Returning From Leave

What you need to know

Sedgwick will contact you to confirm your return date seven days before your scheduled return to work. To avoid missed pay and to make sure you have access to the systems needed for your job, use the interactive voice response to report your return to work. Depending on your situation, you'll need to take a few steps to get ready.

  • Return to work certification – bring your completed certification form on your first day back to work or submit a copy to Sedgwick prior to returning.
  • Understand your work accommodations, if any – our Accommodations Service Center team is happy to support your return to work and will work with you and your medical provider on understanding your needs. Sedgwick will guide you through this process. See the restrictions, adjustments and accommodations section for more details.

Special Information for Associates Working in the following states


California Paid Family Leave (CA PFL) is a paid leave program that gives associates in your area time away from work to welcome a new child, care for themselves, and care for their families.  


The CA PFL has made the following change: 


  • Starting July 1, 2020, the CA PFL is expanding from six weeks to eight weeks of paid leave. 
  • To access the program, file a claim directly using the state's website.


Connecticut’s Paid Leave Program (CTPL) is a statewide insurance program designed to give associates paid time away from work so they can care for themselves and their family members during difficult times. It’s funded by premiums paid by the associate into a statewide trust fund. There are two phases of the program:


  1. Funding the program – Beginning Jan. 1, 2021, all associates who live in Connecticut will start paying into the state’s trust program through payroll deductions.
  2. Paid leave becomes available – Beginning Jan. 1, 2022, all eligible Connecticut associates can take paid leave.

District of Columbia

District of Columbia Paid Family Leave (DC PFL) is a paid leave program that gives associates in your area time away from work to welcome a new child, care for themselves, and care for their families. 


Starting July 1, 2020, it offers:


  • Up to two weeks of paid leave for your own medical condition. 
  • Up to six weeks to care for another family member. 
  • Up to eight weeks to welcome a new child through birth, adoption, or foster care placement. 
  • You're eligible if you've spent more than 50% of your time working in the District over the last year, with no requirements for minimum hours or length of service.


To access the program, apply on the District's website at


Massachusetts Paid Family and Medical Leave (PFML) is a statewide program that gives associates job-protected paid time away from work to bond with a new child or to care for themselves and their family members during life’s most difficult times. All Massachusetts associates are eligible, including part-time and temporary. Starting Jan. 1, 2021, associates can take:


  • Up to 12 weeks to welcome a new child into their family through birth, adoption, or foster care placement.
  • Up to 20 weeks if they have a serious illness or injury.
  • Up to 26 weeks to care for a family member who is a covered service member. 
  • Up to 12 weeks to provide support when a family member is on active military duty or has been notified of an impending order to active duty.


Starting July 1, 2021, they can also take up to 12 weeks to care for a relative with a serious illness or injury.

New Jersey

New Jersey Family Leave Insurance (NJ FLI) and Temporary Disability Insurance (NJ TDI) are leave programs that give eligible associates working in New Jersey paid time away from work to care for themselves or their family members in certain circumstances.


The NJ FLI has made the following changes:


  • Starting July 1, 2020, the NJ FLI is expanding from six weeks to 12 weeks of paid leave. The maximum number of days of intermittent leave you can take is also increasing, from 42 to 56.

To access the program, contact Sedgwick at 800-492-5678 or


Washington State (WA) has a Paid Family and Medical Leave (PFML) benefit for associates working in WA. This state paid leave benefit is funded by both associates and Walmart. To make the most of your maternity benefits, if you work in WA, you may be eligible for both state PFML benefits in addition to Walmart’s paid maternity benefits. Here’s how it works:


  1.  File a claim for WA PFML  begin by contacting WA to file a PFML claim by going to the state’s dedicated website: or call 833-717-2273    
  2. File an LOA claim with Sedgwick – be sure to start an LOA claim with Sedgwick in addition to WA. Use the mySedgwick online tool to start your Walmart LOA claim.    
  3.  Send your WA PFML award letter to Sedgwick – once approved by the state, WA will send you an award letter outlining your PFML benefits. Send a copy of your award letter as soon as you receive it to Sedgwick, as this letter will help Sedgwick determine if you are eligible for additional benefits from Walmart, including longer job protection while you’re on LOA.    
  4. Coordinating paid leave benefits – for associates eligible for both Walmart’s short-term disability benefits and WA PFML, you’ll need to first apply with WA for your state benefits. Walmart will supplement the state benefit with short-term disability benefits through Sedgwick. This means the total paid disability benefits between both the WA PFML plus Walmart short-term disability benefits would not exceed 100% of your income prior to your leave.  
  5.  Use your earned PTO – just a reminder, you can use your earned PTO to get paid during any waiting periods for either your state or Walmart maternity leave benefits. And your earned PTO is available to you during your maternity leave. Let Sedgwick know if you’d like to use your earned PTO while on leave.    

Please note:
 Since you can’t receive more than your income prior to taking PFML, using your PTO while on WA PFML may lead to you receiving a reduced benefit from the state.

Please contact WA’s dedicated PFML experts by calling 833-717-2273 or read the Quick Reference Guide for more details.   

Job protection

The Family and Medical Leave Act (FMLA) allows you 12 weeks of job protection. If you return to work within the job protection period, you are entitled to the position you held prior to going on leave, or a similar position with the same rate of pay and benefits.

Some states offer additional job protection; see the leave policies in the LOA Toolkit.

You can check your remaining days of job protection using mySedgwick. Sedgwick will notify you, your manager and your People Partner when you have used all your job-protected time.

Returning from a non-job-protected leave

If you return to work from a leave that is not covered by job protection, you are not entitled to your former position. Your People Partner and manager will work with you to apply for open positions for which you may be qualified. If no position is available immediately, you will remain in an inactive status for up to 30 days while you continue to search for a position.


Restrictions, adjustments and accommodations

In some cases, your doctor may release you to work with certain medical restrictions, such as limited lifting or standing. You'll need to have your doctor describe these restrictions on the Return to Work Certification form. Sedgwick will work with you, your doctor and your facility to determine if a job adjustment or an accommodation is available that can help you perform your job. This could include stools, modified dress code, assistive devices, food/drink, parking, availability changes, equipment or job assistance.

To ensure a smooth transition back to work:

  • Have your doctor complete the Return to Work Certification form if your leave is for your own health condition. You'll find the form in the initial leave packet from Sedgwick, or download the Return to Work Certification (PDF) form and print it. You can also get the form on mySedgwick.
  • Fax the completed Return to Work Certification to Sedgwick at 859-264-4372 or 859-280-3270, or email it to or upload to mySedgwick.
  • Notify your manager of your return date, and provide a copy of your Return to Work Certification to your manager and your People Partner prior to your return to work.

Remember, you'll be required to submit your actual return to work date to Sedgwick by either calling Sedgwick or by submitting the actual return to work date using mySedgwick. This helps us make sure your pay will be processed accurately and ensures you’ll have access to the systems needed for your job. And keep in mind that if Sedgwick doesn’t know about your return to work status, it could result in missed pay.


If you have restrictions when you are ready to return to work

If you need help performing your job due to medical restrictions, work with your doctor and Sedgwick to plan your return before you expect to come back. Sedgwick will help by:

  • Clarifying the appropriate job restrictions with your doctor.
  • Discussing these restrictions with your manager or People Partner to identify possible job adjustments.
  • Referring you to the Accommodation Service Center to determine if there is a reasonable accommodation available which would assist you in returning to your job. If you are unable to perform the job functions of your previous position, either with or without a reasonable accommodation, your leave may be extended or you may be offered reassignment to another position.
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