Organizational Wellness

12 Common Types of Leave from Work

Last Updated Nov 4, 2024

Time to read: 12 minutes

Did you know time off is more than just a perk? For many employees, it’s a cornerstone of maintaining their wellbeing. With burnout at an all-time high, having a comprehensive leave policy is crucial for building a healthier, more engaged workforce. But balancing company goals with employee rights can be tricky.

Incorporating a range of leave options—like vacation days, medical leave, or even voting leave—can keep your current team satisfied and attract new talent. Each type of leave has its own regulations, but all of them share a common goal: supporting your employees when they need it most. Understanding how these different types of leave fit into your benefits strategy helps you create a supportive workplace culture that values rest and recovery.

What Is Leave from Work?

Leave from work refers to the sanctioned time off that employees are entitled to, either by legal mandates or contractual agreements. It gives employees a chance to step away from their professional duties, even during normal working hours. Some types of leave are mandated by federal or local laws, while others are an opportunity to support the needs of an inclusive workforce.

Leave from work isn’t just a checkbox item — it’s a critical component of your organization’s culture and your employees’ wellbeing. Leave allows employees to step back, recharge, and come back stronger, whether they’re dealing with personal matters, celebrating major life events, or simply need time to rest and rejuvenate. By creating a leave policy that supports your team’s unique needs, you’re not just adhering to regulations: You’re building a culture of trust, inclusion, and respect.

Why Is it Important to Have a Leave Policy?

Building a policy with multiple leave options is one way to acknowledge evolving employee expectations. Ninety-three percent of workers consider their wellbeing at work just as important as their salary, showing that employee satisfaction goes beyond financial compensation to include other benefits, like time off.

A well-structured leave policy can also support talent retention and recruitment. It shows that you take the wellbeing of employees seriously and don’t expect them to dedicate every spare minute to the job. Instead, adequate time off can help workers be fully focused while at work since they know they have options if a personal commitment comes up.

HR teams can benefit from leave policies, too. For example, they create a standardized process for handling situations like medical emergencies or new parenthood. In turn, this promotes consistency and fairness in how employees are treated. It cuts down on potential conflicts when employees trust that no one is getting special treatment or extra days off.

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12 Types of Leave

Vacation Time

Vacation days help maintain a healthy, motivated, and engaged workforce. Giving employees time away from work to recharge, explore, or simply unwind with loved ones boosts their wellbeing and productivity when they return.

Unlike some types of leave, vacation days aren’t mandated by law in the U.S. However, they’re a common feature in benefits packages, and for good reason. The average entitlement is about 11 days per year, according to the U.S. Bureau of Labor Statistics. The right number of vacation days will vary depending on your company’s structure and goals, but it’s important to offer enough to keep employees refreshed and engaged.

The bottom line is designing a vacation policy that meets the needs of your team isn’t just about compliance—it’s about building a culture that values rest and recognizes that employees perform best when they have time to recharge.

Sick Days

Providing paid sick leave shows your team that their health and wellbeing come first. When employees can take the time they need to recover, they’re less likely to feel pressured to return too soon, which prevents the spread of illness and ensures a faster, full recovery.

In the U.S., there’s no federal law requiring paid sick leave, but many states and localities, like New York and Washington, have stepped in to fill the gap with their own mandates. On average, organizations offer around 8 days of paid sick leave per year as part of a standard benefits package.

Offering a generous sick leave policy isn’t just good practice—it’s a smart business decision. It promotes a healthier, more resilient workforce and helps create a culture where employees feel supported in taking care of their health when it matters most.

Bereavement Leave

Bereavement leave gives employees the space they need to grieve and handle the logistics that come with losing a loved one. Typically ranging from three to five days, it’s an opportunity for people to step away from work, honor their loss, and focus on what matters most.

Although not required by law in the U.S., offering bereavement leave is about more than compliance—it’s about people. Providing this time off shows your employees that their wellbeing comes first, especially during life’s hardest moments. By extending compassion and support, you help create a workplace where employees feel truly valued, both in and out of the office.

Medical and Disability Leave

Medical and disability leave are essential components of a well-rounded leave policy, offering crucial support when employees face health challenges. Medical leave typically covers temporary illnesses or injuries with an expected recovery, while disability leave is reserved for more serious health conditions that make it impossible for employees to work.

Both types of leave are protected by law, ensuring employees won’t lose their jobs while focusing on their health. It’s also important to note that you can’t require employees to exhaust their vacation or sick days before using medical or disability leave. If your disability leave policy is unpaid, help employees navigate their income options—like Social Security Disability Insurance (SSDI)—to ensure they’re supported throughout their leave.

Together, these create a safety net that lets your employees prioritize their health without the fear of losing their livelihood.

Parental Leave

Parental leave is all about providing the time and flexibility new parents need to bond with their newborn. While some organizations might still use terms like maternity or paternity leave, adopting the term "parental leave" embraces a more inclusive approach.

Currently, the U.S. doesn't mandate paid parental leave, but the Family and Medical Leave Act (FMLA) does offer up to 12 weeks of unpaid leave for parents. Additionally, some states, such as California, have stepped up by requiring employers to offer up to eight weeks of partially paid family leave.

