Changes to the WashU Medicine Faculty Leave programs

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Dear WashU Medicine Faculty,

In an effort to ensure we are supporting the needs of our faculty when they need time off to care for themselves or their family members, WashU Medicine leadership, the Culture & Climate Task Force and the HR team recently completed a review of our current Salary Continuation Policy. As a result of that review, we are announcing some changes to the WashU Medicine Faculty Leave programs.

Effective July 1, 2025, WashU Medicine is replacing the current Salary Continuation Policy for our faculty members with the following paid time off policy that will apply to all WashU Medicine departments:

  1. Paid Medical Leave: Your own serious health condition that makes you unable to perform the essential functions of your job (e.g., surgery, pregnancy-related medical conditions prior to delivery, medical complications following childbirth, and other illness or injury-related health issues.)
  2. Paid Parental Leave: Routine recovery from childbirth (including cesarean section) or bonding leave taken within the first year following the birth of a child or the placement of a child via adoption, surrogacy or foster care.
  3. Paid Caregiver Leave: Care of your spouse/domestic partner, child or parent with a serious health condition.

Current leave practices for faculty members vary by department with some departments providing more paid time off than others. The new Medical, Parental and Caregiver Paid Leave policy will result in consistent access to paid time away from work for purposes of personal health and family to all eligible WashU Medicine faculty. The new policy also clarifies and standardizes pay and time off parameters across the WashU Medicine departments. In addition to the paid time off provided by the new policy, faculty members may use vacation time or unpaid FMLA to extend their leave where applicable.

The changes described below apply to faculty members across all WashU Medicine departments and supersede any separate department paid leave practices that may be in place.

Paid Parental Leave and Paid Caregiver Leave

Paid Parental Leave and Paid Caregiver Leave (PDF) provides eligible faculty members 12 weeks of paid leave in a rolling 12-month period for any combination of Paid Parental Leave and Paid Caregiver Leave. Such leave will be paid at the faculty member’s base salary rate.

Parental leave must be taken within 12 months of the child’s birth, or placement for adoption, surrogacy or foster care.

Paid Medical Leave

Paid Medical Leave (PDF) provides eligible faculty members income protection when they are unable to perform the essential functions of their job due to their own illness, injury or healthcare need, excluding routine recovery from childbirth. The policy provides up to 12 weeks of paid leave at 100% of the base salary. Medical leave may be extended for up to an additional 14 weeks at 60% of base salary based on medical necessity, not to exceed 26 weeks of Paid Medical Leave in a rolling 12-month period.

This policy is intended to cover absences of at least one week in duration. For an absence of less than one week, the faculty member should consult with their department.

Requesting a Leave

Faculty can begin requesting leaves under this new policy beginning June 1 for leaves that start on July 1, 2025, or after. You must notify your department chair in writing and contact the WashU HR leaves team at mytimeoff@wustl.edu. You must provide all required documentation, including healthcare provider certification where applicable.

For foreseeable events, you must notify your department chair and the WashU HR leaves team at least 30 calendar days in advance of the start of the leave.

If advance notice is not possible, you must notify your department chair and the WashU HR leaves team as soon as you are aware you will need a leave of absence.

The WashU HR leaves team will notify you and your Department Chair regarding approval or denial of a leave request.

A return-to-work certification from a healthcare provider will be required before returning from leave due to a medical need, including routine recovery from childbirth.

Transition process for Leaves beginning prior to July 1

  • If you are on leave as of July 1, 2025, due to your own medical condition, you will remain on leave under the current policy until you return to work.
    • If you return from leave and then go out on another leave due to your own medical condition within 12 months, the previous leave time will be subtracted from the 26-week maximum.
  • Medical leave is designed to bridge a faculty member to Long Term Disability (LTD) if needed. As a result, the faculty paid voluntary LTD buy-up option, which shortened the LTD waiting period from 180 to 90 days, will be discontinued and payroll deductions will stop after the June 30 paycheck.
    • If you are enrolled in the LTD Buy-up option and on Medical leave as of July 1, 2025, coverage under that option continues until you return from leave.
  • If you are out on leave for caregiving or parental bonding as of July 1, 2025, you will remain on leave under the current policy but may extend your leave up to the maximum allowed under the new policy.
    • If you return from leave and then go out on another leave for caregiving or parental bonding within 12 months, the previous leave time will be subtracted from the 12-week maximum.
  • Any new leaves beginning on or after July 1, 2025, fall under the provisions of the new policy even if the leave was previously approved under the current policy.

Helpful Resources

  1. Leave Policy FAQ (PDF)
  2. How Leaves Work Examples (PDF)
  3. Transition Examples for those taking leave under the current and new policies (PDF)
  4. BenefitBump
  5. Suspension of Probationary Period
  6. Josie Career Coaching pilot program

Questions

If you have any questions, contact the WashU leaves team at mytimeoff@wustl.edu.

Regards,
WashU Human Resources