Leave of Absence Leadership Guide


The most important contribution for leaders is to provide guidance and support to your associates throughout the leave of absence process. If an associate misses more than three (3) days of work, there are steps you can take to support them. 


To support you in navigating the Leave of Absence (LOA) process you will find a collection of commonly used links and  helpful guidance to access the information you need to support our associates effectively and confidently. 


Explore the sections below for quick access to tools, forms, and detailed instructions on key steps in the LOA process, Sedgwick support and State-mandated leave benefits.

Service Now leave letters
Click here to generate a leave letter for your associate.
File a claim with Sedgwick
Click here to file leave of absence and disability claims on mySegwick.
Manager managed leaves
Click here for guidance on non-Sedgwick managed leaves.
Leave of Absence Guidance
keyboard_arrow_right close
State Mandated Benefits
keyboard_arrow_right close
Leave of Absence Guidance
keyboard_arrow_right close

Managers and People Partners play a key role in the leave of absence process. Whether through providing necessary guidance, making discretionary leave decisions, or supporting them through the leave process while off for a work-related injury; it is imperative that the associate is informed appropriately and feels supported along the way.

Managers and People Partners should assist associates in understanding the different types of leave and whether they are paid or unpaid, as well as explaining the differences in continuous, intermittent, and reduced schedule leaves. If an associate is unable to request a leave themselves, a family member, manager, or people partner may file on their behalf. 

  • Advise the associate to contact Sedgwick immediately if they meet the following criteria, so it can be determined whether Family and Medical Leave Act (FMLA) or another type of leave of absence is available:
    • They miss more than three (3) days of work 
    • They are hospitalized
    • Their family member is hospitalized requiring them to take time away from work
    • They, or their family members, have a chronic health condition requiring the associate to take time away from work
  • Verify if a leave request has been submitted. If not, follow the process to generate a leave request letter in ServiceNow. If the associate fails to respond or return to work within seven (7) calendar days from the date of the letter, partner with next level HR to discuss the next steps.
  • Provide the associate with any state-specific leave information found on one.Walmart.com/LOA for associates who work in the following states: CA, CO, CT, DC, HI, MA, NH, NJ, NY, OR, RI, VT, WA.
  • Inform the associate that they are responsible for calling in to their facility each absence until Sedgwick has communicated a decision on their leave request.
  • Remind the associate to sign up for two-step verification before they go on leave in order to access their claim, paystub, or benefits information while they’re away from work. 
  • Respond to any leave notifications delivered from Sedgwick, including deciding on any discretionary leave time within two business days of receiving the notice. 

For leaves that require discretionary approval, Managers and People Partners will need to approve, partially approve, or deny the requested leave time within two (2) business days from receiving the request from Sedgwick.  If medical certification is needed for a personal discretionary leave of absence, Sedgwick will request it and verify that it supports the associate's leave. Only then will Sedgwick ask the facility to approve or deny the leave of absence.


Discretionary leave decisions should be based on:

• Impact on the business 

• The associate’s overall job performance

• The reason for the leave and the amount of leave already taken. 


If a decision is not received within two (2) business days, Sedgwick will:

• Approve the leave request, if the associate has leave time remaining, and the request is for dates that have already passed. 

• Deny the leave if the request is future dated. 

• The facility would need to notify Sedgwick by phone or email that they have made the decision to approve the leave. 

The Manager and People Partners roles are to assist the associate during the workers’ compensation and leave of absence claim process. 


Associates taken out of work due to an on-the-job injury managed through Walmart Claims Services (WCS) must also request a continuous leave of absence with Sedgwick. Sedgwick will communicate a leave decision to both the associate and manager, which may include paid benefit information, leave policy eligibility and/or job protection status, if eligible. 


Direct the associate to contact their Walmart Claims Services (WCS) claims examiner for any questions related to their workers’ compensation claim. 


For more information about the Workers’ Compensation process please visit the WCS Toolkit. 

Sedgwick provides multiple tools to help managers and people partners support associates on leave of absence and disability. People partner roles may include people leads, human resource clerks, and human resource managers. These tools help you stay informed about your associate’s leave and disability claims and allow you to take important actions, such as reporting return-to-work dates and communicating with Sedgwick.

Role assignments in Workday are used to determine who receives email notifications, leave reports, and access to mySedgwick. Generally, the associate’s management, the location manager, and the assigned people partners are granted access. However, these vary by business segment.


If you're not receiving email notifications, leave reports, or access to mySedgwick, your role assignments in Workday may need to be updated. 


Verifying role assignments in Workday

  • Log into your Workday profile
    • Log in to Workday.
    • Click on your profile picture or name in the top right corner.
    • Select “View Profile.”
  • Click the “Actions” tab 
    • Navigate to the “Security Profile” tab
    • Click on “View Role Assignments for Worker Position”
  • Enter your Role Details
    • Enter the Effective Date – use today’s date for up-to-date assignments
    • Worker should reflect your name 
    • Position should reflect your position 
    • Roles – Click on “People Partner” 
    • Click the box that says “Include Inherited Role Assignments”
      • Do not click the box that says “Include Inactive Organizations”
    • Click the blue “OK” button
  • Review Assignments
    • This page will reflect all of the Supervisory Organizations that you are assigned the people partner role to in Workday. 
    • You should receive email notifications, reports, and access to view in mySedgwick for any associates in these Supervisory Organizations.

If you have verified your role assignments in Workday and see that you are not assigned the People Partner role to a specific Supervisory Organization or you are assigned incorrectly, you will need to complete a Workday Access Request through ServiceNow and provide the following information:

  • Associate: Your name or the name of the associate who needs access added, modified, or removed.
  • Status: New – Modify – Remove – This will depend on the action you are taking for the role assignment for a Supervisory Organization.
  • HR Application: Workday
  • Justification: “I am a people partner for <Insert SUP ORG> and need access in order to support associates in the organization.
    • To find a Supervisory Organization ID in Workday for a specific associate that you need to have access to complete the following steps:
      • Navigate to the associate’s profile in Workday
      • Under their Job Details section on their profile, click the link underneath the words “Supervisory Organization”
      • The Supervisory Organization ID can be found on the right-hand side of the screen. It is labeled “Organization ID” and should look like “SUP_US_1000000”
  • Access Description:
    • Entire Supervisory Organization name
    • Manager's name and Supervisory Organization ID
    • To locate the Supervisory Organization ID, refer to Step 4 under verify assigned roles. 

If you have completed the steps above and are still not receiving email notifications, leave reports, or access to mySedgwick, please contact the Absence Management team at ghdisab@walmart.com for assistance. Be sure to include the WIN of an associate whose information you should be receiving from Sedgwick. This will help the support team verify your access and resolve the issue. 

Sedgwick sends email notifications throughout an associate’s claim to ensure that managers and people partners remain informed at every stage of the associate’s claim process.

  • Initial notice: Summary of the associate’s request and depending on the leave type, action may be required from the managers and people partners. 
  • Approval or denial: detailed overview of the leave and claim request status, including job protection dates and pay information if applicable. 
  • Claim closure: provides the reason for the closure and lists the next steps for the facility. 
  • Appeals and miscellaneous notices: Includes information regarding appeals, overpayments, or other items that impact claims or leaves. 
  • Claim updates: Additional information when there are updates, or changes in the status of an associate’s disability, maternity, parental, or military claim or when additional information is required to process a claim.
  • Additional information or approval: sent when information or approval is needed by the manager or people partner.

To ensure associates are supported throughout the leave process by their managers and people partners, Sedgwick provides reports with detailed information regarding associates who have requested a leave of absence. These reports are sent via email to the manager and people partner contacts that are listed in Workday.


The following section explains the different types of leave status reports, along with when they are generated and how they are distributed. These reports may be delivered at various times throughout the day.

Report Type

Description

Distribution

Salaried Leave Status Report

Includes open claims and closed claims within the past 7 days for salaried associates

Weekly on Wednesdays

Hourly & Driver Leave Status Report

Includes open claims and closed claims within the past 7 days for hourly associates and/or drivers.

