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JoDee 00:01
As with all benefits, it’s about doing what is best for your employees. It’s really important to really look at your entire rewards offerings and see how they work together.

JoDee 00:15
Welcome to The JoyPowered® Workspace Podcast, where we help HR and business leaders embrace joy in the workplace. I’m JoDee Curtis, owner of Purple Ink, an HR consulting and talent development firm, and with me is my dear friend and co-host, Susan White, owner of Susan Tinder White Consulting, also an HR consulting practice.

JoDee 00:42
Today, we’ll be talking about time off. Last month, we did a podcast on military leave, and while doing my homework on that topic, I came across lots of information and discussions on other types of leave besides military leave, and I thought it would be good to explore those as well. We have also had several different podcast episodes around other time off leaves, and we’ll note those as we discuss them, so that if you want to go more in depth on those types of leave, you can refer back to those podcasts. We want to preface this discussion by noting that many states have different laws around time off, specifically unpaid time off, so check your state laws for more details on any of these that you might be looking into.

Susan 01:40
Smart.

JoDee 01:41
I wanted to explore an all-inclusive list of time off and different kinds of leaves, but I was amazed at the many different kinds that I found, so I’m just going to say this is probably not an all-inclusive list of time off. I’m certain there are some companies who have come up with some very other creative ideas around time off, but I was surprised about the number that we found. So we’ll just go back and forth and tell you. Some of these are pretty self-explanatory, I think, and some you might, might be brand new to you. But first off, let’s talk about holidays. In 2025 there are 11 federal holidays in the US. These are common holidays for organizations to offer as paid holidays, but none are required. Juneteenth, Indigenous Peoples Day, and Veterans Day are three specifically that are not always considered company holidays. There are other holidays that are not federal holidays, though, that many organizations do treat as paid holidays, such as the day after Thanksgiving, Christmas Eve, or maybe Good Friday.

Susan 03:03
Vacation would be the second category, my absolute favorite time off, if you’re working for a company that pays vacation. This, of course, is really generally offered only to employees, but to have breaks and to be able to relax and get some R&R away from work. Now, some organizations do have specific shutdown periods, like between Christmas and New Year’s, or I know car manufacturers up in Detroit used to have part of July that everything shut down, and so all the businesses around there would do the same. But some organizations may not have designated time. Instead, employees get to choose their vacation time, and they may be able to do it hour by hour, not just necessarily in whole day increments.

JoDee 03:46
Another type of leave is sick leave. This may be allowed by some organizations in hours, half days, or full days, and they may also only be allowed when the employee themselves is sick, or it may be offered when there is a sick family member, or for personal doctor/dental visits or other family member visits as well, too. I know some organizations, after… if you have, you know, two or three days off of sick time, might require you to bring a doctor’s note when you come back to work to show that you were being treated for some type of sickness.

Susan 04:32
What I — and I work with some companies that do that, and I often say, don’t just pick and choose who you make bring the doctor’s note in. It should be consistent, universal, otherwise you really do feel, people will feel that they’re picked upon. So want to be thoughtful. Yeah. The next category, PTO, which many organizations honor today. What PTO stands for: Paid Time Off, and technically it includes any time away from work that is paid. But, but generally, many organizations consider PTO to be a bank of vacation, personal, and sick days. This tends to be the most common. This bank has become more popular in the last couple of decades as a way to encourage employees to schedule more time away, away in advance, as opposed to have the employees call in at the last minute for a real or made-up sickness. Let’s put everything on the table and be transparent.

JoDee 05:25
Sabbaticals is another type of leave, and this might be paid or unpaid time off. It was — used to be generally viewed as a benefit for professors who might take a semester off or more for continuing education, research, or some practical time working in their fields, but it is slowly becoming a more common benefit in other types of organizations. We do have a podcast on sabbaticals. That is episode number 121, if you want to hear more about that.

Susan 06:02
Great. Well, FMLA might have been the first thing when you saw the topic, the episode topic we’re going to be doing today, you probably thought about FMLA. FMLA stands for the Family and Medical Leave Act, and is a federal law that allows eligible employees to take up to 12 weeks of unpaid, job protected leave per year to care for a newborn, adoption, or foster child or to care for yourself or a family member with a serious health condition. It applies to most, most organizations with 50 or more employees. Now, many states have passed laws broadening these federal requirements, making part of it or all of it paid with lots of other nuances. So please, as JoDee said, take a look at what’s required in the state where your employees are working. And if you want to go into more detail on this, we did an episode devoted just to FMLA. It’s episode number 159, and just feel free to find it quicker by inserting in the search button “FMLA.”

