How to Write a Polished Email Requesting Unpaid Leave
Requesting unpaid leave can be a sensitive matter that requires clear communication and a respectful tone. Whether it’s for personal, medical, or family reasons, crafting a well-structured email helps ensure transparency, minimizes disruption, and maintains a positive relationship with your employer. Here’s how to do it effectively.
Subject Line
The subject line should be clear and to the point. This helps ensure your email is opened and read promptly. Examples include:
- “Request for Unpaid Leave”
- “Unpaid Leave Request: [Your Name]”
- “Leave of Absence Request”
Salutation
Address your email to the appropriate person, usually your immediate supervisor or HR manager. Use their name if you know it.
- Example: Dear [Manager’s Name],
Opening Paragraph
Start by stating the purpose of your email. Be direct yet polite.
- Example: I hope this email finds you well. I am writing to formally request unpaid leave from [start date] to [end date].
Reason for the Leave
Briefly explain the reason for your request. While you don’t need to go into personal details, providing some context can help your manager understand your situation better.
- Example: The reason for this request is [briefly state the reason, e.g., personal matters, family obligations, health issues].
Duration and Dates
Clearly state the duration of your leave and specify the dates. This helps your employer plan for your absence.
- Example: I am requesting unpaid leave for a total of [number] days/weeks, starting from [start date] and returning on [end date].
Impact on Work and Mitigation Plan
Explain how your absence will affect your work and how you plan to manage your responsibilities during your leave. Offer solutions to minimize disruption.
- Example: I understand that my absence may impact the team’s workflow. To mitigate this, I have [outline your plan, e.g., completed pending tasks, briefed a colleague, provided documentation].
Contact Information
Provide your contact information in case of urgent matters during your leave.
- Example: During my absence, I will be reachable at [phone number] or [email address] for any urgent matters.
Closing Paragraph
Reiterate your request politely and express gratitude for their understanding and consideration.
- Example: I appreciate your understanding and consideration of my request. Please let me know if you need any further information or if we need to discuss this in more detail. Thank you for your support.
Sign-Off
End with a professional closing.
- Example: Sincerely, [Your Name] [Your Position] [Your Contact Information]
Sample Email for Unpaid Leave
Subject: Unpaid Leave Request: John Doe
Dear Ms. Smith,
I hope this email finds you well. I am writing to formally request unpaid leave from June 1, 2024, to June 15, 2024.
The reason for this request is due to personal matters that require my immediate attention. I am requesting unpaid leave for a total of two weeks, starting from June 1 and returning on June 16.
I understand that my absence may impact the team’s workflow. To mitigate this, I have completed all my pending tasks and briefed my colleague, Jane Doe, on my ongoing projects. I have also provided detailed documentation to ensure a smooth transition.
During my absence, I will be reachable at (123) 456-7890 or [email protected] for any urgent matters.
I appreciate your understanding and consideration of my request. Please let me know if you need any further information or if we need to discuss this in more detail. Thank you for your support.
Sincerely,
John Doe
Marketing Manager
(123) 456-7890
[email protected]
Managing The Unpaid Leave
Managing unpaid leave effectively requires careful planning and clear communication to minimize disruption to the team and maintain productivity. Start by informing your supervisor and HR department as early as possible, providing them with specific dates and reasons for your leave. Develop a detailed handover plan, outlining your ongoing projects and tasks, and designate a colleague to cover your responsibilities during your absence.
From the HR perspective, managing unpaid leave involves ensuring that the process is seamless and compliant with company policies. It starts with reviewing the employee’s request to verify eligibility and understanding the reason for the leave.
Day Off Vacation Tracker
Day Off is the #1 tracker for managing your team’s PTO, vacations, and absences—all in one centralized, easy-to-use platform. In just seconds, you can set up custom leave policies, define your approval workflow, and start enjoying a seamless leave management experience.
Designed for both individual employees and organizations, the Day Off app helps teams stay organized and informed. Its key features include:
Real-Time Leave Balances: Employees can view up-to-date information on their available time off.