Weekly on Wednesdays.


Supply Chain Only – Sent Daily

Intermittent Absence Salaried Report

Includes salaried associates who have reported intermittent absences

These reports are generated and distributed the day after an intermittent absence is reported to Sedgwick.


A report is not generated if no absence is reported.

Intermittent Absence Hourly & Driver Report

Includes hourly associates and/or drivers who have reported intermittent absences


Managers and people partners play a critical role in ensuring the associate’s leave is tracked and administered accurately. When reviewing intermittent leave reports, pay close attention to the following:

  • Confirm how much time the associate was away from work
  • Leave time reported by Sedgwick – Compare the associate’s actual time away from work with the leave time reported to Sedgwick to ensure they match, and leave is being accurately reported.
  • If the time the associate missed doesn’t match what Sedgwick has listed on the leave report, contact Sedgwick via mySedgwick.com or by calling (800) 492-5678 to report the discrepancy. This will ensure the associate’s leave time is tracked accurately and there is no impact to their pay or benefits.
  • For salaried associates, confirm whether the associate is required to use PTO on leave, to ensure their pay is not impacted. 
    • The last column on the salaried intermittent leave report is titled “Deduct PTO” and has a Yes (Y) or No (N) indicator to determine if the associate is required to use PTO to avoid a pay impact.
    • “Y” (Yes) – The associate must use PTO to prevent a reduction in pay. In this case, ask the associate if they would like to use their available PTO to cover the missed time.
      • If the associate is required to use PTO and doesn’t have time available or has elected not to use PTO, refer to the Salaried Management Guidelines for instructions on how to deduct pay for salaried absences.
    • “N” (No) – The associate is not required to use PTO, and their pay will not be impacted by the absence.

The Summary View page appears after you log in and provides an at-a-glance summary of claim metrics in a dashboard-style view. 


On this page you will see multiple boxes that contain information about your associate’s claims. Click on any one of these boxes to expand your view and access associate claim listings.

  • New claims – view any new claims that your associates have filed 
  • Returning to work – associates with upcoming return to work dates
  • Associates off work – associates who are currently off work
  • Report a new claim – hit the start button to initiate a claim for an associate
  • Notifications – summary of recent notifications related to associate claims
  • Open claims – all open leave and disability claims 
  • Communication center – send a message directly to an examiner and receive a response within one business day
  • Helpful resources – documents, videos, links, and additional guidance to assist you in the claim process 

The claim search page allows you to search for your associates claim by claim number, name, WIN, or Social Security number. 


Note: Closed claims can only be accessed for two (2) years from the date that they were closed.

The delegation feature in mySedgwick allows users to grant others access to view and manage associate leave claims on their behalf. On the delegation page, you can enter an associate’s name or WIN to give them access to all the claims you currently have visibility into within mySedgwick. 


Examples of situations where someone may want to grant delegate access are:

  • People Lead in the store wants to grant access to the Market People Partner to view associates LOA claims in their store in mySedgwick.
  • Sam’s Club Market People Partner wants to grant access to the Regional People Partner to view all LOA claims in mySedgwick for their market.  
  • Store Manager wants to grant access to the Store Lead to view all associates LOA claims in that store in mySedgwick.


Acting as a Delegate: You can perform tasks like reporting absences or claims, depending on the permissions granted.


Managing Delegates: You can assign others to act on your behalf, define what actions they can take, and set timeframes for their access. 


For more information, please refer to the Leave of Absence Leadership Guide > Resources > Sedgwick Resources. 


Note: Delegate access expires one(1)year after it is given.

This page allows you to access the learning center, helpful links, videos, and documents related to the leave and disability process with Sedgwick.


The learning center allows you to learn about all aspects of the claim process for both disability and leave of absence. Use the helpful links, videos, and documents tabs for additional guidance on how to support your associates while they are away from work.

Associates who are ready to return to work after being on a leave of absence may rely on the assistance of their manager or people partner to ensure they are able to return timely.

When an associate is scheduled to return from a leave, Sedgwick will:

  • Communicate with the associate seven (7) days before the expected end of leave to confirm the return-to-work date, and/or determine if the associate needs an extension.
  • Email the managers/people partners if an extension is requested.
  • Review to determine if the associate can return to work with or without accommodation if the associate has restrictions that conflict with their essential job functions.
  • Sedgwick will partner with the associate’s work location as needed.
  • Systematically activate the associate in Workday

It’s not uncommon for an associate to return from leave before Sedgwick has issued an approval or denial of their request. While the associate has 20 days to submit their initial information, many leaves don't last that long. If this happens, let the associate return to work and remind the associate they must report their return-to-work date to Sedgwick, in addition to providing their Return-to-Work Certification, if applicable. 


Failure to report the return-to-work date may result in missed pay and can also affect the associate’s access to systems needed to perform their job.

Walmart offers job adjustments and accommodations as needed to assist our associates in returning to work with medical restrictions. Associates do not need to be "100%" or "fully released," to return to work. 

  • Associates returning from leave should not be excused from performing any of their essential job functions or placed in a position which does not exist. 


When an associate is released to return to work with specific, documented medical restrictions, or limitations, here’s what you need to do:

  • Review the restrictions, limitations, and the associate’s job description to confirm whether the associate can perform the essential functions of their position, including the physical activities necessary to perform the essential functions of the position. 
  • If the associate’s restrictions prevent them from performing the essential job functions, contact Sedgwick Accommodation Service Center at 855-489-1600 to discuss next steps.
  • If the associate’s restrictions don’t prevent them from performing the essential job functions, consider whether there is a job adjustment (JA) available which will support the associate in returning to work. See the Accommodation in Employment policy for more information on the job adjustment program. 
  • Help the associate request an accommodation or make the request directly to the Accommodation Service Center on their behalf.
  • Keep the completed job adjustment form and Return to Work Certification form or doctor’s release in the associate’s medical file.
  • For questions or assistance, call Sedgwick Accommodation Service Center at 855-489-1600.


Work with the Accommodations Service Center to provide options for supporting associates with restrictions when returning to work. See the Disability Accommodations page for more information.

If the associate has not exhausted their job-protected time:

  • The associate must be reinstated to the same position they had or a similar position with the same pay and benefits.
  • Confirm associate’s return to work date has been submitted to Sedgwick and provide the associate with a copy of their schedule.
  • Ensure hourly associates who are returning from a job protected leave may need to be manually added to the schedule upon their return, as they do not need to wait to be added to the system-generated schedules before returning to work. 

When returning from a non-job protected leave, the associate is not entitled to their former position. If there is no available position:

  • Managers/ People Partners are required to place the associate on a 30-day job search leave to inactivate them in Workday.
  • Provide assistance to the associate in applying for positions for which they are qualified.

Follow the steps below to assist an associate returning from a Military Leave.

  • Review the policy – The Military Leave policy provides detailed information on the requirements the associate must complete to return to work from a military leave.
  • Obtain release documentation – When an associate returns from a military leave, they must submit documentation establishing their release from service is honorable or under honorable conditions and their return to work is timely.
  • If the associate is returning to work after recovering from an illness or injury suffered or aggravated during active duty, they must also provide a written release completed by their health care provider.
  • Allow the associate to conditionally return to work for up to five workdays while they obtain the necessary documentation.
  • If the associate has issues with obtaining the required documentation or informs you that they have been dishonorably discharged, please contact next-level HR to identify next steps.

If an associate has not returned from military leave following a 90-day waiting period after their leave ended, the following actions will be taken:

  • Sedgwick will send a notification letter to the associate to find out if an extension is needed.
  • If Sedgwick does not hear from the associate within 30 days, a second letter will be sent. This will remind the associate that because we have not heard from them, their leave of absence is now closed. 
  • If the associate does not respond within the next 30 days, please partner with next level HR prior to making an employment decision. If termination is the appropriate action, generate the Military Termination Letter in ServiceNow.
  • Sedgwick will notify you that a response has not been received by the associate.

