, how much can be accrued, or even if unused vacation is forfeited. Use-it-or-lose-it policies may be permitted if the employer’s policy clearly states so.
When employment ends, there is no automatic state rule saying the employer must pay out unused vacation—unless the company’s own policy or employment contract says so. Courts in Alabama have ruled that employer policies that disqualify payout are valid.
If you are covered by a policy that promises payout, the employer must honor it as part of the contract.
How to Approach PTO Policies as an Employer
If you’re an employer in Alabama:
Clearly define your vacation/PTO policy in writing: how much is granted, when and how it can be used, whether it carries over, and under what conditions payout occurs on separation.
Communicate the policy to employees so they understand whether remaining vacation is guaranteed or forfeited at year-end.
Consider industry norms: though not legally required, many employers use vacation leave as part of competitive benefits.
Sick Leave in Alabama
Private Sector
In Alabama’s private sector, the state does not require employers to provide paid or unpaid sick leave for non-government employees.

If an employer does offer sick leave, it must follow its own policy or contract regarding accrual, use, and payout.
Federal Protections (FMLA)
While Alabama may not require sick leave, federal law does offer protection: The federal Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for serious health conditions, childbirth/adoption, or caring for certain family members.

Eligibility requires working 12 months for the employer, having worked 1,250 hours in the prior year, and employment at a location with at least 50 employees within 75 miles.
What This Means for Employees
As an employee:
If offered, review your employer’s sick-leave policy carefully (how many days, how they accrue, whether they carry over).
Even if sick leave is not offered, you may still qualify for FMLA leave depending on your employer and your role.
Understand that, unlike some other states, unused sick leave is not automatically considered wages in Alabama unless your policy treats it as such.
Maternity, Paternity, and Family Leave
Federal Coverage
For private-sector employees in Alabama, leave related to childbirth, adoption, or serious illness of a family member is primarily governed by the FMLA, which grants up to 12 weeks of unpaid, job-protected leave.