Unlimited Team Members: Add as many employees as you need—perfect for growing teams.
Flexible Leave Types: Supports all kinds of leave (e.g., annual, sick, maternity/paternity) with customizable balances in days or hours.
Unlimited Leave Policies: Create and manage as many policies as your organization requires.
Custom Workweek Settings: Adjust the week start day to match your operational calendar.
Public Holiday Integration: Easily import national or regional holidays directly from Google.
Seamless Integrations: Connect with Slack, Google Calendar, Outlook Calendar, and Microsoft Teams.
Accruals & Carryovers: Configure automated accruals and carryover rules based on your company policy.
With Day Off, leave tracking becomes simple, scalable, and efficient—helping your team stay informed and productive.
Frequently Asked Questions (FAQ): Unpaid Leave Requests
What qualifies as a valid reason for unpaid leave?
Valid reasons may include personal or family emergencies, health-related issues, mental health days, extended travel, legal obligations, or pursuing educational opportunities. While you don’t have to disclose every detail, offering context helps your manager assess the request fairly.
Is my employer legally required to approve unpaid leave?
Not necessarily. Unpaid leave approval typically depends on your company’s internal policies and your employment contract. However, some situations—like family or medical emergencies—might be covered under specific labor laws or leave entitlements (e.g., FMLA in the U.S.).
How much notice should I give before requesting unpaid leave?
Provide as much notice as possible—ideally two to four weeks in advance. If it’s an emergency, notify your supervisor immediately and follow up with a formal request as soon as you can.
How should I submit my request—email, form, or both?
Most companies prefer an email accompanied by any required HR forms. Always check your company’s leave request procedure to ensure compliance.
What if my request is denied?
Stay professional and ask for clarification or alternatives. You might be able to adjust the dates, reduce the leave duration, or take paid leave instead. Open, respectful dialogue can help find a compromise.
Can I request unpaid leave multiple times a year?
This depends on your employer’s policies. While some companies allow multiple unpaid leaves, frequent requests may require justification and could impact your performance reviews or project assignments.
Will unpaid leave affect my benefits or seniority?
It can. Depending on the company, unpaid leave may pause accruals of paid time off (PTO), affect health insurance eligibility, or delay promotion timelines. Always confirm with HR how your benefits will be affected before finalizing your leave.
Can I work remotely or stay partially available during unpaid leave?
Usually, unpaid leave means full disconnection. However, if you’re willing and able to remain reachable for urgent issues, clarify this in your request and seek your manager’s consent.
What should I do if I need to extend my unpaid leave?
Notify your manager or HR as soon as possible. Provide an updated return date, reason for the extension, and a revised coverage plan if needed. Extensions are not guaranteed but may be granted with proper notice.
Will taking unpaid leave impact my career or position?
Generally, short unpaid leaves don’t negatively affect your job. However, frequent or long absences might influence performance evaluations, promotions, or project assignments. Clear communication and professional handling can mitigate these risks.
How can I ensure my responsibilities are covered during my leave?
Create a detailed handover plan, including:
Status updates on current tasks
Documentation for ongoing projects
Assigned coverage (with agreement from a colleague)
Contact information for critical issues
Can I combine unpaid leave with paid leave (e.g., PTO)?
Many employers allow combining unpaid and paid leave. You can request to use accrued PTO first and take unpaid leave for the remaining period. Confirm with HR if this is an option.
Do I need documentation for unpaid leave?
It depends on the reason. While documentation isn’t always required for short or personal leave, medical, legal, or bereavement-related leave may require proof (e.g., doctor’s note, court summons).
Can I use leave management tools like Day Off to request and manage unpaid leave?
Yes! Tools like Day Off Leave Tracker streamline the leave process by allowing you to:
Submit and track unpaid leave requests
View real-time leave balances
Get automated notifications and approvals
Customize leave types and policies
Integrate with Slack, Outlook, Google Calendar, and Teams