If you have reason to believe that they are still on military assignment or duty, then you should contact Sedgwick with a new estimated return to work date. Associates who inform their Manager/People Partner their employment was terminated in error due to a Military Leave, should be reinstated immediately in partnership with next-level HR.

If an associate’s leave has ended, but they haven’t returned to work or contacted the facility, attempt to contact the associate and generate the End of Leave letter from ServiceNow.


The letter provides the next steps which may include:

  • Returning to work with a return-to-work certification, if due to their own serious health condition. 
  • Requesting a leave extension through Sedgwick.
  • Requesting an accommodation through Sedgwick. 
  • Voluntary termination. If the associate has not contacted the Manager/People Partner within seven (7) calendar days from the date of the letter, partner with next-level HR prior to considering termination.

Managers looking to process terminations for associates who have requested a leave of absence, or an accommodation should partner with their People Partner prior to making employment decisions. 


Associates whose leave has ended should be sent the End of Leave Letter in ServiceNow. If the associate does not return to work or respond to the letter within seven (7) calendar days, voluntary termination may be considered in partnership with the People Partner.


Terminations that occur because the associate has failed to return from a leave of absence, should be processed in Workday as Voluntary>Job Abandonment with a note including the reason and additional details surrounding the termination.

If Sedgwick receives medical certification supporting a leave of absence within 30 days of the termination date, communication will be sent to the Managers/People Partners informing them of this. The Manager or People Partner should work with next-level HR to assess if the associate's termination was appropriate. If a decision is made to reinstate the associate, the Manager or People Partner should notify Sedgwick immediately to ensure the associate’s claim is updated appropriately. 

FMLA leave can be utilized in three ways: continuously, intermittently, or as a reduced schedule.


Intermittent Leave involves taking time off in separate blocks for a single reason. For instance, associates may need to take partial days, full days, or multiple days off for medical treatments or scheduled appointments for themselves or a family member (spouse, child, or parent) they are caring for.


An intermittent leave specifies the frequency and duration of each absence and can also specify reduced hours. Keep in mind some associates may have more than one intermittent leave.

Medical certification for an intermittent leave of absence is required and must include an estimated frequency and duration. The frequency and duration are needed to accurately track the associate’s time away from work and to validate the use of FMLA job-protected time. 


If an associate is approved for an intermittent leave, they must report each leave-related absence to Sedgwick within two (2) calendar days of the absence or Sedgwick will deny the absence. If there are special circumstances that prevent timely reporting, please contact Sedgwick. The associate must also follow the call-in procedures and guidelines set by their facility.


Associates receiving state benefits in HI, NY, and NJ are required to report their intermittent absences to both Sedgwick and Lincoln.


For an associate to receive pay during an intermittent leave of absence:

  • Hourly associates can use PTO, PPTO or other benefit time in accordance with the Paid Time Off (PTO) Policy.
  • Salaried associates can use PTO; however, they won’t need to if the intermittent time is related to their short-term disability claim within the last 12 months. The Intermittent Leave Report will show if PTO should be used for the absence. Salaried home office associates who are eligible for FlexTO can use 14 days towards their intermittent absence claim.
    • If no PTO is available for salaried associates or if the associate does not want to use PTO, please refer to the Deducting Pay for Salaried Absences When No PTO Is Available section in the Paid Time Off- Salaried Associate Management Guidelines.
  • Drivers can use PTO or other benefit time in accordance with the Paid Time Off (PTO) Policy. However, drivers will not need to use PTO if the intermittent time is related to their short-term disability claim within the last 12 months. The Intermittent Leave Report will show if PTO should be used for the absence.

If an associate is approved for an intermittent leave:

  • Verify the accuracy of leave reporting – Review the daily intermittent leave report sent by Sedgwick to ensure the associate’s absence is being reported accurately.
  • If inaccuracies are noted, contact Sedgwick as soon as possible and validate changes are recorded accurately in mySedgwick or the Intermittent Leave of Absence report for the next day.


Intermittent absences approved by Sedgwick are excused under the Attendance Policy.


Sedgwick’s system will monitor absences that exceed the frequency and duration stated in the medical certification. When an associate consistently exceeds the frequency and duration, Sedgwick may request a recertification of the leave from the associate.

An associate can submit a request for accommodation leave/extension if their FMLA leave request is denied or exhausted. An intermittent leave may be granted as an accommodation. Refer to the Accommodation in Employment (Medical-Related) policy for instructions and details on how to submit an accommodation request.


Reduced schedule leave is a leave schedule that reduces the associate’s hours per day or per week. Generally, this type of leave is available if the associate is eligible for FMLA.


When an associate’s leave is denied, there may be a number of next steps that need to be made by the Manager or People Partner. The information below will provide additional guidance for supporting your associate, as well as steps to take if the associate is not able to return to work. 

Sedgwick can deny leave of absences for several reasons such as:

  • Lack of complete information or missing information
  • Medical condition does not meet the criteria for a serious health condition
  • Qualifications not met to approve the leave
  • Leave benefits have been exhausted
  • The leave request conflicts with policy guidelines.

When a leave of absence is denied, Sedgwick will attempt to contact the associate by phone to discuss in addition to sending a letter. Sedgwick will send an email to notify you of the leave denial including the reason for denial.

If the associate didn’t provide medical certification or clarification:

  • Read all email notifications from Sedgwick and complete any action items listed.
  • As directed by Sedgwick, generate the Leave Denial Letter out of ServiceNow and attempt to reach the associate by phone. This letter instructs the associate to contact the facility and speak to a manager/people partner within seven (7) calendar days from the date of the letter.
  • If the associate says they will submit the necessary documentation, monitor your email communications, the Leave Status Report, and mySedgwick to see if Sedgwick receives the information and updates the status of the leave decision.
  • If the associate has submitted the information, instruct them to contact Sedgwick for an update on their claim status.
  • Assist the associate with emailing or faxing or uploading the information to Sedgwick, if needed. 
  • If the associate returns to work before getting the leave denial decision, ask them if they plan to provide information to Sedgwick for reconsideration of the denial.
  • Do not take any disciplinary action until all action items outlined by Sedgwick have been completed. Partner with next-level HR prior to considering termination for absences under the attendance policy. 


If the associate has a concern about a denial, they should first discuss the question or concern with Sedgwick. If they still have a concern, refer to the guidelines below depending on the type of leave requested.


Discretionary leave decisions by facility:

  • Refer the associate to the Open Door Communication Policy. 
  • Ensure all documentation related to the Open Door is placed in the associate’s medical efile.
  • Communicate to Sedgwick if a decision is overturned or changed by the open-door outcome.

Forward the concern to LOAQOD@wal-mart.com. They will investigate the concern, seek resolution, and provide a recap to the manager/people partner to follow up with the associate.

An associate can appeal the denial of a short-term disability claim. Sedgwick will contact the associate to advise the claim has been denied and the reason for the denial. They will also send a letter to the associate to explain the denial and their appeal rights and the process for filing an appeal.


Short-term disability claims are determined under the time frames and requirements set out in the Claims and Appeals chapter in the Associate Benefits Book. Associates have the right to appeal a claim denial. See the Claims and Appeals chapter for details.

An associate can submit a request for accommodation leave/extension if their leave request is denied or exhausted. Refer to the Accommodation in Employment (Medical-Related) policy for instructions and details on how to submit an accommodation request.

State Mandated Benefits
keyboard_arrow_right close

Several states 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 with Sedgwick at mySedgwick.com to request a Walmart leave of absence. 


The summaries below are provided for informational purposes only. The 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 the state and with Sedgwick for a 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 the state and with Sedgwick for a 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 

To file a claim with the state or 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 both the state and with Sedgwick for a 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 must apply with Sedgwick. See your 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 caregiver leave
  • Qualifying exigency 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.