There is no separate statute in Alabama that mandates paid parental leave for private‐sector workers.
State Employees / Public Sector
It’s important to note: for public employees, state or local laws may provide additional benefits (for example, leave accrual for state service). But for most private employers, the federal rules are the baseline.
As an Employee
If you’re expecting a child or adopting:
Check if your employer offers paid parental leave or enhanced benefits beyond FMLA.
Understand you may still have job protection under the FMLA if eligible, but it is unpaid.
Ensure you follow notice and eligibility rules for FMLA to preserve your rights.
Additional Leave Types
Bereavement Leave
Alabama law does not require private employers to provide bereavement leave (paid or unpaid). It is at the discretion of the employer or specified in company policy.
Jury Duty Leave
For full-time employees, Alabama law mandates paid leave for jury duty. Employers cannot force employees to use vacation, sick, or unpaid leave for jury service.
Military Leave
Under the federal Uniformed Services Employment and Reemployment Rights Act (USERRA) and supplemental state laws, employees called for military service are protected from job discrimination and are entitled to leave for service. State law provides unpaid leave for state military duty and training.
Voting Leave
Employees in Alabama are entitled to up to one hour of unpaid leave to vote, provided reasonable notice is given and the employee’s work schedule doesn’t already allow time to vote outside working hours.
State Holidays
Private employers in Alabama are not required by law to provide paid or unpaid leave for state holidays. Holiday leave is a benefit companies may choose to offer.
Practical Tips for Employers & Employees
For Employers:
Draft clear written leave policies, vacation, sick, parental, and other types, so employees know what is available and on what terms.
If you offer vacation or PTO, decide your payout, carry-over, accrual, and use-it-or-lose-it conditions clearly.
Comply with federal laws (FMLA, USERRA) even if state law does not.
Ensure that jury duty and other protected leaves are handled according to law (e.g., cannot force using vacation for jury duty).
For Employees:
Read your employer’s written leave policy carefully so you understand what you’re being offered.
Ask whether unused vacation is paid out at termination, and whether your sick or vacation leave accrues or is “use-it-or-lose-it”.
Know your rights under federal law, FMLA for family/medical leave, USERRA for military service.
For jury duty or voting, you have state protections even if your employer doesn’t provide extra leave benefits.
FAQ Section
What is the minimum PTO required by Alabama law for private sector employees?
Alabama state law does not require private employers to provide any paid time off (vacation or personal). Whether you receive PTO depends on your employer’s policy or contract.
Is an employer required to pay out unused vacation when I leave the job?
No, there is no general state law in Alabama requiring payout of unused vacation time. If your employer’s policy or contract says payout will happen, then it must be honored. If not, the employer may legally withhold the payout.
Does Alabama law require sick leave for private employees?
Not in the private sector. Employers are not required to provide paid or unpaid sick leave, though many choose to offer it as a benefit. Private sector employees may still be eligible for unpaid job-protected leave under the federal FMLA.
Can an employer require I use vacation or PTO for jury duty?
No. Alabama law requires employers to provide paid leave for full-time employees serving on jury duty, and they cannot force the use of vacation, sick, or unpaid leave for this purpose.
If I work part-time, am I eligible for leave benefits under Alabama law?
Since Alabama does not mandate many leave benefits for private employers, eligibility largely depends on your employer’s policy. For federally protected leave (e.g., FMLA), part-time status may affect eligibility. Always check your company’s policy.
What rights do I have if I am called up for military service?
Under federal law (USERRA) and Alabama state law, employees performing military duty are protected from job discrimination and have leave rights. The leave itself may not be paid, but you cannot be punished or fired for the service.
How much time off do I get if my employer allows vacation leave?
It depends. Because there is no legal minimum in Alabama for vacation leave, the amount is whatever your employer offers in policy or contract. On average, many employers provide similar benefits to stay competitive, even though not required.
Does Alabama require leave or payout if I fall ill and cannot work?
No specific state law mandates paid sick leave for private employees. If you want job-protected leave for your own serious health condition or to care for a family member, you may be covered by the federal FMLA (if eligible).
Are there any laws about holidays in Alabama?
For private employers: no, you are not required by state law to provide paid holiday leave, and you can require employees to work on holidays if you wish. If you do offer holiday leave, you must follow your agreed-upon policy.
What should I look for in my employer’s leave policy?
Pay attention to:
How much leave is granted and under what conditions?
Whether unused leave rolls over or is forfeited.
Whether unused leave is paid out when you leave.
How leave accrues (if at all).
Whether special leave (jury duty, military, voting) is treated separately and protected.
Conclusion
While Alabama may have fewer mandated leave benefits compared to some states, it still matters greatly how leave policies are handled in practice. Employers who create clear, fair, competitive leave policies can boost morale, reduce turnover, and support a positive workplace culture. Employees who understand their rights and what their employer’s policy offers can better plan their time off, protect their job-security rights, and make the most of what’s available.
In 2026, whether you are designing a PTO policy as an employer or checking your benefits as an employee, focus on transparency, clarity, and alignment with federal protections. Although your state may not require certain leave types, federal laws like FMLA and USERRA still apply. When you understand the rules and how they apply to your workplace, you can make smarter decisions about work, time off, and balance.
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July 17, 2024
California Leave Laws And Holidays
Understanding California Leave Laws is crucial for both employers and employees. California offers comprehensive and employee-friendly leave policies, including paid time off (PTO), sick leave, family and medical leave, and more. This guide, provided by Day Off, offers an overview of these laws, covering vacation policies, sick leave entitlements, State Disability Insurance (SDI), Paid Family Leave (PFL), and specific leave types such as maternity, paternity, bereavement, jury duty, military, and voting leave. Whether you’re an employer ensuring compliance or an employee knowing your rights.

Paid Time Off (PTO) in California

Vacation Leave Quota

California state law does not mandate vacation leave, though sick leave is required. Neither federal nor state law requires employers to provide paid or unpaid vacation time. If an employer does offer vacation leave, it must comply with state regulations, company policies, or employment contracts. Vacation benefits are often provided by employers as they are highly valued by employees.
In California, employers can dictate when vacation is taken and how much can be used at once. They may require advance notice or deny vacation requests for certain dates. Sick leave, however, is mandatory, and more details are provided in the section on Sick Leave in California.

Accrual

Accruals for vacation time are not mandated by California law but are commonly practiced. Employers may cap the amount of vacation time employees can accrue. If an employer offers paid vacation, they must adhere to certain restrictions on providing vacation pay. According to California law, vacation time is earned as work is performed and cannot be forfeited. Thus, all accrued vacation must be paid out upon employment termination. (Suastez v. Plastic Dress Up, 31 Cal.3d 774 (1982))
Employers may set a cap on vacation accrual to prevent the accumulation of excessive vacation hours and can impose conditions such as a probationary period before an employee begins accruing paid vacation benefits.

Carryover

California leave laws prohibits the “Use-It-or-Lose-It” policy, which requires employees to forfeit unused vacation time after a certain period. Employers must allow employees to carry over unused vacation time to the following year. However, a cap on vacation accrual is permissible.

Payment of Accrued, Unused Vacation on Termination

All unused vacation time must be compensated upon employment termination. Sick leave, in contrast, is not considered wages and does not require payout upon termination. If an employer has a paid vacation policy, accrued vacation time must be paid out as earned wages on the employee’s final paycheck. Only employees covered by a collective bargaining agreement will have different vacation benefit provisions. (Labor Code §227.3)
For instance, if Ronald from Sacramento has worked for a company for two years and accrued 20 days of vacation, he would receive payment for that vacation time upon termination.

