Taking Leave from Work

You can request a medical leave of absence to manage a serious medical condition. This leave covers you when you are unable to work for a period exceeding five days due to a disability or health condition (including any medical needs related to pregnancy or childbirth). Review the Leave of Absence Policy (my.seagate.com > HR Services > HR Polices) for details.

There are 3 leaves that work together to take care of you while you’re out. They run concurrently depending on what state you are in, and our leave of absence provider—AbsenceOne—will determine which you are eligible for.

• Family and Medical Leave Act (FMLA)
• California Family Rights Act (CFRA)
• Seagate medical leave

If you’ve been employed for at least 12 months (and have completed at least 1,250 hours of work in that time), then you will be eligible for FMLA.

To start the leave process, call AbsenceOne at 844-859-2773. 

Employees in California may also be eligible for the CFRA, but know that with the exception of pregnancy, any leave time will run concurrently with your FMLA leave. If you are not eligible for either FMLA or CFRA because you have not been with Seagate long enough, then you can apply for Seagate Medical Leave.

Confused? Don’t worry. Call AbsenceOne, our leave administrator, at 844-859-2773. They will determine which leave(s) you are eligible for when you apply.

The Medical Leave Checklist [PDF] gives a step-by-step overview of the process you need to follow.

If the reason for your leave is pregnancy, our Pregnancy Leave Checklist [PDF] walks you through what you need to know in applying for a leave of absence. We also have a pregnancy checklist for employees in California [PDF].

Is this time away paid?

No, it is not. But you may use our disability programs or sick pay to help provide income while you are out. Non-exempt employees may also use available vacation time.

Is my job protected?

While you are on FMLA leave or CFRA leave, your job is protected. Seagate will reinstate you to your old role or a role similar in pay, benefits and other terms and conditions of employment when you return from leave. However, if you do not return to work when your leave time officially ends, we cannot guarantee job reinstatement.

How do I request this leave?

Call AbsenceOne at 844-859-2773 to start the process.

Coming Back to Work

To ensure you take the time you need to get better, you will not be permitted to do any work while you are on leave. When you’re ready to come back, contact AbsenceOne at least five days before you plan to return.

Paid Parental Leave gives birthing and non-birthing and adoptive parents 16 weeks of paid time off to welcome and bond with new family members born or placed for adoption.

Birthing Parents

After your disability benefits end, you can take an additional 16 weeks of Seagate Paid Parental Leave (PPL).

Non-Birthing and Adoptive Parents

You can take 16 weeks of Seagate Paid Parental Leave (PPL) as soon as the child is born or placed for adoption.

To start the leave process, call AbsenceOne at 844-859-2773.

Learn More or Request Leave

For more information, see the Paid Parental Leave FAQ. If you have additional questions or to start a Paid Parental Leave claim, call AbsenceOne at 844-859-2773.

You can request time off to care for a family member who is managing a serious health condition or to bond with a newborn, newly placed adopted child or newly placed foster child. Review the Leave of Absence Policy (my.seagate.com > HR Services > HR Polices) for details.

There are 2 leaves that work together to take care of you while you’re out. They run concurrently depending on what state you are in, and our leave of absence provider—AbsenceOne—will determine which you are eligible for.

• Family and Medical Leave Act (FMLA)
• California Family Rights Act (CFRA)

If you’ve been employed for at least 12 months (and have completed at least 1,250 hours of work in that time), then you can apply for FMLA.

To start the leave process, call AbsenceOne at 844-859-2773.

Employees in California can also apply for the CFRA, but know that any leave time will run concurrently with your FMLA leave. If you are not eligible for either FMLA or CFRA because you have not been with Seagate long enough, then you can apply for a personal leave or use your vacation time.

Confused? Don’t worry. Call AbsenceOne, our leave administrator, at 844-859-2773. They will determine which leave(s) you are eligible for when you apply.

The Family Leave Checklist [PDF] gives a step-by-step overview of the process you need to follow.

Is this time away paid?

No, it is not. However, you may be eligible for some wage replacement. Review the Leave of Absence Policy (my.seagate.com > HR Services > HR Polices) for details.

Is my job protected?