IImportant: Associates must apply with Sedgwick. See your 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)


To file a claim with the state visit Sedgwick via MySedgwick.com/Walmart or 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 must apply with Sedgwick. See your inital 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 district 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 PFLmay 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 district 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 district  job protection policies such as the District of Columbia Family Medical Leave Act (DC FMLA). For further information regarding additional district policies, review the FMLA (District of Columbia) Leave of Absence Policy.


Important: Associates must apply with Sedgwick. See your initial packet from Sedgwick for district 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 visit Sedgwick via MySedgwick.com/Walmart  or 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 must apply with Sedgwick. See your 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 assoicate 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 must apply with Sedgwick. See your 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 forYour 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 must apply with Sedgwick. See your initial packet from Sedgwick for state application details.


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
  • Quarantine
  • 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 must apply with Sedgwick. See your 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


To file a claim with the state visit Sedgwick via MySedgwick.com/Walmart  or for the most up to date information regarding eligibility visit: or 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 must apply with Sedgwick. See your 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


To file a claim with the state visit Sedgwick via MySedgwick.com/Walmart  or 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 must apply with Sedgwick. See your initial packet from Sedgwick for state application details.


Click here for Compliance Notices.


Paid Leave Oregon (PLO)

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 must apply with Sedgwick. See your 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 benefits period. 


RI TDI may offer paid, non-job protected time to eligible associates for:

  • A 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 must apply with Sedgwick. See your 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 must apply with Sedgwick. See your initial packet from Sedgwick for state application details.


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 must apply with Sedgwick. See your initial packet from Sedgwick for state application details.


Click here for Compliance Notices.


Associates working in California should file a leave of absence with Sedgwick and may also be eligible for benefits through the state California Paid Family Leave (CA PFL), California State Disability Insurance (CA SDI) and San Francisco Paid Parental Leave Ordinance (SF PPLO) programs. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work. 


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program. 

Step 1: Request a leave with Sedgwick 

Request a leave of absence through Sedgwick via MySedgwick.com/Walmart.  


Step 2: How to apply with the state 

To initiate a claim with the state of California, visit edd.ca.gov/en/claims/. Apply as soon as the leave starts, but no later than 41 days (CA PFL) or 49 days (CA SDI) from the start date of their disability.  CA PFL and CA SDI associates cannot submit claims no earlier than nine (9) days after the first day of your leave. 


If an hourly associate files a maternity claim, they should provide a copy of the decision letter to Sedgwick by faxing a copy to (859) 264-4372 or by emailing WalmartForms@Sedgwicksir.com.  


Step 3: Monitor claim status with Sedgwick & California  

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters and the California website to stay up to date on the state leave claim. 

1. How can an associate ensure their CA PFL, CA SDI or SF PPLO application is processed on time? 

To ensure a CA PFL, CA SDI or SF PPLO application is processed on time, an associate must submit a completed application and provide required documentation by filing online through SDI Online.  To file for San Francisco's Paid Parental Leave Ordinance (PPLO), eligible employees must first apply for California Paid Family Leave (PFL) through SDI Online, then complete the San Francisco Paid Parental Leave Form and submit it, along with the Notice of Computation, to Sedgwick.  


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay under CA PFL, CA SDI, or San Francisco PPLO?  

For your pay to continue during any state or Walmart waiting period, you may use PTO. Associates may not use PTO or PPTO when receiving CA PFL, CA SDI or San Francisco PPLO benefits or at the same time they are receiving any other Walmart company-paid benefit, unless required by law.  Associates should contact their state program administrator for additional information. For more information, please review the Walmart PTO Policy.


3. Is CA PFL, CA SDI or SF PPLO job-protected? 

CA PFL, CA SDI and SF PPLO are not job protected. Associates may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the California Family Rights Act (CFRA) or the California Pregnancy Disability Leave law (CA PDL).  Walmart prohibits retaliation against any associate, applicant, or former associate.  


4. Are these benefits utilized at the same time as FMLA? 

CA PFL, CA SDI, or SF PPLO may overlap with the Federal Family Medical Leave Act (FMLA). In addition, the following state laws may overlap:  

  • CA PDL: Up to four (4) months of job-protected leave for pregnancy disability.  
  • CFRA: Up to 12 weeks of unpaid, job-protected leave.  



California Paid Family Leave (CA PFL)

California Paid Family Leave (CA PFL) is a program that provides partial wage replacement for eligible workers who need time off to care for a sick family member, bond with a new child, or participate in a military event.


California State Disability Insurance (CA SDI)

California State Disability Insurance (CA SDI) is a short term disability program that pays partial wage replacement to eligible workers who can’t work due to illness, injury or pregnancy.


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. Full-time, San Francisco associates should contact Sedgwick to file a claim.


CA PFL/CA SDI benefit information

Associates may receive 60-70% (CA PFL) or 70-90% (CA SDI) of average weekly wage up to a weekly max.


Part-time associate information

Part-time associates may be eligible for CA PFL, CA SDI, or SF PPLO benefits.  Please reference: edd.ca.gov/en/disability/FAQ_PFL_Eligibility.


Taxes and Overpayments

Questions about taxes or overpayments with the state of California, go to, askedd.edd.ca.gov/s/ for assistance with overpayments or tax-related inquiries with the CA EDD.


How to check claim status

Associates may visit edd.ca.gov/en/disability/faq_pfl_benefits_payments/ for instructions on how to check their claim status.

For additional information, visit: edd.ca.gov/en/claims/.

For more information on the Walmart California FMLA  Policy, visit: one.walmart.com/FMLA/California.


CA PFL: (833) 854-0166 

CA SDI: (800) 480-3287

SF PPLO: (415) 554-4190

Associates working in Colorado should file a leave of absence with Sedgwick and may also be eligible for benefits through the state Colorado Family and Medical Leave Insurance (CO FAMLI) program. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work.


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program.

Step 1: Request a leave with Sedgwick 

Request a leave of absence through Sedgwick via MySedgwick.com/walmart.


Step 2: How to apply with the state 

To initiate your claim with the state of Colorado, visit myfamliplus.v.co.us/Core/Login.


Step 3: Provide the state decision letter to Sedgwick

The associate should provide a copy of any state decision letters to Sedgwick. Associates can fax a copy to (859) 264-4372 or email WalmartForms@Sedgwicksir.com


Step 4: Monitor claim status with Sedgwick & Colorado

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters and the Colorado website to stay up to date on the state leave claim.

1. How can an associate ensure their CO FAMLI application is processed on time?

To ensure a CO FAMLI application is processed on time, an associate must submit a completed application and provide required documentation by filing online through myfamliplus.state.co.us/Core/Login. Associates can file a CO FAMLI claim up to 30 days before the first date of the absence and up to 30 days after an absence. 


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay under CO FAMLI? 

For your pay to continue during any state or Walmart waiting period you may use PTO. Associates may not use PTO or PPTO when receiving CO FAMLI benefits or at the same time they are receiving any other Walmart company-paid benefit, unless required by law. Associates should contact their state program administrator for additional information.   For more information, please review the Walmart PTO Policy.


3. Is CO FAMLI job-protected?

CO FAMLI is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. For CO FAMLI, the associate must be employed at least 180 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 the Colorado Family Care Act (CFCA).  


4. Are these benefits utilized at the same time as FMLA?

CO FAMLI may overlap with the Federal Family Medical Leave Act (FMLA). In addition, the following state laws may overlap: 

  • CFCA: up to 12 weeks of paid leave for qualifying family and medical reasons. 

Colorado Family Medical Leave Insurance (CO FAMLI)

Colorado Family Leave insurance (CO FAMLI) may offer paid, job-protected leave time to eligible associates for bonding with a child, adoption or foster care placement, your own serious health condition, caring for a family member with a serious health condition, military exigency or safe leave.


CO FAMLI Benefit

FAMLI wage replacement benefits are paid at a rate of 90% of the employee’s average weekly wage up to the weekly maximum.