JoDee 07:04
The next one is military leave. This is the one we just did an episode on last month, and it was episode 212. Note that military leave does apply to all organizations, regardless of the size, and provides protection for employees who leave their civilian jobs to serve in the military. And in addition, FMLA provides up to 12 weeks of unpaid leave for family members of military service members who are called to active duty or are injured while on active duty,

Susan 07:47
And then parental leave is another one. Some employers offer paid parental leave in addition to FMLA, or possibly for those small organizations for which FMLA doesn’t apply under 50 employees, they may offer some type of parental leave.

JoDee 08:02
Grandparent leave is a favorite of both Susan and me, and of course, is for grandparents, typically in the case of a newborn or adoption. According to statistics from the AARP, nearly 40% — and it’s growing — of all US workers are over the age of 50, which means we have a lot more grandparents in the workplace than we used to. This benefit can really show appreciation for older, more mature workers. Only 8% of respondents to a 2024 NFP survey of employees reported offering new grandparent leave, but 35% they said they would consider it in the next five years. So…

Susan 08:56
I love it.

JoDee 08:57
…maybe more to come on grandparent leave.

Susan 09:00
Yeah, I’ve heard it called graternity leave, which I love, it’s a play on grandparents and maternity. Yeah, love it. Love it. Well, shared leave is another type of leave. This policy allows employees to donate their sick and personal and/or vacation time to other employees, and I love that. That’s where there’s somebody might be going through a hardship in their own lives and their colleagues, coworkers can donate some of their paid time off for that person.

JoDee 09:26
Leave of absence. This is the time during which an employee is absent from work due to some exceptional circumstances. There are two most common types — medical leave and personal — and they may be paid or unpaid leave based on the agreement with the employer.

Susan 09:48
So these types of leaves would be outside of FMLA, they’d be outside of any of the ones we’ve talked about. They’re, like, special situations, and they come along, and it’s nice to have a policy, think about this in advance before those strange situations pop up. The next one is a disability leave. It’s an absence from work that allows employees to address a medical condition, an illness, or an injury that prevents them from performing their job duties. Disability leave may be granted as an accommodation under the Americans with Disabilities Act, or as a medical leave under the Family and Medical Leave Act, or FMLA. Short- or long-term disability is typically paid via an insurance policy. Contributory or non-contributory STD benefits are paid for a maximum of 26 weeks, and the employee is usually paid bi-weekly. Long-term disability may kick in after the 26 weeks of long-term leave.

JoDee 10:47
The next one is maternity or paternity leave. Now Susan mentioned earlier parental leave, which these two might fall under parental leave. It just might be a matter of the term that is used. But this leave typically refers to the period of time that a new mother or father takes off from work following the birth of a baby, or sometimes near the end of the pregnancy. Many companies have similar policies for fathers, which might be distinguished separately from a maternity leave. But this leave may be a combination of various benefits that include sick leave, vacation, holiday time, personal days, disability, and family leave time, as well.

Susan 11:44
The next kind is a compensatory time, or comp time, which we mean there is that it’s paid time off for non-exempt employees only, instead of overtime pay. This means that instead of paying extra hours, employers can offer paid time off from work for an equivalent amount of time to the extra hours worked. Organizations should be careful when offering comp time, because it can be illegal if it’s used as a means to not pay employees wages due. So JoDee, you may be more of an expert on this than I am. It has to be within the same pay week, does it not?

JoDee 12:22
Yes.

Susan 12:22
Yes, you can’t — you can’t, like, let the person work three hours extra overtime this week and the next week give them… Would you give them three hours off? Well, you can’t give it to them next week, has to be the same week. So if an individual is scheduled to work, you know, 40 hours a week and they work 43, you have to either pay them those three hours or make sure they don’t end up working 43. Maybe the last day of the week they go home three hours early. Is that right?

JoDee 12:50
Right, and I would just be very careful with comp time.