Payout

The employer is responsible for paying all earned and unused vacation time.

Sick Leave in California

Federal Law

Under federal law, employees are entitled to 12 weeks of unpaid sick leave.

State Law: California’s Paid Sick Leave Law

Starting January 1, 2024, California employers must provide at least 40 hours (5 days) of paid sick leave annually. Previously, the requirement was 24 hours (3 days) of paid sick leave. The accrual rate remains at 1 hour of paid sick leave for every 30 hours worked.

Eligible Employers and Employees

All California employers must offer paid sick leave to employees who have worked for them for at least 30 days within a year. This includes part-time, per diem, in-home supportive services providers, and temporary employees. Exemptions include railroad employees, certain employees covered by collective bargaining agreements, and airline employees.
Employees start accruing paid sick leave on their first workday but can only use it after 90 days of employment.

Accrual Policy or the “Up Front” Policy

Employers can choose between the accrual method, where sick leave is earned throughout the year, or providing 40 hours of paid sick leave at the beginning of the year.

Paid Sick Leave Usage

The amount of sick leave an employee can use depends on their regular work schedule. Employees can use sick leave for their health or a family member’s health, including preventive care. Family members include children, parents, spouses, domestic partners, grandchildren, grandparents, and siblings. Victims of domestic violence, stalking, or sexual assault may also use sick leave.
California’s Kin Care Law allows employees to specify if they are taking sick leave for personal use or to care for a family member. Employers must update policies to reflect this.

Accrual Cap

Employees may accrue more than 40 hours of paid sick leave, but employers can cap the usage at 40 hours per year. Employers can require sick leave to be taken in increments of at least two hours.

Carryover Rules

Unused sick time must be carried over to the next year, with a total accrued sick leave capped at 80 hours.

Using Sick Days as PTO

The employer’s policy determines if sick days can be used as general PTO. Sick days are a guaranteed form of PTO under California law.

Sick Leave Information and Documentation

Employers must show available sick days on each pay stub and keep three years of sick leave records. A sick leave poster must be displayed in the workplace.

Payout of Sick Leave in California

Employers must pay for used sick days by the next regular payroll period. Sick leave is not considered a wage and is not paid out upon employment termination. If an employer’s PTO policy combines sick, vacation, and personal days, sick leave may be considered a wage.

Cities with Additional Paid Sick Leave

Some California cities have additional paid sick leave requirements, including Berkeley, Emeryville, Los Angeles, Oakland, San Diego, San Francisco, Santa Monica, and Sonoma County. Employers must follow the more generous provisions of local ordinances.

State Disability Insurance (SDI)

California leave laws offers paid family leave through the SDI program, providing short-term disability insurance and paid family leave benefits. The weekly benefit ranges from 60% to 70% of an employee’s income, with a minimum of $50 and a maximum of $1,357 per week, available for up to 52 weeks. Changes are expected in 2024 and 2025, including the removal of the wage ceiling and an increase in benefit rates to 70-90%.

Paid Family Leave (PFL)

California leave laws provides up to 8 weeks of paid family leave for bonding with a newborn, adopted, or foster child, or caring for a seriously ill family member. The compensation is 60-70% of the employee’s income, up to $1,620 per week in 2024. PFL is funded through employee contributions to the SDI program.

Maternity, Paternity, and FMLA

Federal Law

The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid family leave for the birth or adoption of a child. Employees are eligible if they have worked for their employer for at least 12 months at a location with at least 50 employees within 75 miles.

Additional State Laws in California

California enhances FMLA with state laws providing unpaid and paid, job-protected leave for pregnancy, childbirth, adoption, and foster care. California’s programs like PFL and SDI offer partial wage replacement during family and health-related leave.

Unpaid Maternity Leave in California

California Family Rights Act (CFRA) provides improved rights to FMLA. Types of unpaid leave include:
Pregnancy Disability Leave: Up to four months for pregnancy-related disability. Available to employees of companies with at least five employees.
Family and Bonding Time Leave: Up to 12 weeks for bonding with a new child. Can be combined with Pregnancy Disability Leave for up to seven months of leave.
Reasonable Accommodation Leave: For employees with disabilities, including pregnancy-related conditions, as part of anti-discrimination laws.

Paid Maternity Leave in California

California offers several benefits for paid maternity leave:
Medical Benefits: Employers must maintain medical benefits during pregnancy and family leave.
State Disability Insurance (SDI): Provides up to 52 weeks of partial wage replacement for pregnancy-related disabilities.
Paid Family Leave (PFL): Offers up to 8 weeks of partial pay for bonding with a new child.

