Leave of Absence (LOA) Overview
Below you will find an outline of the variety of leave of absence (LOA) options available to our associates that need to take time away from work.
A leave of absence (LOA) allows you to take time away from work for various reasons that could include Family and Medical Leave (FMLA), Personal or Military.
Please see the specific details below:
Job-protected. You’ll have your old job or an equivalent if you return within 12 weeks.
Not job-protected. You may not have the same job available when you return from this type of leave.
Paid benefits may be available while on an approved leave of absence.
See the Leave of Absence or People Policies pages for eligibility.
This type of leave lets you take up to 12 weeks of job-protected time away from work for a qualifying reason either intermittently or continuously.
Qualifying reasons include:
Family and Medical Leave (FMLA)
Your own condition - up to 12 weeks
To care for an eligible family member's serious health condition - up to 12 weeks
Birth, adoption or foster care placement - up to 12 weeks
Military care / emergency leave - up to 12 weeks
You’re eligible for this type of leave if you have:
- Worked for the company for 12 months and
- Worked at least 1,250 hours in the 12 months before your leave begins.
For more details, see the FMLA Leave of Absence Policy
Military leave allows you take time off for military service.
You may be eligible for up to 30 days of military leave pay per calendar year. After that, you may be eligible for up to 12 months of differential pay per continuous leave to ensure that while you are on military leave you don't experience a pay reduction. The differential is calculated by comparing your "base pay" with your military "pay and allowances" for the covered leave of absence. If your military pay is less than your Walmart pay the difference will be paid to you by Walmart. You’ll need to provide your military orders reviewed for differential pay.
For more details, see the Military Leave policy.
Several states and localities have their own laws for time away from work for medical, personal, and family reasons.
Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence.
State and Local Leave
California Paid Family Leave
California State Disability Insurance
San Francisco Paid Parental Leave Ordinance
Colorado Family and Medical Leave Insurance
Connecticut Paid Leave
Delaware Paid Family and Medical Leave
District of Columbia Paid Family Leave
Hawaii Temporary Disability Insurance
Maine Paid Family and Medical Leave
Massachusetts Paid Family and Medical Leave
Minnesota Paid Leave
New Hampshire Paid Family and Medical Leave Insurance
New Jersey Family Leave Insurance
New Jersey Temporary Disability Insurance
New York Paid Family Leave
New York Disability Benefits Law
Paid Leave Oregon
Rhode Island Temporary Disability Insurance
Rhode Island Temporary Caregiver Insurance
Vermont Family and Medical Leave Insurance
Washington Paid Family and Medical Leave
The summaries below are provided for informational purposes only. Every effort has been made to ensure the accuracy of these summaries. However, if there are discrepancies between the summaries and the provisions of an applicable state or local law, the state or local law governs. Your state defines eligibility for benefits and benefit amounts under the state-specific program, and this may change over time.
The summaries are only reflective of states that offer a paid leave program. For states with unpaid leave programs, please refer to the Leave of Absence Policy Page.
California Paid Family Leave (CA PFL)
Associates on qualified leave may receive up to eight (8) weeks of wage replacement from the state in a 12-month period. CA PFL may offer paid, non-job protected time to eligible associates for:
- Bonding with a child for birth, adoption, or foster care placement
- Caring for a family member with a serious health condition
- A family member’s military deployment to a foreign country
To file a claim with the state or for the most up to date information regarding eligibility visit: https://edd.ca.gov/en/disability/paid-family-leave/.
CA PFL is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the California Family Rights Act (CFRA). For further information regarding additional state policies, review the FMLA (California) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwickat mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
California State Disability Insurance (CA SDI)
Associates on qualified leave may receive up to 52 weeks of wage replacement benefits from the state. CA SDI may offer non-job protected wage replacement benefits for eligible associates for:
- Your own serious health condition
- Childbirth or pregnancy
To file a claim with the state or for the most up to date information regarding eligibility visit: https://edd.ca.gov/en/disability/disability_insurance/.
CA SDI is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the California Pregnancy Disability Leave law (CA PDL). For further information regarding additional state policies, review the FMLA (California) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
San Francisco Paid Parental Leave Ordinance (SF PPLO)
Associates working in San Francisco on a qualified leave may receive up to eight (8) weeks of wage replacement. An additional four (4) weeks of wage replacement may be available from San Francisco for associates needing more time away due to temporary pregnancy disability.
SF PPLO may offer non-job protected, wage replacement for eligible associates for:
- Bonding with a child for birth, adoption, or foster care placement
For the most up to date information regarding eligibility visit: https://www.sf.gov/information--paid-parental-leave-ordinance.
