Non-FMLA Leave

It is the policy of Washington University to consider an employee’s request for medical or caregiver/parental leave of absence, where the leave does not qualify for protection under the Family and Medical Leave Act (FMLA) in accordance with guidelines set forth below. This policy generally provides up to 14 weeks of leave in any rolling 12-month period unless otherwise required by other applicable laws.


Benefits-eligible employees working 20 or more hours per week are eligible for leave under this policy.

Eligible employees may request Non-FMLA leave if:

  • They do not meet the FMLA eligibility requirements due to years of service, job status or number of hours worked in the preceding 12 months, or they have exhausted their twelve-week FMLA entitlement, and
  • The leave request is due to personal medical or family medical, caregiver or parental needs.


The maximum amount of Non-FMLA leave is 14 weeks within a rolling 12-month period. During leave, employees will be required to use their available accrued unused sick and vacation balances.

Non-FMLA leave is not job-protected; an employee’s position may be filled during their leave. The department may notify employees at the beginning of their leave of an intent to hold the position, but retains the right at any time during the leave to fill the position should the business need arise.


Where the need for a leave of absence is foreseeable, employees are required to request the leave at least 30 days in advance. For unforeseen events, employees are required to request the leave as soon as it is possible and practical to do so. This leave may be granted with the approval and at the discretion of departmental management. Employees may be required to submit documentation that supports the need for the leave and the expected duration of leave.

Generally, Non-FMLA leave requests follow the exhaustion of other applicable leaves for which the employee might be eligible. Employees should contact the Office of Human Resources via the mail box to ask questions regarding the policy.

Employees may be required to complete a Non-FMLA Leave Application Form and submit appropriate supporting documentation as necessary. Human Resources will work with the department in determining whether to approve the leave. Requests will be reviewed on an individual basis, in consideration of job requirements and departmental needs and resources.


Benefits eligibility continues and employees remain financially responsible for the cost of benefits while on leave.

Sick and vacation time do not accrue during any unpaid portion of the leave.

The University reserves the right to modify this policy in whole or in part at any time

Adopted July 1, 2019