Paternity Leave in California

Paternity leave is covered by the FMLA, CFRA, and the New Parent Leave Act, providing up to 12 weeks of unpaid leave for new fathers.

Bereavement Leave in California

As of January 1, 2023, California requires employers with five or more employees to provide up to five days of unpaid bereavement leave for a deceased family member. Leave must be taken within three months of the death and can be consecutive or intermittent. Employers may require proof of death.

Jury Duty Leave in California

Employers must provide unpaid leave for jury duty. Employees may use vacation, personal, or compensatory leave. Employers cannot terminate or demote employees for serving on a jury.

Military Leave in California

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects employees serving in the military from discrimination and ensures job reinstatement after service.

California State Law

California law mirrors USERRA and provides unpaid leave for military duty. Employers must allow leave for military drills, training, and other activities. Employers with more than 15 employees must provide up to 10 days of unpaid leave for spouses of deployed military members.

Voting Leave in California

Employers must provide enough time for employees to vote, with up to two hours of paid leave. Employees must notify employers at least three working days in advance.

California State Holidays

Private sector employers are not required to provide paid or unpaid leave for state holidays. If offered, it must comply with company policy or employment contracts. California observes 11 state holidays.
FAQs
What are the minimum paid sick leave requirements in California for 2026?
As of January 1, 2024, California law requires most employers to provide at least 40 hours (five days) of paid sick leave per year, or five days of leave based on the number of hours the employee works per day, whichever is greater.

In 2026, this remains the baseline, employers may provide more if required by local city ordinances (for example, Los Angeles or San Francisco), but cannot provide less. If local rules are more generous (e.g., 48 or 72 hours), the employer must comply with the more beneficial rule.
Is an employer required to provide paid vacation leave (PTO) in California?
No, under California state law, employers are not required to provide paid vacation leave or general paid time off (PTO) for personal use.

However, if an employer does offer paid vacation (or PTO) as part of the employment contract or company policy, then certain rules apply: the vacation becomes “earned wages,” cannot be forfeited (“use-it-or-lose-it” is prohibited), and must be paid out upon termination.
What happens to unused paid sick leave at the end of the year or when I change jobs?
Under California law:
Accrued paid sick leave must be carried over into the next year. Employers may cap accrual (for example, limit total accrual to 80 hours) or limit annual usage (e.g., 40 hours), but cannot force forfeiture solely because the year ended.
If you leave your job (voluntarily or involuntarily), paid sick leave is not required to be paid out, unless the employer’s policy treats it as part of general PTO (in which case it may be treated as earned wages).
If you return to the same employer within 12 months and your previous sick leave was not cashed out, your unused balance must generally be reinstated.
Can an employer require me to use vacation or PTO before using paid sick leave or other benefits like Paid Family Leave?
Recent guidance suggests that certain rules may change around how PTO is used in conjunction with other leave types. For instance, employers must ensure that paid sick leave remains available for its intended purposes, not just used up through PTO first.

In short: while PTO policies are flexible, they must respect the statutory minimums for sick leave and not require an employee to exhaust vacation before being eligible for other protected leave.
What types of leave does California law protect beyond paid sick leave?
California offers a range of protected leave types, including:
State Disability Insurance (SDI) for short-term disability (including pregnancy‐related disability)
Paid Family Leave (PFL) for bonding with a new child or caring for a seriously ill family member
Family and Medical Leave (under CFRA/FMLA) for eligible employees to take unpaid, job-protected leave
Bereavement leave (up to 5 days unpaid for employers of five or more employees) effective January 1, 2023
Jury duty leave, military leave, voting leave, and other specialized leave types
These leaves often carry separate rules about eligibility, length, pay replacement (where applicable), and job protection.
How does accrual work for paid sick leave in California?
Under California law, employers have two main methods:
Accrual method: Employees earn one hour of sick leave for every 30 hours worked (or another regular accrual schedule that meets the minimum).
Front-load method: Employer provides the full amount of paid sick leave (e.g., 40 hours) at the beginning of the year or accrual period.
Employers may impose a cap on usage (e.g., 40 hours per year) and a cap on accrual (e.g., 80 hours or 10 days), but must allow carryover of at least the usage-cap per year.
What are the rights for part-time and temporary employees under paid sick leave law?
Part-time, temporary, seasonal, and per-diem employees are generally covered under California’s paid sick leave law if they:
Work for the same employer for at least 30 days within a year
Are counted under an accrual or front-load policy as described above
Employers may not offer fewer rights based on status. However, accruals will naturally be less if fewer hours are worked.
What should an out-of-an-emergency carryover or stress-care event look like in 2026?
In 2026, you should still expect that:
Employers allow you to carry over unused sick hours to the next year (subject to cap)
Leave taken for qualifying reasons may include caring for family members, domestic violence-related needs, or other legally protected reasons
Employers must clearly explain the policy to employees (at hire, on pay stub, via poster) and cannot retaliate against employees for using protected leave.
If I’m eligible for Paid Family Leave (PFL) or SDI, does my employer have to provide extra vacation or PTO?
No, but they must not make you use your vacation or PTO before accessing the state-provided benefit unless the employer’s policy explicitly allows that and you agree. The employer must still comply with minimum sick leave and job protection laws. Benefits like PFL are administered by the state (via SDI) and provide partial wage replacement for bonding or caregiving purposes. An employer’s vacation or PTO policy is separate but must align with legal protections.