SF PPLO is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the California Pregnancy Disability Leave law (CA PDL) or California Family Rights Act (CFRA). For further information regarding additional state policies, review FMLA (California) Leave of Absence Policy.
*Important* Associates will need to apply with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Colorado Family and Medical Leave Insurance (CO FAMLI)
Associates on qualified leave may receive up to 12 weeks of paid leave benefits from the state in a 12-month period. An additional four (4) weeks may be available from the state for associates due to pregnancy or childbirth complications. For CO FAMLI, the associate must be employed with Walmart for 180 days before the leave is job protected.
CO FAMLI may offer paid, job-protected leave time to eligible associates for:
- Bonding with a child for birth, adoption, or foster care placement
- Your own serious health condition
- Caring for a family member with a serious health condition
- Military Family Exigency
- Safe Leave
To file a claim with the state or for the most up to date information regarding eligibility visit: https://myfamliplus.state.co.us/Core/Login .
CO FAMLI is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the Colorado Family Care Act (CFCA). For further information regarding additional state polices, review the FMLA (Colorado) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Connecticut Paid Leave (CTPL)
Associates on qualified leave may receive up to 12 weeks of wage replacement from the state in a 12-month period. An additional two (2) weeks of wage replacement may be available for incapacity during pregnancy.
CTPL may offer non-job protected, wage replacement for eligible associates for:
- Your own serious health condition
- Bonding with a child for birth, adoption, or foster care placement
- Care for a family member with a serious health condition
- Military caregivers leave
- Qualifying exigencies leave
- Safe Leave
To file a claim with the state or for the most up to date information regarding eligibility visit: https://www.ctpaidleave.org/.
CTPL is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the Connecticut Family Medical Leave Act (CT FMLA), Connecticut Fair Employment Practices Act (CFEPA) or other job protected policies. For further information regarding additional state polices, review the FMLA (Connecticut) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Delaware Paid Family and Medical Leave (DE PFML)
Delaware Paid Family and Medical Leave (DE PFML) will be effective as of January 1, 2026.
Associates on qualified leave may receive up to six (6) weeks of wage replacement from the state in a 24-month period. DE PFML may offer paid, job protected time to eligible associates for:
- Care for a family member with a serious health condition
- Your own serious health condition
- Military exigency
- Bonding with a child for birth, adoption, or foster care placement (up to 12 weeks per year)
For the most up to date information regarding eligibility visit: https://labor.delaware.gov/delaware-paid-leave-is-coming/.
DE PFML is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA), or other state job protected policies. For further information regarding additional state policies, review the FMLA (Delaware) Leave of Absence Policy.
*Important* Associates will need to apply with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
District of Columbia Paid Family Leave (DC PFL)
Associates on qualified leave may receive up to 12 weeks of wage replacement from the state in a 52-week period. Two (2) weeks of wage replacement for prenatal leave may be available to associates that have not already taken the full 12 weeks of medical leave.
DC PFL may offer paid, non-job protected time for eligible associates for:
- Bonding with a child for birth, adoption, or foster care placement
- A serious health condition for a family member
- Your own serious health condition
- Military exigency
To file a claim with the state or for the most up to date information regarding eligibility visit: https://www.dcpaidfamilyleave.org/.
DC PFL is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the District of Columbia Family Medical Leave Act (DC FMLA). For further information regarding additional state policies, review the FMLA (District of Columbia) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Hawaii Temporary Disability Insurance (HI TDI)
Associates on qualified leave may receive up to 26 weeks of wage replacement in a benefit year. HI TDI may offer paid, non-job protected time for eligible associates for:
- Nonwork related injury or sickness
- Pregnancy
To file a claim with the state for the most up to date information regarding eligibility visit: https://labor.hawaii.gov/dcd/contact/1-2/.
HI TDI is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the Hawaii Pregnancy-Related Disability Leave Regulations (HPDR). For further information regarding additional state policies, review the FMLA (Hawaii) Leave of Absence Policy.
*Important* Associates will need to apply with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Maine Paid Family and Medical Leave (ME PFML)
Maine Paid Family and Medical Leave (ME PFML) will be effective as of May 1, 2026.
Associates on qualified leave may receive up to 12 weeks of benefits from the state in a 12-month period. ME PFML offers paid, job-protected time for eligible associates for:
- Bonding with a child for birth, adoption, or foster care placement
- Caring for a family member with a serious health condition
- Your own serious health condition
- Safe leave
- Military deployment
To file a claim with the state or for the most up to date information regarding eligibility visit: https://www.maine.gov/paidleave.