When crafting your company’s parental leave policy, it's wise to align with local regulations as a baseline and tailor the policy further to meet the needs and preferences of your employees. This approach not only ensures compliance but also builds a supportive, family-friendly workplace culture.

Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) does more than support new parents — it provides a safety net for employees who need to step away from work due to serious health conditions. It offers protection for employees facing their own health challenges or needing to care for an immediate family member dealing with a serious illness or injury.

Here’s how it works: FMLA requires employers to grant up to 12 weeks of unpaid leave for eligible employees, guaranteeing their job security upon return. This legal protection ensures that taking time off to focus on health won’t result in job loss or retaliation. It’s a vital way to promote a culture of support and understanding, helping employees navigate life’s unexpected events with peace of mind.

Understanding and implementing FMLA effectively can help create a more compassionate and resilient workplace.

Jury Duty Leave

Jury duty leave is a vital way to support employees fulfilling their civic responsibilities. In the U.S., the federal Jury System Improvement Act (JSIA) ensures that employees can take time off to serve without fear of job loss. While the leave is typically unpaid, some employers go above and beyond by allowing staff to use their paid time off instead. This flexibility reduces the financial burden on employees while encouraging civic participation.

Organizations that include policies around activities like voting and jury duty demonstrate a strong commitment to community engagement and employee wellbeing. By supporting employees during these obligations, you’re not only fostering a culture of civic responsibility but also showing that your organization values its people both inside and outside the workplace.

Military Duty or Service Leave

Military leave supports active military members, reservists, and National Guard members by providing time off to fulfill their service commitments. The Uniformed Services Employment and Reemployment Rights Act (USERRA) ensures that employees can take up to five years of unpaid leave without losing their civilian job. When their service ends, USERRA guarantees job protection and reemployment rights, provided they meet the criteria set by the law.

This type of leave honors the dedication and service of your employees who contribute to the safety and security of our nation. Offering robust support for military duty shows your team that you’re invested in their personal commitments as well as their professional growth.

Floating Holiday

A floating holiday shifts around the calendar, allowing employees to take paid time off when it best suits them. This type of leave is especially valuable for observing personal milestones, attending special events, or celebrating holidays not covered in the standard company calendar.

Since over half of US employees are afraid of asking for time off, a floating holiday policy shows your employees that you encourage them to take breaks when needed. This makes floating holidays a great way to demonstrate trust and support for your team, empowering them to take breaks when they need it — no questions asked. This policy can help reduce burnout and show employees that their time is valued.

Religious Holidays and Observances Leave

Religious holidays and observances offer employees the chance to honor spiritual practices that might not align with recognized federal holidays. In the U.S., companies with 15 or more employees must make reasonable accommodations for religious observances, like Diwali, Yom Kippur, or Ramadan, but are not required to provide paid time off.

Creating space for religious leave reflects your commitment to an inclusive, respectful workplace. Consider going beyond compliance by offering flexible scheduling or additional paid leave. Supporting employees’ diverse beliefs fosters a culture where everyone feels respected and empowered to bring their whole selves to work.

Sabbatical Leave

Sabbatical leave offers long-term employees an extended break to pursue personal or professional growth. This type of leave, typically lasting from a few weeks to a year, is common in academia but is gaining traction across industries as a powerful retention tool.

Offering sabbaticals shows your team that their dedication is appreciated and encourages them to recharge, learn, or simply step back from the daily grind. It’s an investment in your employees’ long-term success and satisfaction — and it can pay off by improving engagement, reducing burnout, and sparking fresh ideas when they return.

Voting Leave

Voting leave provides employees with the opportunity to participate in elections without worrying about missing work. While there’s no federal mandate for paid voting leave, some states have their own laws that guarantee paid time off for voting.

Beyond compliance, offering voting leave sends a strong message that your organization values civic engagement and supports employees in taking an active role in shaping their communities. This commitment to civic responsibility can also translate to a more engaged, confident workforce, where employees feel empowered to share their perspectives both at the polls and in the workplace.

Reframing Time-Off Language Around Wellness

The language you use to describe the types of leave you offer can positively impact your employees’ work-life wellness journey. For example, try reframing “personal days” as “wellness days.” This way, when employees hear the term “wellness day,” it reminds them that their wellbeing is a valid reason to take time off.

This encourages an environment that prioritizes its employees’ mental and physical health. It also prevents an employee from feeling uncertain whether their personal obligations or needs are enough of a reason to take time off.

If you offer any of these twelve options to your employees, it’s worth paying attention to the language you use. Using words that encourage rest, recovery, and time to recharge means that when your employees return to work, they are ready to tackle the days and weeks ahead!

Boosting Your Wellness Program With Employee Leave

Employee leave can encompass a variety of events in employees' lives, allowing them to maintain a sustainable balance between their work life and personal life. Giving them this time to invest in their own development means they are more likely to be engaged at work — which can go a long way to promote the growth of the organization as a whole.

Adding leave to your company’s arsenal of wellness benefits is a popular way to engage employees and show them you value them as part of your organization. After all, Wellhub research shows that 93% of workers consider their wellbeing at work to be equally important to their salary.

If you’re looking for ways to foster a happier and healthier workforce, speak with a Wellbeing Specialist today.

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