Susan 12:55
Right.

JoDee 12:56
Right. Yeah, that’s a — that can be a legal area for sure. The next time is religious observance, and this, again, can be paid or unpaid time off. It refers to the time employers have to grant their employees due to religious observations. This is, of course, a very sensitive topic, because religious discrimination could have legal consequences for the employer. This, I think, is a real opportunity to consider what days might be important to your employees. Do you have a population of employees that observe particular holidays or would like that additional time off for certain days or periods of time during the day?

Susan 13:51
Jury duty is another type of leave. It can be paid or unpaid. I think it depends on the state where you are and the locale, but make sure you understand what it is in that jurisdiction. The general rule forces employers to let their employees take the time off to comply with their citizen’s duties. Some states, however, do require employers to let employees use their accrued vacation or other paid time off while on jury duty. So please look at your local regs.

JoDee 14:22
Voting time is time off granted for the majority of employees in most US states to vote in federal, state, and/or local elections. There’s no federal law, actually, that mandates employers to provide voting time off, given that voting typically only occupies a few hours in a day, and of course, now we have lots of other options of ways to vote ahead of time or by mail or that type of thing too. But according to one survey, almost 50% of the employers in the US do offer paid time off to vote for employees.

Susan 15:07
I think that’s very impressive, as long as they vote the way I want them to. Nah. The next one is — okay, I have to laugh, but I’ve seen this, I know it’s true — menstrual leaves. Per an article from SHRM, AnalogFolk, an international creative agency with offices in New York City, offers one day of paid menstrual leave month… a month, so one day of paid menstrual leave a month to employees who experience discomfort during their periods. You know, hats off to you. I gotta tell you. Hats off to you.

Susan 15:42
Oh my gosh.

JoDee 15:42
Yep. Okay, another one. Bereavement leave is time off for a death. I’ll leave it at that. Used to be more focused on immediate family, but we’ll learn some more. A recent survey from Marsh McLennan Agency, a global professional services firm headquartered in New York City, indicates that employers are becoming more generous with the amount of paid time off a worker may take for a death in the family, which traditionally used to be three to five days. The types of relationships eligible for a bereavement leave have also become broader and now include deceased individuals beyond the employee’s immediate family members. Some companies even have policies that they have widened to include women who have had miscarriages, stillbirths, or even failed in vitro fertilization procedures. Here’s an interesting one — still on bereavement leave — even pets have made their way into the bereavement space. Between 3 and 5% of large employers that responded to this Marsh McLennan survey said they offered paid leave for the death of a pet, although some employers define which animals might qualify. That could be tricky.

JoDee 17:13
Could be a dog, a cat, a bird or even a farm animal, but it’s not going to be a fish or a lizard, as examples.

Susan 17:23
Oh, my gosh. I, you know, when we start determining which animal applies to agreement leave for pets, I think we’re in rough waters, because how are we — Who are we to judge, right? Oh.

JoDee 17:36
You know, I should have just said at the beginning of this that we’re just sharing different types of leave, not necessarily advocating for them. Right?

Susan 17:45
Okay, very fair. I do get people and their pets. I really, really do. But… If it’s a tiger, I mean, like, who am I to say that that’s not real? I… Yeah, interesting. Well, the next one is adverse weather, and I’m really glad that, JoDee, that you wanted to make sure we talked about adverse weather, because certainly, we live in the heart of the Midwest, and we just had a major storm, snowstorm. Although I’m in Phoenix right now, so I am not in the midst of it, so I’m so sorry, JoDee, you are. I’ll be coming back to it. This, really, the weather can absolutely impact workplaces. And when a workplace chooses to open, there may be employees out there that coming in is just not the decision they want to make. And so there are organizations who says, I’m sorry, this is, you know, a condition of employment. You get here. When we’re open, you’re open, and if not, it’s your sick time or PTO or whatever. But there’s going to be other organizations out there who say, I don’t… I want my employees to feel like they can make their own decisions. And so you very well may have some weather, a weather day bank that employees can use or not use. JoDee, tell us a little bit about your experience in this place, because I know you’ve got clients who’ve asked for you to weigh in.