ME PFML is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. For ME PFML, the associate must be employed with Walmart for 120 consecutive days before the leave is job protected. An associate may be eligible for the Family Medical Leave Act (FMLA), or other state job protection policies such as Maine Family and Medical Leave Act (ME FMLA). For further information regarding additional state policies, review the FMLA (Maine) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Massachusetts Paid Family and Medical Leave (MA PFML)
Associates on qualified leave may receive up to 12 weeks of wage replacement from the state in a 52- week period. A combined maximum of up to 26 weeks in a 52-week period is available to an associate that may qualify for more than one type of leave reason. MA PFML offers paid, job-protected time to eligible associates for:
- Bonding with a child for birth, adoption or foster care placement
- Military exigency
- Care for a family member with a serious health condition
- Your own serious medical condition (up to 20 weeks)
- Military Caregiver Family Leave (up to 26 weeks)
To file a claim with the state or for the most up to date information regarding eligibility visit: https://www.mass.gov/info-details/paid-family-and-medical-leave-pfml-overview-and-benefits.
MA PMFL is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as Massachusetts Parental Leave Act (MPLA). For further information regarding additional state policies, review the FMLA (Massachusetts) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Minnesota Paid Leave (MN PL)
Minnesota Paid Family Medical Leave (MN PL) will be effective as of January 1, 2026.
Associates on qualified leave may receive up to 12 weeks of family leave or 12 weeks of medical leave (up to 20 weeks for combined medical and family leave) benefits from the state in a 12-month period. MN PL offers paid, job-protected time for eligible associates for:
- Bonding with a child for birth, adoption, or foster care placement
- Caring for a family member with a serious health condition
- Safety leave
- Military exigency
- Your own serious health condition
For the most up to date information regarding eligibility visit: https://info.paidleave.mn.gov/.
MN PL is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA), or other state job protection policies such as Minnesota Parenting Leave Act (MPLA). For further information regarding additional state policies, review the FMLA (Minnesota) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
New Hampshire Paid Family and Medical Leave Insurance (NH PFML)
Associates on qualified leave may receive up to six (6) weeks of wage replacement benefits from the state in a year. NH PFML offers voluntary, paid, non-job protected time for eligible associates for:
- Your own serious health condition
- Bonding with a child for birth, adoption or foster care placement
- Caring for a family member with a serious health condition
- Military deployment
- Caring for a covered military service member with a serious health condition
To enroll in the program or file a claim with the state or for the most up to date information regarding eligibility visit: https://online.metlife.com/edge/web/public/benefits.
NH PFML is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as New Hampshire Pregnancy-related Leave Regulations (NHPLR). For further information regarding additional state policies, review the FMLA (New Hampshire) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence.
Click here for Compliance Notices.
New Jersey Family Leave Insurance (NJ FLI)
Associates on qualified leave may receive up to 12 weeks of wage replacement benefits from the state in a 12-month period. NJ FLI may offer paid, non-job protected time to eligible associates for:
- Bonding with a child for birth, adoption, or foster care placement
- Caring for a family member with a serious health condition
- Domestic or sexual violence
- Military deployment
To file a claim with the state or for the most up to date information regarding eligibility visit: https://www.nj.gov/labor/myleavebenefits/worker/fli/.
NJ FLI is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the New Jersey Family Leave Act (NJ FLA). For further information regarding additional state policies, review the FMLA (New Jersey) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
New Jersey Temporary Disability Insurance (NJ TDI)
Associates on qualified leave may receive up to 26 weeks of wage replacement benefits from the state. NJ TDI may offer paid, non-protected time to eligible associates for:
- For your own serious health condition
- Pregnancy and childbirth
- COVID-19 or other communicable diseases
For the most up to date information regarding eligibility visit: https://www.nj.gov/labor/myleavebenefits/worker/tdi/.
NJ TDI is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA), or other job protected policies. For further information regarding additional state policies, review the FMLA (New Jersey) Leave of Absence Policy.
*Important* Associates will need to apply with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
New York Paid Family Leave (NY PFL)
Associates on qualified leave may receive up to 12 weeks of leave from the state in a 52-week period. NY PFL may offer paid, job protected time to eligible associates for:
- Bonding with a child for birth, adoption, or foster care placement
- Caring for a family member with a serious health condition
- Military exigency
For the most up to date information regarding eligibility visit: https://paidfamilyleave.ny.gov/.
NY PFL is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other job protected policies. For further information regarding additional state policies, review the FMLA (New York) Leave of Absence Policy.
