Paid Family Leave
- Military Leave
- Domestic Violence Leave
- Sabbatical and Professional Development Leaves
- Compensatory Leave
- Termination Procedures
- Post Doc Leave
- Leave and State Transfers
- Jury Duty and Court Appearances
- Extended Leave of Absence
- Administrative Leave
An optimized family leave program for all stages of life.
Whether you are managing a personal medical issue, supporting a loved one in their time of need or welcoming a new member of the family, our enhanced family leave program provides you the flexibility to deal with life’s challenges on your terms. Beginning in 2021, UF will provide 8 full weeks of leave over a 24 month period for qualifying events to support improved work-life balance and to protect against income loss during major life events.*
These eight weeks count towards your FMLA entitlement. Employees can use this time in one of two ways:
- Parental: to cover absences related to parental leave (birth, adoption, fostering)
- Medical: a personal illness/injury, or an immediate family member’s illness/injury
Employees are not required to exhaust their accrued leave to use this benefit.
The 8 weeks of Paid Family Leave is based on a 1.0 FTE.
Note: Paid Medical Leave policy
*Contingent upon contract ratification
Paid Parental Leave
Parental Leave is available to all faculty and staff upon beginning work with the University of Florida. A maximum of eight weeks of parental leave is available to both parents or legal guardians in cases of birth, adoption, or placement for fostering. This leave can be taken within 12 months of the birth or placement of a child and may be used intermittently, but must be taken within six calendar months from the birth, adoption, or placement for fostering.
Paid Medical Leave
Medical Leave may be available to all faculty and staff after 12 months of continuous service with the University of Florida. Employees must meet the FMLA eligibility criteria and also meet all of the Paid Medical Leave Eligibility criteria contained in the Paid Family Leave Policy.
Paid Medical Leave Eligibility for Employee Illness/Injury Eligibility
- An employee must qualify for and go on continuous FMLA leave
- A healthcare provider certifies that the period of continuous medically necessary absence will be at least three (3) or more weeks (15 or more working days) for the employee’s serious illness or injury
- The illness or injury prevents the employee from performing the material and substantial duties of their UF position
- The illness or injury prevents the employee from performing majority of activities of daily living
- The employee must be under the ongoing care of a Physician in the appropriate specialty as determined by UF Central Leave.
Paid Medical Leave for Employee Due to Immediate Family Member’s Illness/Injury Eligibility
- An employee must qualify for and go out on a continuous FMLA leave
- A healthcare provider certifies that the absence will be three (3) or more weeks (15 or more working days) to care for an immediate family member due to their serious illness or injury.
- A healthcare provider certifies that care for the family member is needed due to the family member’s:
- Inability to care for their medical needs and/or their own safety; or
- Need for assistance with the majority of activities of daily living
- The family member must be under the ongoing care of a Physician in the appropriate specialty as determined by UF Central Leave.
Once approved for medical leave, employees must use 10 days (80 hours) of vacation or sick leave. Once 80 hours of vacation or sick leave has been used, a maximum of up to eight weeks of paid medical leave will become available to the employee, to be used in one-week increments.
Note: Paid Family Leave (either parental or medical) may be used once every 24 months. Parental and medical leave can be used in combination with each other, not to exceed 8 weeks.
Note: USPS, OPS, Post Docs, Housestaff and Residents are not eligible for Paid Family Leave. Law Enforcement and Graduate Assistants are eligible for some benefits, as outlined in their respective collective bargaining agreements.