CO Poster

Visit the Colorado required communications associate handouts for additional information provided on the CO Family and Medical Leave Insurance Program. The poster is available in English, French and Spanish. Click here: one.walmart.com/compliance/CO.


Part-time associate information

Part-time associates may be eligible for CO FAMLI benefits.  Please reference: famli.colorado.gov/individuals-and-families/how-famli-works/famli-and-fmla.  

For additional information, visit: famli.colorado.gov/.

For more information on the Walmart Colorado FMLA Policy, visit: one.walmart.com/FMLA/Colorado


CO FAMLI (866) 263-2654

Associates working in Connecticut should file a leave of absence with Sedgwick and may also be eligible for benefits through the state Connecticut Paid Leave (CTPL) program. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work.


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program.

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via MySedgwick.com/walmart. 


Step 2: How to apply with the state

To initiate a claim with the state of Connecticut, visit ctpaidleave.org/. Apply at least 30 days in advance if the leave is foreseeable, or as soon as possible if unforeseen.


Step 3: Provide the state decision letter to Sedgwick

The associate should provide a copy of any state decision letters to Sedgwick. Associates can fax a copy to (859) 264-4372 or email WalmartForms@Sedgwicksir.com.


Step 4: Monitor claim status with Sedgwick & Connecticut

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters and the Connecticut website to stay up to date on the state leave claim.

1. How can an associate ensure their CTPL application is processed on time?

To ensure a CTPL application is processed on time, an associate must submit a completed application and provide required documentation to ctpaidleave.org/. Associates should file a claim as soon as they know they will need leave, ideally at least 30 days in advance of their leave date. 


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay under CTPL? 

Associates based in Connecticut will have the option to request PTO and/or Protected PTO to be used with their CTPL benefit. This is designed to provide a pathway for associates to achieve 100% wage replacement during their leave period.  


Hourly and driver associates can input PTO and PPTO into Global Time and Attendance (GTA). 

Salaried associates can request PTO by completing a PTO Adjustment form and submitting it to People Services who will process the request. 


3. Is CTPL job-protected?

CTPL is not job protected. Associates may be eligible for job-protected, unpaid leave provided by the Family Medical Leave Act (FMLA) or other state job protection policies such as the Connecticut Family Leave Act (CT FMLA) Associates may also be eligible for job-protection provided by the Connecticut Fair Employment Practices Act (CFEPA). Walmart prohibits retaliation against any associate, applicant, or former associate.


4. Is this benefit utilized at the same time as FMLA?  

Eligible leaves may overlap with the Federal Family Medical Leave Act (FMLA).  In addition, the following state laws may overlap:

  • CTPL: up to 12 weeks of wage replacement that can run at the same time as FMLA. 
  • CT FMLA: up to 12 weeks of unpaid, job-protected leave that can run at the same time as FMLA.  

Connecticut Paid Leave (CTPL) 

Connecticut Paid Leave (CTPL) is a program that provides partial wage replacement for eligible workers who need time off to care for a sick family member, bond with a new child, manage their own serious health condition, take military exigency or military caregiver leave, or take safe leave. 


Part-time associate information: 

Part-time associates may be eligible for CTPL benefits.  Please reference:ctpaidleave.org/.


Benefit Calculation 

CTPL is a paid leave, and associates may receive up to 95% of their average weekly wage, to a maximum of 60 times the state minimum wage.  


CTPL and Walmart Short Term Disability (STD) 

If the associate is eligible to participate in the Walmart short-term disability plan, then the Walmart benefit will be used to supplement any benefit provided by CTPL.  

For additional information, visit: ctpaidleave.org/.

For more information on the Walmart Connecticut FMLA Policy, visit: one.walmart.com/FMLA/Connecticut.


CTPL: (877)-499-8606

Associates working in Washington D.C. should file a leave of absence with Sedgwick and may also be eligible for benefits through the District of Columbia Paid Family Leave (DC PFL) program. This guide provides helpful tips for claim filing and learning more about how Walmart and the District leave benefits work. 


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the district-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable district law, the district law governs.  Each district or state defines eligibility for benefits and benefit amounts under the district-specific program. 

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via MySedgwick.com/Walmart. 


Step 2: How to apply with the state

To initiate a claim with the District of Columbia, visit dcpaidfamilyleave.org.  


DC PFL applications can be submitted at least 30 days in advance. Applications must be filed within 90 days of the leave start date. If not submitted within 90 days, claims may be denied. 


Step 3: Provide the state decision letter to Sedgwick

The associate should provide a copy of any district decision letters to Sedgwick. Associates can fax a copy to (859) 264-4372 or email WalmartForms@Sedgwicksir.com.


Step 4: Monitor claim status with Sedgwick & District of Columbia

Cl aim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the district decision letters and the District of Columbia website to stay up to date on the district leave claim.

Frequently asked questions:​

1. How can an associate ensure their DC PFL application is processed on time?

To ensure a DC PFL application is processed on time, an associate must submit a completed application and provide required documentation to does.pflbas.dc.gov. Associates should file a claim as soon as they know they will need leave, ideally at least 30 days in advance of their leave date. 


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay for DC?

Associates based in DC will have the option to request PTO and/or Protected PTO to be used with their DC PFL benefit. This is designed to provide a pathway for associates to achieve 100% wage replacement during their leave period. Hourly and driver associates can input PTO and PPTO into Global Time and Attendance (GTA). Salaried associates can request PTO by completing a PTO Adjustment form and submitting it to People Services who will process the request.

3. Is DC PFL job-protected?

DC PFL is not job protected. Associates may be eligible for job-protected, unpaid leave provided by the Family Medical Leave Act (FMLA) or other district job protection policies such as the District of Columbia Family Leave Act (DC FMLA). Walmart prohibits retaliation against any associate, applicant, or former associate.


4. Is this benefit utilized at the same time as FMLA?  

DC PFL may overlap with the Federal Family Medical Leave Act (FMLA). In addition, the following district laws may overlap:

  • DC FMLA: up to 16 weeks of unpaid, job-protected leave for qualifying family and medical reasons.  

District of Columbia Paid Family Leave (DC PFL)

District of Columbia Paid Family Leave (DC PFL) is a program that provides partial wage replacement for eligible workers who need time off to care for a sick family member, bond with a new child, manage their own serious health condition, or take military exigency leave.


Part-time associate information

Part-time associates may be eligible for DC PFL benefits, please reference: does.dc.gov/page/dc-paid-family-leave for eligibility requirements.


Benefit Calculation

Up to 150% of DC's Minimum Wage: You will receive 90% of your average weekly wage up to 150% of DC's minimum wage.Above 150% of DC's Minimum Wage: For wages exceeding 150% of DC's minimum wage, you will receive 50% of that amount, up to the maximum weekly benefit.


Temporary and seasonal associate information

Temporary and seasonal associates may qualify for DC PFL, depending on the timing of earnings and when a leave is filed.


Using DC PFL

DC PFL can be used on a continuous, intermittent, or reduced schedule basis. Intermittent leave must be taken in at least one (1) day increments.


For additional information, visit:dcpaidfamilyleave.org/.

For more information on the Walmart District of Columbia FMLA Policy, visit: one.walmart.com/FMLA/District-of-Columbia.

Associates working in Hawaii should file a leave of absence with Sedgwick and may also be eligible for benefits through the state Hawaii Temporary Disability Insurance (HI TDI) program. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work. 


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program.

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via MySedgwick.com/walmart.  


Step 2: How to apply with the state

If your Sedgwick claim is approved for at least eight (8) days, we will provide your information to Lincoln Financial Group (LFG) to begin your Hawaii state claim. While there is no need to file a separate claim with LFG, they may contact you directly to support your claim. 

Salaried and driver associates may be eligible for the state benefit.  Please contact LFG for more information at 877-353-6404. 


Step 3: Monitor claim status with Sedgwick & Hawaii

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters to stay up to date on the state leave claim. 