*Important* Associates will need to apply with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
New York Disability Benefits Law (NY DBL)
Associates on qualified leave may receive up to 26 weeks of non-job protected wage replacement benefits from the state in a 52-week period. NY DBL may offer paid, non-job protected time to eligible associates for:
- Non-work-related serious health condition
For the most up to date information regarding eligibility visit: https://www.wcb.ny.gov/content/main/DisabilityBenefits/employee-disability-benefits.jsp.
NY DBL is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA), or other job protected policies. For further information regarding additional state policies, review the FMLA (New York) Leave of Absence Policy.
*Important* Associates will need to apply with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Paid Leave Oregon
Associates on qualified leave may receive up to 12 weeks of wage replacement from the state in a 52-week period. An additional two (2) weeks of wage replacement may be available for pregnancy-related conditions. For PLO, the associate must be employed with Walmart for 90 consecutive days before the leave is job protected.
PLO may offer paid, job protected time to eligible associates for:
- Bonding with a child for birth, adoption or foster care placement
- Caring for a family member with a serious health condition
- For your own serious health condition
- Safe Leave
To file a claim with the state or for the most up to date information regarding eligibility visit: https://paidleave.oregon.gov.
PLO is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the Oregon Military Family Leave Act (OMFLA), Oregon Family Medical Leave Act (OFLA). For further information regarding additional state policies, review the FMLA (Oregon) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Rhode Island Temporary Disability Insurance (RI TDI)
Associates on qualified leave may receive up to 30 weeks of non-job protected wage replacement from the state in a benefit period. RI TDI may offer paid, non-job protected time to eligible associates for:
- Non-work-related serious health condition
- Pregnancy and childbirth
To file a claim with the state or for the most up to date information regarding eligibility visit: https://dlt.ri.gov/individuals/temporary-disability-caregiver-insurance.
RI TDI is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA) or other job protected policies such as Rhode Island Family Medical Leave Act (RI FMLA). For further information regarding additional state policies, review the FMLA (Rhode Island) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Rhode Island Temporary Caregiver Insurance (RI TCI)
Associates on qualified leave may receive up to seven (7) weeks of wage replacement from the state in a benefit period. RI TCI may offer paid, job protected time to eligible associates for:
- Care for a family member with a serious health condition
- Bonding with a child for birth, adoption, or foster care placement
To file a claim with the state or for the most up to date information regarding eligibility visit: https://dlt.ri.gov/individuals/temporary-disability-caregiver-insurance.
RI TCI is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA), or other job protected policies such as Rhode Island Family Medical Leave Act (RI FMLA). For further information regarding additional state policies, review the FMLA (Rhode Island) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
Vermont Family and Medical Leave Insurance (VT FMLI)
Vermont Family and Medical Leave Insurance (VT FMLI) associates may voluntarily enroll in this coverage during a qualified life event.. Associates on qualified leave may receive up to 6 (six) weeks of benefits from the state in a 12-month period.
VT FMLI offers paid, job-protected time for eligible associates for:
- Bonding with a child for birth, adoption, or foster care placement
- Caring for a family member with a serious health condition
- Military exigency
- Care for military service member
- Recover from childbirth
- Your own serious health condition
For the most up to date information regarding eligibility visit: https://www.thehartford.com/employee-benefits.
VT FMLI is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate. An associate may be eligible for the Family Medical Leave Act (FMLA), or other state job protection policies such as Vermont Parental & Family and Leave Act (VT PFLA). For further information regarding additional state policies, review the FMLA (Vermont) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence.
Click here for Compliance Notices.
Washington Paid Family and Medical Leave (WA PFML)
Associates on qualified leave may receive up to 12 weeks of wage replacement from the state in a 52-week period. WA PMFL may offer paid, job protected time to eligible associates for:
- Your own serious health condition
- Care for a family member with a serious health condition
- Bonding with a child for birth, adoption, or foster care placement
- Military exigency
- Combined medical leave and family leave if you experience a pregnancy-related serious health condition (up to 18 weeks)
To file a claim with the state or for the most up to date information regarding eligibility visit: https://paidleave.wa.gov/.
WA PFML is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. To qualify for job-protection under WA PFML, associates must have worked for Walmart for at least 12 months and worked at least 1,250 hours in the year before the first day of leave.
An associate may be eligible for the Family Medical Leave Act (FMLA), or other job protected policies such as Washington Law Against Discrimination (WLAD). For further information regarding additional state policies, review the FMLA (Washington) Leave of Absence Policy.