Conclsuion

Understanding California’s leave laws in 2026 is essential for both employers and employees to maintain compliance and create a healthy, sustainable work culture. With updates to paid sick leave, PTO policies, and family-related leave, California continues to set one of the highest standards for worker protection in the U.S. These laws not only safeguard employees’ well-being but also help businesses build trust, reduce burnout, and improve long-term productivity.

For employers, staying informed means more than just following the law, it’s about creating fair, transparent policies that respect work-life balance and encourage retention. Meanwhile, employees benefit from knowing their rights, including how much leave they can take, how it accrues, and how to use it without fear of retaliation.
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July 16, 2024
Germany Leave Laws And Holidays
Germany is well known for its strong worker protection laws and emphasis on work-life balance, and paid leave (known as Urlaub) plays a huge part in that. Whether you’re a full-time employee, a part-time worker, or managing a global team with staff in Germany, understanding how leave laws work is crucial.

This guide explains the latest updates to Germany’s paid leave laws in 2026, including annual leave, sick leave, parental and family leave, and how public holidays fit into your schedule.

Annual Leave Entitlement in Germany

The foundation of German vacation rights comes from the Federal Vacation Act (Bundesurlaubsgesetz – BUrlG).

Under this law:

Employees working a five-day work week are entitled to at least 20 days of paid vacation per year.

Those working a six-day week are entitled to 24 days.

However, most employers in Germany go beyond the minimum. Thanks to collective bargaining agreements and company policies, the average annual leave is between 25 and 30 days. This ensures that employees can take enough time off to rest, recharge, and return to work motivated.

How Annual Leave is Calculated

Leave is based on the number of working days per week. For example:

If you work 4 days per week, your annual leave would be 16 days (4 × 4).

If you only work part-time or on a mini-job basis, your leave is calculated proportionally to your working schedule.

Employers are legally required to calculate and document leave entitlement clearly in their contract or HR system.

Carrying Over Unused Leave

In general, employees are expected to take their vacation within the same calendar year. However, if you can’t use it for valid reasons, such as illness or heavy workload, the law allows you to carry over your remaining leave until March 31 of the following year.

If you still don’t use it by then, the leave may expire unless otherwise agreed in your employment contract or collective agreement.

Sick Leave and Medical Certificates

Germany has a strong employee protection system for illness. If you get sick and can’t work:

You must inform your employer immediately, and

Provide a medical certificate (Arbeitsunfähigkeitsbescheinigung) if your sick leave lasts more than three days.

You will continue to receive your full salary for up to six weeks from your employer. After that, your public health insurance covers sick pay at about 70% of your gross salary (up to a legal cap).

This system ensures that employees don’t lose income due to short-term illness and can focus on recovery.

Parental Leave (Elternzeit) and Maternity Protection

Maternity Leave (Mutterschutz)

Pregnant employees in Germany are protected by the Maternity Protection Act (Mutterschutzgesetz).

They are entitled to:

6 weeks of paid leave before the birth, and

8 weeks after the birth (extended to 12 weeks in case of premature or multiple births).

During this time, the employee receives maternity pay funded by both the employer and the statutory health insurance provider. The law also protects mothers from being dismissed during maternity leave.

Parental Leave (Elternzeit)

Both parents have the right to take up to three years of parental leave per child, either together or separately. During this time, they can choose to work part-time (15–30 hours per week) or take full time off.

While parental leave is usually unpaid, parents can apply for Elterngeld (parental allowance), which replaces a percentage of their income (usually 65%–67%) for up to 14 months combined.

Care Leave (Pflegezeit) and Family Emergencies

Germany recognizes that family care responsibilities can be urgent and unpredictable. Employees have several options:

Short-Term Care Leave

You can take up to 10 days of unpaid leave if a close family member suddenly needs care. This time is intended to help you organize long-term support or medical arrangements.

Long-Term Care Leave

If long-term caregiving is necessary, employees can take up to six months of unpaid leave under the Family Care Leave Act (Pflegezeitgesetz).

During this period, your job remains protected, and you can apply for a government-backed interest-free loan to cover lost income.