1. How can an associate ensure their HI TDI application is processed on time?  

To ensure a HI TDI application is processed on time, an associate must submit a completed application and provide required documentation to the Hawaii’s claim administrator.  Associates may be required to file a claim within 90 days from the date of their disability. Associates should contact Hawaii’s claim administrator for specific questions about their application.  


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay under HI TDI?  

For your pay to continue during any state or Walmart waiting period, you may use PTO . Associates may not use PTO or PPTO when receiving HI TDI benefits or at the same time they are receiving any other Walmart company-paid benefit, unless required by law.  Associates should contact their state program administrator for additional information.   For more information, please review the Walmart PTO Policy. 


3. Is HI TDI job-protected?  

HI TDI is not job protected. Associates 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) or Hawaii Family Leave Law (HFLL).   Walmart prohibits retaliation against any associate, applicant, or former associate.


4. Are these benefits utilized at the same time as FMLA?  

HI TDI may overlap with the Federal Family Medical Leave Act (FMLA). In addition, the following state laws may overlap: 

  • HFLL: Up to 4 (four) weeks of unpaid, job-protected leave per benefit year for associates that have worked at least 6 (six) consecutive months.  
  • HPDR: reasonable period of time leave for associates disabled by pregnancy, childbirth, or related medical conditions. This runs at the same time as FMLA. 

Hawaii Temporary Disability Insurance

HI TDI may offer paid, non-job protected time for eligible associates for nonwork related injury or sickness or pregnancy.


Hawaii TDI Duration 

Hawaii TDI may last up to 26 weeks in a given year.


Hawaii TDI Benefit Amount  

Associates may receive a benefit of up to 58% of their average weekly wages up to the maximum weekly benefit.


Form TDI-45- Part A

The associate should complete Part A, Claimant’s Statement, of the claim form.


Form TDI-45- Part C

Associates can take the form to their medical provider to have disability certified on Part C.


Form TDI-45- Part B

When the associate completes Part A & Part C, they should send it People Services at pstateform@walmart.com who will complete the form and send it for processing to the Hawaii leave administrator.


Part-time associate information:

Part-time associates may be eligible for HI TDI benefits. Please reference: labor.hawaii.gov/dcd/home/about-tdi/ for eligibility requirements.

For additional information, visit: labor.hawaii.gov.

For more information on the Walmart Hawaii FMLA Policy, visit: one.walmart.com/FMLA/Hawaii.


LFG: 1(877)353-6404

Associates working in Massachusetts should file a leave of absence with Sedgwick and may also be eligible for benefits through the state Massachusetts Paid Family and Medical Leave (MA PFML) program. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work.


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via MySedgwick.com/Walmart.


Step 2: How to apply with the state

To initiate a claim with the state of Massachusetts, visit paidleave.mass.gov/.


Step 3: Provide the state decision letter to Sedgwick

The associate should provide a copy of any state decision letters to Sedgwick. Associates can fax a copy to (859) 264-4372 or email WalmartForms@Sedgwicksir.com.


Step 4: Monitor claim status with Sedgwick & Massachusetts

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters and the Massachusetts website to stay up to date on the state leave claim. 

1. How can an associate ensure their MA PFML application is processed on time? 

To ensure a MA PFML application is processed on time, an associate must submit a completed application and provide required documentation to paidleave.mass.gov/. Associates should file a claim as soon as they know they will need leave, ideally at least 30 days in advance of their leave date. Applications can be submitted up to 60 days in advance. 


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay under MA PFML?

For your pay to continue during any state or Walmart waiting period, you may use PTO. Associates may not use PTO or PPTO when receiving MA PFML benefits or at the same time they are receiving any other Walmart company-paid benefit, unless required by law. Associates should contact their state program administrator for additional information.   


3. Is MA PMFL job-protected? 

MA PFML is job protected. Associates may also be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the Massachusetts Parental Leave Act (MPLA).Walmart prohibits retaliation against any associate, applicant, or former associate. 


4. Is this benefit utilized at the same time as FMLA? 

MA PFML may overlap with the Federal Family Medical Leave Act (FMLA). In addition, the following state laws may overlap:

  • MPLA: up to eight (8) weeks of unpaid, job-protected leave that can run at the same time as FMLA. 

Massachusetts Paid Family and Medical Leave (MA PFML)

Massachusetts Paid Family and Medical Leave (MA PFML) is a program that provides job protected partial wage replacement for eligible workers who need time off to care for a sick family member, bond with a new child, manage their own serious health condition, or take military exigency or military caregiver leave.


MA PFML Eligibility

Review this site to learn more about eligibility for MA PFML benefits: mass.gov/info-details/your-eligibility-for-paid-family-and-medical-leave-pfml.


Filing a MA PFML claim

Associates should submit a claim request as soon as they know they will need leave (up to 60 days in advance), but at least 30 days in advance of their leave, or as soon as possible for an unforeseen leave.


Using MA PFML

MA PFML may be used either continuously or on an intermittent basis. In most situations, separate applications are required to use MA PFML benefits continuously and intermittently.


Waiting Period

MA PFML has a seven (7)-day unpaid waiting period, as does Walmart’s STD plan. During this time, PTO can be used. Each separate application for MA PFML requires a new waiting period, unless medical leave related to pregnancy rolls into family leave to bond with the child.


Getting Paid

MA PFML benefits for continuous leave are paid weekly. For a reduced schedule leave, payment is made after taking eight (8) hours of leave or if 30 days have passed since the leave was reported. Payment for intermittent MA PFML is paid after the leave usage is verified with Walmart.

For additional information, visit : paidleave.mass.gov/.

For more information on the Walmart Massachusetts FMLA Policy, visit: one.walmart.com/FMLA/Massachusetts.


MA  PFML: (833) 344-7365

Associates working in New Jersey should file a leave of absence with Sedgwick and may also be eligible for benefits through Walmart’s New Jersey Temporary Disability Insurance (NJ TDI) or New Jersey Family Leave Insurance (NJ FLI) programs. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work.


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program. 

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via MySedgwick.com/Walmart. 


Step 2: How to apply with the state

Medical Leave:

If your Sedgwick claim is approved for at least eight (8) days, we will provide your information to Lincoln Financial Group (LFG) to begin your New Jersey state claim. While there is no need to file a separate claim with LFG, they may contact you directly to support your claim. Salaried and driver associates may be eligible for state benefits.  Please contact LFG for more information at 877-353-6404.


Maternity claims should be filed within 90 days of the expected date of delivery. All other claims should be filed within 30 days of the date of disability. 


Family Leave:

All associates taking family leave can contact the state at nj.gov/labor/myleavebenefits/worker/fli/ to apply for a claim. 


Step 3: Monitor Your claim status with Sedgwick & LFG

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters to stay up to date on the state leave claim.

1. How can an associate ensure their NJ TDI and NJ FLI claims are processed on time? 

To ensure the New Jersey state benefits claim is processed on time for medical leave work with the assigned claim representative at LFG at 877-353-6404. For family care and bonding leave, please contact, nj.gov/labor/myleavebenefits/worker/fli/.


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay under NJ FLI or NJ FLA? 

For your pay to continue during any state or Walmart waiting period, you may use PTO. Associates may not use PTO or PPTO when receiving NJ TDI or NJ FLI benefits or at the same time they are receiving any other Walmart company-paid benefit, unless required by law. Associates should contact their state program administrator for additional information.


3. Is NJ TDI or NJ FLI job-protected? 

NJ TDI and NJ FLI are not job protected. Associates may be eligible for job protection policies under the Family Medical Leave Act (FMLA) or other state job protection policies such as the NJ Family Leave Act (NJ FLA). Walmart prohibits retaliation against any associate, applicant, or former associate.


4. Are these benefits utilized at the same time as FMLA? 

During NJ TDI or NJ FLI, eligible leaves may overlap with the Federal Medical Leave Act (FMLA) and/or the NJ FLA for qualifying leave reasons.  

