Taking time off is important for your overall wellbeing and productivity in both your professional and personal life. You may also find the need to take extended time away from work for health, family, or other reasons. WGU offers a variety of benefits that allow you time to relax, recover, care for family members, honor personal commitments, and more.



WGU regularly observes the following holidays each year:

Holiday When Observed in 2022
New Year’s Day (Observation) Fri, Dec 31
Martin Luther King, Jr. Day Mon, Jan 17
Presidents’ Day Mon, Feb 21
Memorial Day Mon, May 30
Juneteenth Mon, Jun 20
Independence Day Mon, Jul 4
Labor Day Mon, Sep 5
Thanksgiving Day Thu, Nov 24
Day After Thanksgiving Day Fri, Nov 25
Christmas Eve (Observation) Fri, Dec 23
Christmas Day (Observation) Mon, Dec 26

Employees in a position classified as full-time will receive 8 hours for each observed company holiday. You are also entitled to two floating holidays to be used however you choose. Floating holidays renew on your original hire date anniversary and are not eligible for carryover.

Part-time employees will receive holiday pay at a pro-rated amount according to your scheduled weekly hours in Workday. For any questions regarding your scheduled weekly hours, please reach out to your direct leader.


Sick Time

As a WGU employee, you are eligible for sick pay. If your position is classified as full-time, you may accrue up to 48 hours of sick leave per year, up to an overall maximum balance of unused/accrued sick time of 144 hours. If your position is classified as part-time, you may accrue up to 24 hours per year, up to a balance maximum of 72 hours. You will accrue one hour of sick time for every 30 regular hours worked (excluding any overtime hours or paid time off paid). For example, full-time employees earn 2.66 hours per pay period based on a 40-hour work week. A year for the purpose of earning sick time is based on your WGU anniversary date. If you attain the sick time balance maximum, no further accruals will be credited until you use sick time to lower your balance below the maximum.



Regular, full-time employees are eligible to accrue vacation pay on a bi-weekly basis. Part-time employees are not eligible for vacation pay accrual. Vacation pay will not be earned during a continuous leave of absence. WGU encourages employees to use their vacation time during the same year in which it is accrued. However, any unused/accrued vacation hours at the end of an anniversary year may be carried over into the following year, up to the vacation balance maximum reflected in the accrual schedule below. If you attain the vacation balance maximum, future vacation accruals will be forfeited until you use vacation time to lower your balance below the maximum.

Years of Service Days Per Year Hours Accrued Per Pay Period Vacation Balance Maximum
Less than 1 10 3.08 N/A
1 13 4.00 130
2 15 4.62 150
3 18 5.54 180
4 or more 20 6.15 200


Life happens. And WGU is here to support you when you need a leave of absence (LOA) that goes beyond occasional use of available sick or vacation time.

You may need to take a LOA for the birth of your child, military leave, furthering your education, attending to urgent personal business, or medical needs for you or an eligible family member. The maximum amount of unpaid time off will include any time you receive under the Family Medical Leave Act.

Paid Parental Leave

Becoming a parent is an exciting step for families, and WGU recognizes the importance of parent-child bonding. While nothing can quite prepare you for those first weeks of parenthood , WGU will provide you with up to 12 weeks of Paid Parental Leave (PPL) following the birth of a child or the placement of a child in connection with adoption, surrogacy, or foster care.


  • Up to a maximum of 12 weeks of leave for bonding purposes
  • For employees who are the birthing parent, PPL will begin after any pregnancy leave under WGU's Short Term Disability plan
  • Paid at 100% of the employee's regular base pay - may be reduced by any federal, state, or local bonding/parental leave benefits the employee may also receive
  • Must be used within the 12-month period following birth or placement
  • Cannot be used intermittently but may be used in no more than two continuous blocks of leave
  • If available, PPL will run concurrently with FMLA entitlement


Employees must meet all the following criteria, as of the leave start date:

  • Have been employed for at least 12 months and worked at least 1,250 hours during the 12 consecutive months immediately preceding the leave start date
  • Employed in a regular position classified to work 30 or more hours weekly (Note: Positions classified less than 30 hours weekly or positions classified as temporary/intern are ineligible.)