JoDee 19:01
Yeah, and even in, you know, former organizations that I’ve worked in as the HR Director, I have just had so many discussions around this one, and I tell you, I, you know, I’m sure I’ve told our listeners many times that empathy is very low on my list of CliftonStrengths, and I’m just one that is not afraid of the weather to the extent sometimes I’m on the road when I shouldn’t be, right? But then I would have employees that, you know, felt like they couldn’t get to work, and how… wanted to know how to account for that time. And you know, I wanted to say, “Well, hey, I made it when you’re closer than I am,” or whatever. But it does get tricky, right? You might have a governor or the weatherman saying, “Don’t get out on the roads today,” but yet you’ve got customers coming into your workplace that need served or are calling or whatever, so it’s very difficult. And do you want to — Is that their PTO time? Is it sick time? Is it a personal day? What if some people make it to the office and other people don’t? I just, overall, would encourage you to be very clear when — if this situation arises, about how the time will and won’t be paid for, or have a policy clearly stated up front that says, “When adverse weather arises, here is our policy,” because it’s difficult to make those decisions in the moment with particular individuals.

Susan 20:52
I think that’s a great point, and you have to be consistent. And if you’re a large organization, you’ll have some bosses let people… they’ll handle it differently, and that word gets out, so it’s got to be a written policy that everyone understands, and then you have to hold leaders and managers accountable for treating everybody the same. Yeah. Oh, that’s a tough one. Well, the next one is a gender affirmation leave. Canva, a digital design company with offices in California, Texas, and Australia, is one example of somebody who gives a gender affirmation leave. They grant up to eight weeks of gender affirmation leave so non-binary and transgender employees can take time off for physical, legal, or mental health needs.

JoDee 21:33
The next one is pawternity leave — with a W — and that is time off for those adopting an animal to allow them, them being the owner and the pet, to adjust to their new situation.

Susan 21:51
Okay, very good. I’d rather talk about that one than pet bereavement once. Yeah, let’s, let’s do the adjustment with them joining you. So the next one on the list is — I don’t know why I get these, JoDee, but it’s menopause. Menopause leave is growing, and I have also heard of companies that do offer it. It helps employees struggling with the symptoms due to menopause, and this might be hours or days or maybe just even increased flexibility. I can remember sitting in meetings where I just had a hot flash and, I mean, I am dripping sweat in a meeting, and you don’t really — I personally did not want to explain why, when the room was, like, it’s, you know, 70 degrees, I am dripping sweat on the papers, but it’s a real thing. The 2024 NFP survey suggests that menopause leave is also on employees’ radar screens. Although only 4% of employer respondents currently offer some type of accommodation, 32% say they would be open to providing benefits when necessary.

JoDee 22:53
Another one, floating days, or you might call it floating holidays. I worked for an organization for a while that had a lot of Jewish employees, and we had all of the standard federal holidays off, but of course, those don’t include any Jewish holidays, so everyone had an additional two days of floating holidays to be used as we wished. I thought this was terrific, and although specific, it was specifically intended to accommodate a certain group of employees, it was a win-win for everyone.

Susan 23:34
Yeah, for whatever unique need they have. I think that makes sense. With the increase in sustainability efforts and focus many organizations have on encouraging their people to get involved in their communities, there are such a thing as volunteer time banks for participating in non-profit causes. It could be done as a group, because I’ve seen where organizations will rally everybody who wants to go spend a day at Habitat for Humanity, for example, or some other planting tree effort. It can be done as a group, or some organizations say you use the time however you want for the charity of your choice. And I’ve seen them give people give up to a day a month to a few hours a year. It just really helps, I think, lets people spend time devoting to not-for-profit passion that they have.

JoDee 24:22
Some other leaves that I found… if you can imagine, there’s more. Well-being days for dedicated rest and recharging, winter/summer closure for company-wide breaks, summer Fridays where maybe people don’t work on Fridays or work a half day, birthday leave to celebrate individual birthdays, or compassionate leave for personal issues. Susan, can you possibly think of any other types of time off or leave?

Susan 24:57
This has been such a robust list. The only thing I would add is some organizations will give extra time off when you hit certain anniversary dates. So there, there was one company I was aware of that when you hit your fifth, your 10th, so when you hit that five-year marker, you actually got additional day or week off to celebrate the fact that you have really committed to the organization.