Public Holidays in Germany

Germany has nine nationwide public holidays, such as New Year’s Day, Labour Day, and Christmas.
Each federal state (Bundesland) also has its own regional holidays, meaning some workers enjoy up to 13–14 holidays per year, depending on where they live.

These holidays are not counted as part of your annual vacation days.

If you are required to work on a public holiday, for example, in healthcare, hospitality, or emergency services, your employer must compensate you with either:

A substitute day off, or

Additional holiday pay, depending on your contract and local regulations.

Paid Time Off (PTO) and Work Schedule Flexibility

Many international companies in Germany are now blending traditional leave systems with modern Paid Time Off (PTO) policies.

This approach combines all types of leave, vacation, sick days, personal days, into one flexible balance, giving employees more control over how they use their time off.

However, under German law, employers must still guarantee the minimum statutory leave and comply with the Bundesurlaubsgesetz. PTO can be offered in addition to these rights, but not as a replacement.

To make scheduling easier, companies operating 24-hour shifts (like hospitals, factories, or global support centers) often use rotating shift schedules that balance coverage with fair rest periods. This ensures no employee is overworked and everyone gets enough time to rest.

Compensation for Unused Leave

If your employment ends and you still have unused paid leave, your employer is required to pay out those remaining days in your final paycheck.

Alternatively, the company can ask you to take your remaining vacation during your notice period, but this must be mutually agreed and clearly communicated.

FAQ: Your Questions About Leave Laws in Germany

What is the minimum paid annual leave for full-time employees in Germany?

For employees working a standard five-day week, the statutory minimum is 20 days of paid annual leave per year. If you work a six-day week, the minimum is 24 days. These are provided under the Bundesurlaubsgesetz (Federal Holiday Act).

Can my employer require me to take my annual leave at a certain time?

Yes, you must submit a leave request, and your employer can approve or deny it based on operational reasons. Conversely, the employer must encourage you to take your leave during the year and cannot simply let days expire without action.

What happens if I get sick while on vacation?

If you fall ill during your vacation and present a valid medical certificate, the days of illness can be reclassified as sick leave rather than vacation. This means your vacation days are restored and you can take them later.

How is annual leave calculated for part-time or mini-job employees?

Leave entitlement is calculated pro rata based on the number of days you work per week. For example, if the statutory minimum is 20 days for 5 days/week, and you work 4 days/week, you’re entitled to 16 days (4 × 4). This applies even for mini-jobbers (low-income limited-hour workers).

By when must I use my leave days?

Generally, you should use your vacation within the calendar year. If you couldn’t take them due to business reasons or illness, the law allows carry-over until March 31 of the following year. After that, they may expire unless new rules apply.

Am I entitled to paid leave if I’m disabled or doing hazardous work?

Yes, certain groups have additional legal entitlements. For example, employees with severe disabilities are entitled to an extra five working days of paid leave. Those doing hazardous or physically difficult work also often receive extra days through collective agreements.

What are my rights in the event of termination regarding unused leave?

When your employment ends, any unused paid annual leave must be compensated financially if you haven’t used it. Alternatively, your employer may require you to take your leave during the notice period. Failing to do either may give rise to legal claims.

How long is maternity leave in Germany, and what benefits apply?

Under the Mutterschutzgesetz (Maternity Protection Act), pregnant employees are generally entitled to six weeks before birth and eight weeks after (or 12 weeks in cases of premature or multiple births). The pay is based on prior earnings, and job protection is guaranteed.

Is there a statutory paternity leave?

There is no universal statutory “paternity leave” separate from parental leave, but parents, both mothers and fathers, can take up to three years of unpaid parental leave (Elternzeit). During this time, job protection applies, and part-time work (e.g., 15-30 hours/week) is allowed unless urgent business reasons oppose it.

What public holidays apply, and do they count toward annual leave?

Public holidays in Germany are separate from annual leave entitlement. While there are 9 national holidays, each state adds regional ones. If you work on a public holiday, you may be entitled to additional time off or higher compensation.

Conclusion

Germany’s leave laws are designed to support a healthy work-life balance while protecting both employees and employers. From generous annual leave and parental rights to detailed rules on sick pay and care leave, the system ensures fairness, flexibility, and long-term well-being.

As we move into 2026, more companies are adopting flexible work schedules and PTO systems while respecting legal requirements. Whether you’re working in Berlin, Munich, or remotely for a German employer, knowing your rights ensures you can take the time you need for rest, family, or recovery, without worrying about job security or income loss.
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July 15, 2024
How To Plan And Enjoy Time Off
Taking time off from work isn’t just a luxury; it’s essential. Everyone needs a break to rest, recharge, and come back feeling motivated. Whether you’re planning a short weekend getaway or a two-week vacation, preparing properly helps you enjoy your time off without stress or guilt. Below is a complete guide on how to plan your time away from work and make the most of it.