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 your own serious health condition or pregnancy and childbirth. 


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 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, quarantine and military deployment. 


Part-time associate information

Part-time associates may be eligible for NJ TDI or NJ FLI benefits, please reference nj.gov/labor/myleavebenefits/worker/tdi/ or https://www.nj.gov/labor/myleavebenefits/worker/fli/  for eligibility requirements.

For additional information, visit: nj.gov/labor/myleavebenefits/

For more information on the Walmart New Jersey FMLA Policy visit: one.walmart.com/FMLA/Newjersey.


LFG: 877-353-6404

Associates working in New York should file a leave of absence with Sedgwick and may also be eligible for benefits through Walmart’s New York Short-Term Disability Plan or New York Paid Family Leave (NY PFL) programs. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work.  


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program. 

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via MySedgwick.com/Walmart. 


Step 2: How to apply with the state

If your Sedgwick claim is approved for at least eight (8) days, we will provide your information to Lincoln Financial Group (LFG) to begin your New York state claim. While there is no need to file a separate claim with LFG, they may contact you directly to support your claim. Salaried and driver associates may be eligible for state benefits.  Please contact LFG for more information at 877-353-6404. Maternity claims should be filed within 90 days of the expected date of delivery. All other claims should be filed within 30 days of the date of disability. 


Step 3: Monitor Your claim status with Sedgwick & LFG

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters to stay up to date on the state leave claim.

1. How can an associate ensure their NY STD or NY PFL claim is processed on time?  

To ensure the New York State Benefits Claim is processed on time, work with the assigned claim representative at LFG at 877-353-6404. 


2. Can I use my Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) to supplement my pay under NY STD or NY PFL? 

For your pay to continue during any state or Walmart waiting period, you may use PTO . Associates may not use PTO or PPTO when receiving NY STD or NY PFL benefits or at the same time they are receiving any other Walmart company-paid benefit, unless required by law. Associates should contact their state program administrator for additional information.  


3. Is NY STD or NY PFL job-protected?  

NY STD is not job protected; however, NY PFL is job protected leave.  Associates may be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies.  Walmart prohibits retaliation against any associate, applicant, or former associate. 


4. Are these benefits utilized at the same time as FMLA? 

During NY STD/NY PFL, eligible leaves may overlap with the Federal Family Medical Leave Act (FMLA).

New York Paid Family Leave (NY PFL)

New York's Paid Family Leave (PFL) program provides eligible employees with 12 weeks of job-protected, paid time off for various family-related reasons. 


New York Short Term Disability STD

New York's Short-Term Disability (STD) program provides 26 weeks of wage replacement benefits for New York associates. The income percentage provided by the program can vary based on your associate classification (hourly, salary, driver) and your employment status (full-time or part-time). 


Overlap with Walmart Plans

NY PFL cannot be used at the same time as Walmart Parental Pay.


Contributing to NY PFL

Associates who have worked less than 175 days and less than 20 hours a week can complete a waiver form and are not required to contribute to NY PFL via a payroll deduction.  Please contact People Services for more information. 


Part-time associate information:

Part-time associates may be eligible for NY STD or NY PFL benefits.  Please reference: wcb.ny.gov/content/main/coverage-requirements-db/ or paidfamilyleave.ny.gov/eligibility


For additional information, visit: paidfamilyleave.ny.gov/.

For more information on the Walmart New York FMLA Policy visit: one.walmart.com/FMLA/NewYork.


LFG:877-353-6404

Associates working in Oregon should file a leave of absence with Sedgwick and may also be eligible for benefits through the state Paid Leave Oregon (PLO) program. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work.


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program.

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via login.mysedgwick.com/walmart.


Step 2: How to apply with the state

To initiate a claim with the state of Oregon, visit frances.oregon.gov.


Step 3: Provide the state decision letter to Sedgwick

The associate should provide a copy of any state decision letters to Sedgwick. Associates can fax a copy to (859) 264-4372 or email WalmartForms@Sedgwicksir.com.


Step 4: Monitor claim status with Sedgwick & Oregon

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters and the Oregon website to stay up to date on the state leave claim.

1. How can an associate ensure their PLO application is processed on time? 

To ensure a PLO application is processed on time, an associate must submit a completed application and provide required documentation to frances.oregon.gov/_/. Associates can file a claim up to 30 days in advance of their leave date. 


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay under PLO?  

Associates based in Oregon will have the option to request PTO and/or Protected PTO to be used with their Paid Leave Oregon (PLO) benefit. This is designed to provide a pathway for associates to achieve 100% wage replacement during their leave period. Hourly and driver associates can input PTO and PPTO into Global Time and Attendance (GTA). Salaried associates can request PTO by completing a PTO Adjustment form and submitting it to People Services who will process the request. 


3. Is PLO job-protected? 

PLO is job protected, and Walmart prohibits retaliation against any associate, applicant, or former associate. For PLO, the associate must be employed with Walmart for 90 consecutive days before the leave is job protected. 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) or the Oregon Family Leave Act (OFLA).


4. Is this benefit utilized at the same time as FMLA?  

PLO may overlap with the Federal Family Medical Leave Act (FMLA). In addition, the following state laws may overlap:

  • OFLA: up to 12 weeks of unpaid, job-protected leave that can run at the same time as FMLA. OFLA cannot run at the same time as PLO. 
  • OMFLA: up to 14 days of job-protected leave per deployment. OMFLA runs at the same time as FMLA. 

Paid Leave Oregon (PLO)

Paid Leave Oregon (PLO) is a program that provides partial wage replacement for eligible workers who need time off to care for a sick family member, bond with a new child, manage their own serious health condition, or take safe leave.


Filing a PLO claim 

Associates can submit a claim request 30 days in advance of their leave. At the latest, they can submit it 30 days after the leave starts. If they file after 30 days, their leave may be fully or partially denied, or a delay may occur.


PLO Benefit 

Associates can utilize this tool to  calculate their benefits estimate:paidleave.oregon.gov/employees/benefits-calculator.html. This calculation is only reflective of the state benefit and does not include the Walmart benefit. 


Part-time associate information:

Part-time associates may be eligible for PLO benefits. Please reference: paidleave.oregon.gov/employees/eligiblity-quiz.html for eligibility requirements.

For additional information, visit:  paidleave.oregon.gov/

For more information on the Walmart Oregon FMLA Policy, visit: one.walmart.com/FMLA/Oregon.


PLO: (833) 854-0166

Associates working in Rhode Island should file a leave of absence with Sedgwick and may also be eligible for benefits through the state Rhode Island Temporary Disability Insurance (RI TDI) or Rhode Island Temporary Caregiver Insurance (RI TCI) programs. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work. 


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program.

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via MySedgwick.com/Walmart.


Step 2: How to apply with the state

To initiate your claim with the state of Rhode Island, visit dltweb.dlt.ri.gov/TDIReserve/TDIClaim/Info.


Step 3: Provide the state decision letter to Sedgwick

The associate should provide a copy of any state decision letters to Sedgwick. Associates can fax a copy to (859) 264-4372 or email WalmartForms@Sedgwicksir.com.


Step 4: Monitor claim status with Sedgwick & Rhode Island

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters and the Rhode Island website to stay up to date on the state leave claim.

1. How can an associate ensure their RI TDI/TCI application is processed on time? 

To ensure a RI TDI/TCI application is processed on time, an associate must submit a completed application and provide required documentation to dltweb.dlt.ri.gov/TDIReserve/TDIClaim/Info . Associates must wait until they are unable to work due to injury, illness, caregiving, or bonding before completing an application. They should apply within 30 days (RI TCI) or 90 days (RI TDI) of their date of disability, caregiver or maternity start date. Filing a claim before the date of disability or bonding may result in the application being returned to the associate by mail or canceled if submitted online. 


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay under RI TDI/TCI? 