In addition, employees must also meet one of the following criteria on or after July 1, 2021:

  • Have given birth to a child
  • Have a spouse or partner who has given birth to a child, including via surrogacy
  • Have adopted a child for placement or been the recipient of a foster child placement and such child is age 17 or younger

Limited Lookback Eligibility Rule

Eligible employees experiencing a birth or placement between May 1, 2021 and June 30, 2021 will also be eligible. Paid Parental Leave will be available as of July 1, 2021 or later and any bonding time taken prior to July 1 (including use of accrued time off) will reduce the amount of Paid Parental Leave available.

Visit the WGU People Center to submit a request for additional assistance.

Paid Parental Leave FAQs

Who is eligible for Paid Parental Leave (PPL)?

WGU employees who meet all the following are eligible:

  • Employed in a regular position classified to work 30 or more hours weekly (temporary positions are ineligible).
  • Have been employed by WGU for at least 12 months and worked at least 1,250 hours during the 12 consecutive months immediately preceding the leave start date.

Which parental situations does the PPL policy apply to?

  • PPL is intended to provide employees who are assuming an on-going parental role time to bond with their new child.
  • PPL is available in connection with any child born or, through adoption, surrogacy, or fostering, is placed in the home on or after July 1, 2021.
  • Limited Lookback Eligibility: available in connection to any births or placement between May 1, 2021, and July 1, 2021, to the extent that any birthing (if applicable) and bonding leave entitlement has not expired and has not been exhausted.

Is PPL only available to birth parents?

  • No. PPL is available to any eligible employee who is welcoming a child into the home through birth or adoption, surrogacy, or fostering placement.

When can PPL be taken?

  • PPL is only available during the 12-month period immediately following: the birth/placement date or the effective date of this policy, whichever is later.
  • Please note, birthing parents who are also eligible for Short-Term Disability (STD) benefits must utilize STD prior to any PPL.

What happens if I meet the eligibility during the 12-month period following birth or placement?

  • PPL may be taken to the extent that the 12-month period following birth or placement has not expired.

What if both parents are WGU employees?

  • As long as both parents meet eligibility requirements, each employee will be eligible to take PPL individually.

How does this work with Short Term Disability (STD) for employees who are the birthing parent?

  • In general, PPL is only for bonding purposes following the end of any short term disability pregnancy leave.
  • However, because short term disability pregnancy leave only pays a 60% of pay benefit, employees may elect to supplement disability pay with their accrued time off (floating holiday, sick, or vacation).

How does this work with for employees who live in a state with its own paid parental leave program?

  • PPL from state programs reduces the available benefit to be paid by WGU.

How does PPL work with federal FMLA (or similar state laws)?

  • PPL will run concurrently with any available leave under federal, state, or local law, including the FMLA.
  • Employees are not required to have FMLA leave available in order to utilize PPL; employees who take PPL but have exhausted FMLA leave will be afforded the same level of job protection while taking PPL.

Military Leave

To support your service to our country, you may be eligible for LOA consistent with the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). Contact the WGU Absence Center to receive guidance from trained claims examiners that specialize in military leaves and can help you understand and prepare for your LOA.

With proper documentation, you may be eligible for military differential pay when you return WGU from your deployment or service for certain qualifying military leaves. Please visit the WGU People Center to submit a request for additional information.

How to File a LOA at WGU

The WGU Absence Center is an easy-to-access platform for all LOAs and disability accommodations. The WGU Absence Center is powered through a partnership with Matrix – a nationally recognized LOA and accommodations expert for large organizations like WGU.

To begin filing for a LOA, you will file a claim with our partners at Matrix, by contacting them at 888-256-3921. You can also file a claim online.

How to File a Workplace Accommodation

If you need to file for a workplace accommodation under the Americans with Disabilities Act (ADA), please visit the WGU People Center to submit a request for additional help to file a claim with WGU Absence Center on your behalf.