JoDee 25:20
Yeah, that’s nice. Nice. So in summary, thinking about what might be your takeaway on all of these leaves, I have to admit, after putting this list all together, I had to laugh thinking of all the different ways we could not work. We’ve heard a lot. But as with all benefits, it’s about doing what is best for your employees. It’s really important to really look at your entire rewards offerings and see how they work together. Are you able to offer flexibility on a daily or weekly basis? If so, then it might not be that important to offer more time off, if people, as an example, can go to the doctor or dentist during the day and then make up the time by working longer hours. But some organizations just aren’t able to offer flexibility, and so employees might need some additional time off for some of these situations that we’ve explained. Flexibility is consistently rated as one of the most important benefits for all generations, that — of all employees and what they’re looking for. And how exactly that flexibility is offered might look very different. As I’ve mentioned many times before, flexibility is one of our values at Purple Ink, and a brand new employee at our organization is given 192 hours of annual paid time off. Now that might sound very generous, but it does include vacation, sick, bereavement, and even holiday times. Our employees then don’t need to explain why they are taking off, they can plan for it ahead of time in most situations, and it accounts for different needs of different employees. They can use it for religious holidays, grandparents leave, children activities, aging parent needs, menstruation and menopausal, right? Whatever they want. And I love that, which is why I offer it this way. But I have had employees express concern, for example, about having to save time off or use time off that most employees are just given, or they’re perceived as being just given, for example, days like Thanksgiving and Christmas day. Well, I don’t think any of our employees worked on those two holidays this year, but it’s just part of that package that people can flex. So.

Susan 28:13
Yeah, I love that. It’s kind of the time management system, and it’s not as if you’re making them pay for Christmas or Thanksgiving. It’s just part of their bank. So I see your point of view, but I can also understand when, traditionally, you look at it differently, employees might… Yeah.

JoDee 28:28
I will say that I would be very cautious of continually adding new categories of leave. I’m not suggesting you don’t have some of these leaves, but just as an example, the menopause or menstruation leave or religious observance days, for example, while maybe being very well-intentioned, could create undue angst about genders and stereotypes and that some people are getting more time off than others. Additional time off for a parent or grandparent leave could cause a sense of unfairness from single employees. Companies might be intending to create more inclusive environments while actually creating exclusiveness. So as I mentioned earlier, we’re not — we’re neither recommending or discouraging different types of leaves. We just want to create awareness of many you might not have considered. I would also be very careful not to create an administrative burden in tracking time off, right? The more of these policies you have, the more you have to track them when people use one. And so that’s another reason for me, why I like to just have one bucket of time and it keep it very simple. So.

Susan 29:56
I love that. So we love to ask JoyPowered® questions of many of our guests, and so JoDee, since you really brought this topic to the table, what’s one small step that you think people can do in this area to create more joy at work?

JoDee 30:12
Well, as I mentioned about our own policy, I think the key to me is the flexibility. And I know there are, you know, positions like teachers or nurses or doctors where people are responsible for other people and can’t… don’t have the option to be flexible during the day. But that doesn’t mean they might not be able to be flexible over a period of time, right, in what days people are working or what days they take off. So I — and you know, I mentioned before too about flexibility is one of the number one items that people are looking for in an organization. So the more creative you can be about offering flexibility so that people are able to meet their needs individually, health, mental health, grandparents, you know, pets owners, whatever it might be, that people feel like they can take that time off when they need it.

Susan 31:26
I think that’s great. JoDee, we have a listener question. The following question comes from one of our listeners who had listened to a past podcast. Question is, “What are some common FMLA trigger words or situations?”

JoDee 31:40
Yeah, and I want to preface the answer of this with a bit more context in that leaders, managers, and supervisors may not need to know or understand all of the rules around FMLA. It’s complicated, right? It’s been around for a long time, but the, those leaders, managers, and supervisors do need to understand situations and words enough to understand that a conversation should be held about FMLA, and maybe that’s not them directly. Maybe it’s an HR professional or someone else who does understand the rules. The employees might not even know what FMLA is, or don’t — or not understand that their situation may or may not apply, but an employer who fails to treat the request as one for FMLA has actually already violated the FMLA Act. So here are just some of those trigger words, situations to be aware of. So if someone says some of these things, it should send an alarm or bell off that maybe a further discussion is needed. “I need time off for surgery.” “I’m unable to work due to illness.” “I have a medical condition.” “I need to see a doctor.” “I’m experiencing severe pain.” “I was hospitalized.” “I need treatment,” or “I’m recovering from an injury.”

