Leave of Absence and Accommodations

Leave Programs

Sometimes you need to take time away from work to care for yourself or a loved one. Ensign supports eligible employees through various leave programs, including the Family and Medical Leave Act (FMLA) and applicable state leave laws.

Eligibility

Employees of Ensign-affiliated operations may qualify for leave under the FMLA. To be eligible, you must:

Have worked for an Ensign-affiliated company for at least 12 total months, excluding any seven-year break in service.
Have worked at least 1,250 hours during the 12 months before your leave start date.

If eligible, you may take up to 12 weeks of unpaid, job-protected leave for:

Your own serious health condition
Caring for a family member with a serious health condition
Certain military-related needs
Bonding with a newborn, newly adopted, or newly placed child

Some states offer additional leave benefits or have different eligibility rules. Check the Leave of Absence Index for details on all available leave programs.

Requesting a Leave

Whenever possible, request your leave at least 30 days before it begins. If your need for leave is unexpected, notify your manager or HR Resource and begin the process as soon as possible.

To request a leave:

Notify your manager or HR Resource.
Submit a Leave of Absence Request Form or contact the Leave of Absence team to begin the process.
Complete any required forms and medical certification by the requested deadlines.

If you contact Ensign Services for help, please be ready to share your:

Full name
Workday Employee ID number
Job title and work location
Personal contact information, including a personal email address

After your request is submitted, you’ll receive a Leave of Absence packet outlining next steps and any required documentation. You’ll also receive written notice confirming whether your leave is approved or denied.

Benefits During Leave

You are responsible for paying your portion of benefit premiums while on a leave of absence. Your employer will continue to cover its usual share during the period of protected leave.

Once your protected leave ends, you may be eligible for COBRA to continue your coverage for the remainder of your leave.

If you don’t return to work after your leave, the company may seek reimbursement for benefit costs paid during your leave period.

Workplace Accommodations

If a medical condition, pregnancy-related limitation, or sincerely held religious belief makes it difficult to perform your job, you may be eligible for a reasonable workplace accommodation. Accommodations are intended to help remove workplace barriers so you can continue performing your job whenever possible.

Depending on your situation, accommodations may be available for:

Disabilities or medical conditions

Pregnancy, childbirth, and related medical conditions
Sincerely held religious beliefs or practices

Reasonable accommodations are based on your needs and may include:

Changes to your work schedule
Modified job duties or work processes
Equipment or workstation adjustments
Additional breaks
A temporary leave of absence when another accommodation isn’t appropriate

In some situations, if no reasonable accommodation allows you to continue working, a leave of absence may be considered. Your HR Resource and LOA Resource will work together to determine the appropriate next steps.

Requesting an Accommodation

Notify your manager or HR Resource that you need a workplace accommodation. You may begin the conversation verbally and will typically be asked to complete the Accommodation Request Form to document your request.
Complete the Accommodation Request Form.
Depending on your situation, you may be asked to have your health care provider complete the Accommodation Medical Certification Form.
Work with your manager and HR Resource through an interactive process to determine an appropriate accommodation.

Accommodations may be reviewed and adjusted over time as your needs or job responsibilities change.

Need Assistance?

If you’re unsure whether you need a leave of absence or a workplace accommodation, start by contacting your manager or HR Resource. They’ll help connect you with the appropriate Leave or Accommodation Resource and explain the next steps.