How to Effectively Plan and Enjoy Time Off Work

Step 1: Determine the Best Time to Take Off

Assess Your Workload and Team Calendar

Before choosing your vacation dates, take a good look at your upcoming projects, meetings, and responsibilities. Try to avoid busy periods, deadlines, or times when your team needs all hands on deck. A well-timed vacation ensures that your absence doesn’t put extra pressure on your coworkers, and you can relax knowing everything’s under control.

Consider Personal and Family Commitments

Your vacation should fit your personal life, not clash with it. Think about family events, school breaks, or holidays when everyone’s available to travel. Aligning your time off with loved ones’ schedules helps you spend quality time together and truly enjoy the break.

Step 2: Plan Your Destination and Activities

Choose Your Destination Wisely

Think about what kind of break your body and mind need. Do you want to unwind on a quiet beach, explore a new culture, or go on a hiking adventure? Consider your budget, weather conditions, and any travel restrictions. Choosing the right destination sets the tone for a stress-free experience.

Research and Book in Advance

Once you’ve picked a destination, do a bit of research. Find comfortable accommodations, fun activities, and good food spots. Booking flights and hotels early can help you get better prices and more options. Planning doesn’t mean over-scheduling, leave some free time to relax and go with the flow.

Create a Balanced Itinerary

Make a simple plan for each day, mixing activities and rest. Include wellness moments like a massage, meditation, or morning yoga, but also allow spontaneous moments, maybe a sunset walk or discovering a hidden café. The goal is to feel refreshed, not rushed.

Step 3: Prepare for Your Time Off

Notify Your Employer and Team Early

Let your manager and team know about your vacation ahead of time. Submit your leave request and talk about who will handle your tasks. Setting up an out-of-office email response also helps manage expectations while you’re away, people will appreciate your organization.

Wrap Up Pending Work

Before you leave, finish up important tasks or delegate them clearly. Write short handover notes for your coworkers so they can easily manage in your absence. This not only keeps things running smoothly but also helps you disconnect fully without worrying about unfinished work.

Organize Your Personal Life

Sort out everything at home before leaving, arrange pet care, pause deliveries, and make sure all bills are paid. This prevents last-minute stress and ensures you can focus on enjoying your trip.

Step 4: Enjoy Your Vacation Fully

Disconnect from Work

This might be the hardest part, but it’s crucial. Turn off work notifications and resist the urge to check emails or messages. Remind yourself that rest is part of being productive. Your mind needs this space to recharge.

Be Present

Try to live in the moment. Take photos, but don’t spend your entire trip behind the camera. Feel the ocean breeze, enjoy your meal slowly, or simply sit and relax. The best memories often come from the moments when you’re not trying too hard to create them.

Take Care of Your Health

Even while relaxing, remember to eat well, stay hydrated, and get enough sleep. If you’re active, enjoy it, hike, swimming, or exploring on foot. Vacations are for your mental and physical well-being.

Step 5: Return to Work Refreshed

Ease Back In

If possible, come home a day or two before returning to work. This helps you adjust and unpack before diving back into your routine. On your first day back, plan a lighter schedule so you can catch up calmly.

Reflect on Your Time Off

Think about what made your vacation enjoyable. Maybe it was the peace, the adventure, or simply sleeping in. Try to carry a bit of that feeling into your daily life, like taking short breaks or spending more time outdoors.

Share and Inspire

Share your experience with friends and coworkers. Talking about your trip not only keeps the good energy going but might encourage others to take time off and care for their well-being, too.

Day Off: The Ultimate PTO & Vacation Tracker

Managing who’s off and when can be a challenge for any team; that’s where Day Off comes in. It’s an all-in-one app that makes tracking PTO, vacations, sick days, and absences simple and transparent.

With Day Off, both employees and managers can:

Track available leave balances in real time.

Set up unlimited leave types, like annual, sick, or parental leave.

Customize company calendars, including local holidays and working days.

Integrate with tools like Slack, Google Calendar, Outlook, and Teams for smooth communication.

Support accruals and carryovers so your team’s leave stays accurate.

Add unlimited employees and set personalized leave policies easily.

It’s designed for every kind of workplace, from startups to large organizations, to create a more transparent and stress-free PTO experience.

Create Your Team on Day Off Today! Streamline leave requests, approvals, and planning in just a few clicks.

Guide: How to Request Time Off Using a Leave Tracking App

Log In to the App
Open the app on your phone or computer and sign in using your company credentials.

Go to the Vacation Request Section
Find the tab labeled “add a day off”.

Select the Type of Leave
Pick “Vacation,” “Sick Leave,” or another type, depending on your company policy.