While you are on FMLA leave or CFRA leave, your job is protected. Seagate will reinstate you to your old role or a role similar in pay, benefits and other terms and conditions of employment when you return from leave. However, if you do not return to work when your leave time officially ends, we cannot guarantee job reinstatement.

How do I request this leave?

Call AbsenceOne at 844-859-2773 to start the process.

Coming Back to Work

To ensure you take the time you need, you will not be permitted to do any work while you are on leave. When you’re ready to come back, contact AbsenceOne at least five days before you plan to return.

Seagate’s personal leave is designed for situations where your reason for leave does not qualify for coverage under any of the other leave types, you do not meet the eligibility requirements for another leave type and need time off, or you’ve exhausted available leave time under another leave type and require more time off.

The reason for leave should not be connected to business ventures or outside employment.

Is this time away paid?

No. Review the Leave of Absence Policy (my.seagate.com > HR Services > HR Polices) for more information.

Is my job protected?

No, it is not.

How do I request this leave?

Call AbsenceOne at 844-859-2773 to start the process. You’ll need to provide the start and end dates at that time.

Coming Back to Work

To ensure you take the time you need, you will not be permitted to do any work while you are on leave. When you’re ready to come back, contact AbsenceOne. If your former position is still available, you will return to work in that position. If your former position is no longer available, Human Resources will attempt to find an equivalent position for you.

You may also find the Personal Leave Checklist [PDF] helpful.

Seagate appreciates your service to our country and complies with state and federal laws governing veterans' re-employment rights and military leaves of absence. This is available for employees who need to be away from work for either voluntary or involuntary service in the uniformed services of the United States. Review the Leave of Absence Policy (my.seagate.com > HR Services > HR Polices) for details. You may also find the Military Leave Checklist [PDF] helpful.

Is this time away paid?

For the first 180 days of your leave, Seagate will supplement your military pay so that you maintain your current salary (if it is more than your military pay). You will need to submit military pay records to your local Seagate payroll department.

Is my job protected?

Yes, it is. Review the Leave of Absence Policy (my.seagate.com > HR Services > HR Polices) for details.

How do I request this leave?

Call AbsenceOne at 844-859-2773 to start the process.

Coming Back to Work

When you’re ready to come back, you’ll need to submit an application for re-employment within the following timeframes:

• For service of up to 30 consecutive days: Report back to work on the first scheduled work day after you return home.
• For service of 31 to 180 consecutive days: Submit a written or verbal application for re-employment no later than 14 days after the completion of your service to Human Resources > Staffing.
• For service of 181 or more days (up to five years of cumulative service): Submit an application for re-employment no later than 90 days after completion of the period of service to Human Resources > Staffing.

Losing a loved one is never easy. This leave (up to five working days) is available for when a close family member passes away. “Family member” is defined as your spouse, child, stepchild, domestic partner, child of a domestic partner, parent, stepparent, grandchild, grandparent, brother, sister, mother-in-law, father-in-law or legal guardian.

In addition, starting January 1, 2024, Bereavement Leave is extended to include a loss due to miscarriage.

Some states, such as California, Illinois and Washington, have additional provisions for Bereavement Leave.  These can be reviewed in the References section of the Leave of Absence Policy.

If you need more time than what is available, arrange that with your manager. Make sure to document your leave in the Seagate timekeeping system.

Review the Leave of Absence Policy (my.seagate.com > HR Services > HR Polices) for details.

A pandemic outbreak could require employees to stay away from the office. Corporate Environmental, Health and Safety will identify global or site-specific situations which warrant an official announcement of a pandemic outbreak. During such an outbreak, employees could be eligible for paid pandemic leave. Review the Leave of Absence Policy (my.seagate.com > HR Services > HR Polices) for details on all the circumstances that apply.

This leave is available to fulfill your civic duties, such as:

• Voting
• Jury duty
• Appearing in court as a witness

Make sure to notify your manager in advance of taking leave.

Is this time away paid?

Yes, your pay will continue in full. However, for voting leave, only two hours will be paid.

Review the Leave of Absence Policy (my.seagate.com > HR Services > HR Polices) for additional details.