*Important* Associates will need to apply with both their eligible state and/or locality and with Sedgwick at mySedgwick.com to request a Walmart leave of absence. See the initial packet from Sedgwick for state application details.
Click here for Compliance Notices.
If you need to be away for more than three (3) days, a personal leave allows time away from work for a qualifying reason.
These reasons can include:
Medical - up to 52 weeks
Extended family care- up to 12 weeks
Workers' compensation- up to 52 weeks
Spouse/partner, miliary- up to 4 weeks
Spouse/partner, expat- duration of assigment
ADA reassignment - up to 90 days
Family care- up to 52 weeks
Parental - up to 52 weeks
Bereavement - up to 12 weeks
Transfer - up to 4 weeks
Education - up to 52 weeks
Compeling reason - up to 12 weeks
For more details, see the Personal Leave of Absence Policy.
Eligibility for short-term disability and maternity benefits are based on your job. Full-time Hourly and Driver associates must have 12 months of employment to be eligible. Salaried associates are eligible as of date of hire.
If you have a serious medical condition requiring a leave for more than seven (7) calendar days, you may qualify for short-term disability. This paid benefit can replace some or all your income for up to 25 weeks after a waiting period of seven (7) calendar days. PTO can be used, if available, during the seven (7) day waiting period.
Full Time Hourly:
- STD Basic: 50% of your average weekly earnings for up to 25 weeks
- STD Enhanced: 60% of your average weekly wages for up to 25 weeks
OTR Drivers: 75% of your average days pay for up to 25 weeks.
Salaried: 100% of your base pay for the first six (6) weeks, then 75% for an additional 19 weeks.
Maternity leave
The short-term disability benefit provides eligible birth mothers welcoming a new child with protected time away from work and 100% income replacement for up to nine (9) weeks after the seven (7) day waiting period. During the waiting period, you are able to use PTO to get paid for days you would normally be working.
Whenever possible, file your request with Sedgwick before the baby’s due date to make sure your benefits are not delayed.
If your condition requires you to be out of work longer, your benefit payments will be based on the short-term disability plan that you are enrolled in.
Navigate to the state and local leave section to determine eligibility and understand how your Walmart benefits and state and local benefits work together.
Eligibility for maternity benefits is based on your job as of your last day worked prior to taking leave.
Additional benefits for birth moms
- Life with baby - This program is designed to promote healthy pregnancies and babies by giving participants one-on-one attention, information and services needed through their pregnancies and beyond. One.Walmart.com/LifeWithBaby
- Parental pay - you may also be eligible for parental pay. Review the Parental Pay section below to learn more about how maternity and parental work together.
See the Associate Benefits Book for more information about your short-term disability benefits and eligibility.
Parental pay
This benefit provides parents with protected paid time away from work during an approved parental leave for the birth, adoption, or foster-care placement of their child. This benefit must be used within the first 12 months following the date of birth or date of adoption/foster-care placement.
Full-time Hourly: 100: 100% of your average earnings for up to six (6) continuous weeks.
OTR Drivers: 100% of your average daily pay for up to six (6) continuous weeks.
Salaried: 100% of your base pay for up to twelve weeks which can be used in one (1) week increments.
For more details, see the applicable Parental Pay policy for either Salaried associates or Hourly and Driver associates.
The image below shows how Maternity and Parental Pay can work together.
This benefit provides up to two (2) weeks of 100% paid protected time to salaried associates, over the road (OTR) drivers, management trainees, or California designated pharmacists who need to take time away from work to care for a family member with a serious health condition.
This benefit is based on your base pay as of your last day worked prior to going on leave for salaried associates, manager trainees, and California designated pharmacists. For drivers, this benefit is based on your average daily pay (ADP) as of your last day worked prior to going on leave.
For more details, see the Family Care Policy.
If you are out of work due to an on-the-job injury, you must also request a leave of absence with Sedgwick. Walmart Claims Services (WCS) will assist in managing the job-related injury and Sedgwick will communicate a leave decision to you, your manager and your people partner which may include paid benefit information, leave policy eligibility and/or job protection status, if eligible. Failure to report the leave could result in unexcused absences and a delay in eligible benefits.
Contact your WCS claims examiner for any questions related to the workers’ compensation claim or to find out more information about the Workers’ Compensation process.
Need help?
For leave of absence help, visit mySedgwick.com or call Sedgwick at 800-492-5678.For benefits help, call People Services at 800-421-1362.
Mon.–Fri. 7 a.m.–7 p.m. (CT), Sat. 7:30 a.m.–4 p.m. (CT).