Enter the Dates
Choose your start and end dates. Some systems let you pick half-days, too.

Add Notes if Needed
Write any details your manager might need, like who’s covering your work.

Review and Submit
Double-check your request, then click “Submit.” You’ll usually get a confirmation or email.

Track Approval Status
You can follow your request through the approval process and get notified once it’s approved.

Prepare Before You Leave
Set up your out-of-office message and hand off tasks so everything runs smoothly while you’re away.

Frequently Asked Questions About Planning and Enjoying Time Off

How far in advance should I plan my vacation?

It’s best to plan your vacation at least four to six weeks in advance, especially if you work in a busy environment or share responsibilities with a team. Early planning gives you time to finish important tasks, allows your manager to adjust schedules, and helps you get better deals on flights and accommodations. If your company requires formal time-off approval, submit your request early to avoid scheduling conflicts.

What’s the best way to prepare for time off from work?

Start by finishing or delegating major tasks before you leave. Write clear handover notes for your colleagues so they know what to do while you’re away. Then, set up an out-of-office email and update your team on who can handle urgent matters. Preparing in advance not only prevents last-minute stress but also allows you to fully relax once your vacation begins.

How can I truly disconnect from work during my vacation?

The key is to set firm boundaries. Turn off work notifications, avoid checking emails, and inform your team that you’ll be offline. You can even delete work apps temporarily if it helps. Remind yourself that rest improves performance, your mind needs downtime to come back more creative and focused.

How long should a vacation be to feel refreshed?

It depends on your workload and lifestyle, but most people feel noticeably recharged after 7 to 10 consecutive days off. This length allows you to decompress, enjoy new experiences, and return to work with renewed motivation. Even a short 3–4 day weekend getaway can help if you use it to truly unwind and disconnect.

What if I can’t afford to travel far for my time off?

You don’t need an expensive trip to recharge. A staycation, relaxing at home, visiting local attractions, or enjoying nature, can be just as restorative. Focus on what brings you peace and joy, whether that’s reading, cooking, hiking, or simply resting without distractions. The goal is rest, not distance.

How do I handle work anxiety before or during my vacation?

It’s completely normal to feel guilty or anxious about stepping away from work. Combat this by planning ahead, complete your responsibilities, inform your team, and trusting your colleagues to manage things in your absence. Remind yourself that taking time off makes you a better, more productive employee when you return.

How does taking time off improve mental health and productivity?

Regular breaks reduce burnout, lower stress, and boost overall happiness. Vacations give your brain a chance to recharge, leading to improved focus, creativity, and motivation once you’re back. Research shows employees who take their full PTO are often more productive and have higher job satisfaction.

What’s the best way to plan my return to work after vacation?

Don’t overload your first day back. Keep your schedule light so you can catch up gradually. Review emails, check in with your team, and tackle urgent tasks first. Taking a “soft landing” approach helps you transition smoothly without feeling overwhelmed.

How can I track my vacation and PTO days easily?

Using a leave tracking app like Day Off is one of the easiest ways to manage your time off. It allows you to view your remaining leave balance, submit vacation requests, and see your team’s schedule, all in one place. Plus, it integrates with tools like Slack and Google Calendar, making communication effortless.

Can taking too little time off affect my performance?

Yes. Skipping vacations or working for months without a break can lead to chronic fatigue, irritability, and decreased performance. Over time, this can impact both your mental health and job satisfaction. Regular time off isn’t a sign of laziness, it’s a vital part of staying healthy and motivated.

What should I include in my out-of-office message?

Keep it clear and polite. Mention the dates you’ll be away, when you’ll return, and who to contact in your absence. For example:

“Thank you for your message. I’m currently out of the office on vacation and will return on [date]. For urgent matters, please contact [name] at [email].”
This sets boundaries while keeping communication professional.

How can companies encourage employees to take time off?

Organizations can promote healthy work-life balance by normalizing time off and leading by example. Managers should take their own vacations, publicly encourage rest, and use systems like Day Off to make requesting leave simple and transparent. When employees feel supported, they return happier and more productive.

Is it okay to take time off for mental health?

Absolutely. Mental health days are just as important as physical health breaks. Whether you’re feeling burnt out, overwhelmed, or just need a reset, taking time to rest and recover helps maintain your long-term well-being and effectiveness at work. More companies today recognize this and include mental health leave in their PTO policies.

Conclusion

Taking time off is not a luxury, it’s a necessity. By planning, communicating with your team, and using smart tools like Day Off, you can enjoy your vacation with peace of mind. A well-planned break helps you recharge your energy, strengthen your mental health, and return to work feeling inspired and productive.

So, whether you’re dreaming of a quiet beach escape or a city adventure, start planning your next getaway now. You deserve it, and your future self will thank you for it.
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July 11, 2024