Intermittent Leave

What you need to know

Some health conditions may require that you miss work periodically, such as for ongoing medical treatments. An intermittent leave specifies the frequency and duration of the expected absences, meaning how often you may be away from work, and the length of each absence (for example, once each week for up to two days). In some cases, a leave could also specify reduced hours.

If you're not FMLA-eligible, you won't be eligible for an intermittent leave under the leave of absence policy. However, you may submit a request to the Accommodation Service Center for consideration of intermittent time away from work under the accommodation in employment policy. The Accommodation Service Center will review your request and determine eligibility for the request. Intermittent accommodation approvals are for your only health condition only.

If you are returning to work after a period of short-term disability and need to miss work periodically for reasons related to your disability, your intermittent absences may be approved under your prior disability claim.

Sign up for 2-step verification at work before your LOA for quick, secure access to your claims, benefits, and payroll information while you’re away.

What you need to do while on intermittent LOA

Report your absences: You'll need to report any scheduled time for your intermittent leave to Sedgwick and your manager – even if you simply arrive late or leave early.


Report any scheduled time missed due to your intermittent leave:

  • Through mySedgwick , or
  • By calling Sedgwick at 800-492-5678 at any time. To help you report the absence to Walmart, Sedgwick's automated phone system will also transfer you to your facility or to the associate information line, if applicable.


IMPORTANT: Keep in mind that you must report an absence to Sedgwick for an intermittent leave within two calendar days of the absence or the absence will be denied by Sedgwick and you may be held accountable.

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.   

Recertify your health condition

A recertification might be required to update your medical information. Recertification may also be requested when you begin to exceed the frequency and durations set out in your original medical certification. When recertification is needed, Sedgwick will send you a request, which must be completed by your doctor and returned to Sedgwick within 20 days.

When recertification is requested due to absences that exceed the frequency and duration set by your doctor, those absences will be placed in a "pending" status, meaning they have not yet been approved or denied. If you provide a recertification that supports those pending absences, they will be approved. If not, they will be denied and you can be held accountable in accordance with the attendance guidelines of your facility or department.


Reduced Hours Leave

Some health conditions, as specified by your doctor, may require you to only work a part of your shift for a period of time. A reduced hours leave will specify the number of hours or shifts you can work per day or week.

Any time missed from your "reduced" schedule must be reported to Sedgwick.

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