For your pay to continue during any state or Walmart waiting period, you may use PTO.  Associates may not use PTO or PPTO when receiving RI TDI/TCI benefits or at the same time they are receiving any other Walmart company-paid benefit, unless required by law. Associates should contact their state program administrator for additional information.  


3. Is RI TCI or RI TDI job-protected? 

RI TCI is job protected; however, RI TDI is not job protected. Associates 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). Walmart prohibits retaliation against any associate, applicant, or former associate.


4. Is this benefit utilized at the same time as FMLA? 

RI TCI and RI TDI may overlap with the Federal Family Medical Leave Act (FMLA). In addition, the following state laws may also overlap: 

  • RI FMLA: up to 13 weeks for a serious health condition, the birth, adoption or foster placement of a child or to attend a child’s qualifying school activities.

Rhode Island Temporary Disability Insurance (RI TDI)

Rhode Island Temporary Disability Insurance (RI TDI) may offer paid, non-job protected time to eligible associates for a non-work-related serious health condition or pregnancy/childbirth. 


Rhode Island Temporary Caregiver Insurance (RI TCI)

Rhode Island Temporary Caregiver Insurance (RI TCI) may offer paid, job protected time to eligible associates for care for a family member with a serious health condition or bonding with a child for birth, adoption or foster care placement.  


RI TDI/TCI benefit 

Associates are paid a weekly benefit up to the maximum benefit. Payments are only made through direct deposit or electronic payment cards. 


Duration of RI TDI/TCI 

Associates may be allowed to take up to 30 full weeks of RI TDI benefits and up to seven (7) full weeks of RI TCI benefits. To be eligible, associates must be out of work a minimum of seven (7) consecutive days. 


RI TDI medical certification

A medical certification form is mailed to associates once an application is entered in the TDI system. Associates are responsible for delivering the form to their healthcare provider. 


RI TDI & pregnancy 

It is recommended by the State of Rhode Island to file TDI due to pregnancy disability. Make note, TDI is not maternity leave and the associate should contact Sedgwick to file a leave. 


Returning to work with a  part-time accommodation

If the associate’s healthcare provider tells them that they are able to return to work part time and work is available for the associate in their role, they may be eligible to collect partial TDI payments. The associate should contact Sedgwick with any questions. 


Part-time associate information:

Part-time associates may be eligible for RI TDI/TCI benefits. Please reference  TDI /TCI For Employers | RI Department of Labor & Training for eligibility requirements.

For additional information, visit: dltweb.dlt.ri.gov/TDIReserve/TDIClaim/Info.

For more information on the Walmart Rhode Island FMLA Policy, visit: one.walmart.com/FMLA/Rhodeisland.


RI TDI/TCI: (401) 462-8420

Associates working in Vermont may file a leave of absence with Sedgwick and may also be eligible for benefits through the state Vermont Family Medical Leave Insurance (VT FMLI) program. This guide provides helpful tips for claim filing and learning more about how Walmart and state leave benefits work. 


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program.

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via MySedgwick.com/walmart.


Step 2: How to apply with the state

Associates should complete their application through the VT FMLI administrator, the Hartford, at fmli.thehartford.com/.  


Step 3: Monitor claim status with Sedgwick & Vermont

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters and the Vermont website to stay up to date on the state leave claim.

Enrolling in VT FMLI 

Enrollment in the voluntary VT FMLI individual plan is held annually. Reach out to The Hartford at thehartford.com/paid-family-medical-leave/vt for more information.   Associates must be enrolled prior to submitting an application to the state.


Vermont Family Medical Leave Insurance 

Associates on qualified leave may receive up to 6 (six) weeks of benefits from the state in a 12-month period. VT FMLI offers wage replacement for eligible associates for: Bonding with a child for birth, adoption, foster care placement, caring for a family member with a serious health condition, military exigency, care for military service member, recover from childbirth, or your own serious health condition. 


Job Protection 

VT FMLI is not job protected; however, Walmart prohibits retaliation against any associate, applicant, or former associate.  

For more information about VT FMLI, through the Hartford visit: fmli.thehartford.com/.

For more information on the Walmart Vermont FMLA Policy visit: one.walmart.com/FMLA/Vermont.


The Hartford: (866) 432-6744 

Associates working in Washington should file a leave of absence with Sedgwick and may also be eligible for benefits through the state Washington Paid Family and Medical Leave (WA PFML) program. This guide provides information on how to file a claim with the state and about how Walmart and state leave benefits work.


This guide is provided for informational purposes only. Every effort has been made to ensure the accuracy of the information regarding the state-specific rules in this guide.  However, if there are discrepancies between the information in this guide and the provisions of an applicable state law, the state law governs.  Each state defines eligibility for benefits and benefit amounts under the state-specific program.

Step 1: Request a leave with Sedgwick

Request a leave of absence through Sedgwick via MySedgwick.com/Walmart. 


Step 2: How to apply with the state

To initiate a claim with the state of Washington, visit paidleave.wa.gov/. Apply at least 30 days in advance if the leave is foreseeable, or as soon as possible if it is unforeseen.


Step 3: Provide the state decision letter to Sedgwick

The associate should provide a copy of any state decision letters to Sedgwick by fax to (859) 264-4372 or by email WalmartForms@Sedgwicksir.com.


Step 4: Monitor claim status with Sedgwick & Washington

Claim status for leaves filed with Sedgwick may be viewed online at mySedgwick. Sedgwick will communicate via text, mail, or email based on selection at intake. Utilize the state decision letters and the Washington website to stay up to date on the state leave claim.

1. How can an associate ensure their WA PFML application is processed on time?

To ensure a WA PFML application is processed on time, an associate should submit a completed application and provide required documentation to paidleave.wa.gov/. Associates should file a claim as soon as they know they will need leave, at least 30 days in advance of their leave date when possible. 


2. Can Walmart Paid Time Off (PTO) or Protected Paid Time Off (PPTO) be used to supplement pay under WA PFML?

For your pay to continue during any state or Walmart waiting period, you may use PTO. Associates may not use PTO or PPTO when receiving WA PFML benefits or at the same time they are receiving any other Walmart company-paid benefit, unless required by law. Associates should contact their state program administrator for additional information.   


3. Is WA PFML job-protected?

WA PFML may be job protected. Associates may also be eligible for the Family Medical Leave Act (FMLA) or other state job protection policies such as the Washington Law Against Discrimination (WLAD). Walmart prohibits retaliation against any associate, applicant, or former associate. 


4. Are these benefits utilized at the same time as FMLA?  

  • WA PFML may overlap with the Federal Family Medical Leave Act (FMLA).   

Washington Paid Family and Medical Leave (WA PFML) 

Washington Paid Family and Medical Leave (WA PFML) is a program that provides job protected partial wage replacement for eligible workers who need time off to care for a sick family member, bond with a new child, manage their own serious health condition, or take military exigency leave


Benefits Calculation

Associates can utilize this tool to calculate their benefits estimate: paidleave.wa.gov/estimate-your-weekly-pay/.


Waiting Period

WA PFML has a seven (7) day unpaid waiting period when taking leave for one’s own health condition. Maternity, bonding, and family leave reasons do not have a waiting period.


Part-time associate information:

Part-time associates may be eligible for WA PFML benefits. Please reference paidleave.wa.gov/how-paid-leave-works/.

For additional information, visit:  paidleave.wa.gov.

For more information on the Walmart Washington FMLA Policy, visit: one.walmart.com/FMLA/Washington.


WA PFML: (833) 717-2273

Need help?

For claims help, call Sedgwick at 800-492-5678.
Chat with a People Services Representative at One.Walmart.com/BenefitsChat or call 1-800-421-1362.
#f2f2f2
Me
My Health
Training
LG Playbooks
LeaveOfAbsence Playbook

Division Homepages

Support

Brands

Corporate Sites

Social Accounts


Get the latest exclusive associate discounts, Walmart stories, and more delivered right to your inbox monthly.

Subscribe