Susan 33:21
“I’m pregnant.” “I need maternity leave.” “I’m having a baby.” “I need to recover after childbirth,” or “I’m experiencing complications from childbirth.”

JoDee 33:30
Might also be “My family member is ill.” “I need to care for my spouse, child or parent.” “My relative has a serious health condition.” “My parent is in the hospital,” or “I need to take time off to care for a loved one.”

Susan 33:49
Or “I need to take care of funeral arrangements.” “A family member passed away.” “I need to care for someone who’s terminally ill.”

JoDee 33:56
“I have a chronic condition.” “I need time off for ongoing treatments.” “I’m going to regular doctor visits.” “I’m dealing with a long-term health issue.”

Susan 34:07
“I’m struggling with stress.” “I need time off for therapy.” “I have mental health issues.” “I’m dealing with anxiety.” “I’m dealing with depression.” “I need a mental health break.”

JoDee 34:19
“I’ve been injured.” “I’m having surgery.” “I need time off to recover from an operation,” or “My doctor says I need to rest.”

Susan 34:29
“I need to care for a military spouse or a military child.” “My family member is being deployed,” or “My spouse is returning from active duty.”

JoDee 34:39
Also could be “I need a temporary change in my work schedule.” “I need to work from home for a while.” “I need help with my workload,” or “Can I reduce my hours temporarily?” Now, I know that was a lot of different kinds of examples, but really it’s just important to know or to offer, or again, to consult with someone else in the organization about realizing that this could be a deeper issue than what it is. Not everyone who says these statements will need to take time off for FMLA, but it is our responsibility to offer that.

Susan 35:24
And what’s interesting, JoDee, I think that many of the things we said, these things you might hear in the workplace, are often heard by supervisors or managers and not by HR. So I think for our listeners, if you are a business leader, you gotta make sure that this information is deeply known inside your organization. If you’re an HR professional, that you’re doing everything you can to coach supervisors and managers, if people bring up any of these topics, to shoot it to you right away,

JoDee 35:51
Right. In our in the news segment today, the Top Employers Institute recently released the World of Work Trends 2025 report highlighting five key trends that are reshaping and impacting the global workforce for the coming year. They included, number one, sustainable workplaces. This is an integrated partnership between society and organizations. Although this is not new, it is becoming increasingly more intentional, more common, and applicants are asking for more of it.

Susan 36:32
Second one is new belonging. Employee movement is happening against the backdrop of a growing loneliness crisis. We’ve had another episode about loneliness at work. I think it’s real. Younger generations in particular crave both social connections and diverse careers spanning many organizations and maybe even many locations, countries. By fostering connections that extend beyond the walls of a single organization, companies can help alleviate that loneliness at work, while benefiting from the diversity of thought, diversity of innovation, that employees networking beyond to connect with various jobs, industry, and networks. So really trying to get our folks connected to other people.

JoDee 37:15
Yeah, the next one is what they called “transforming experiences.” You know, we have previously considered most roles to be thought of as white-collared or blue-collared, but per this report, 35% of the fastest growing occupations are considered outside of the traditional white-collar, blue-collar jobs. With technology and more skilled positions, the lines are more and more blurred, which creates this new category of collared jobs.

Susan 37:53
Interesting. Neuroinclusion, which really is neuroinclusivity by design, is not just about making space for neurodiverse employees. It’s about reshaping the workplace to work better for everyone, and these efforts can really lead to more adaptable, resilient, and innovative organizations that are prepared to tackle the challenges of the future of work. Check out our podcast number 194, for more on the topic of neuroinclusion.

JoDee 38:24
The last one is probably not a surprise for anyone. It’s artificial intelligence powered leadership. There’s a balance between human intuition and AI analytical power. While there is concerned that some jobs will be replaced with AI, 27% of the top employers said that their key priority in 2025 is to utilize AI more often.

Susan 38:55
Wow.

JoDee 38:58
Well, thanks for listening today. Tune in next time and make it a JoyPowered® day.

Susan 39:04
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