Time Off

Take “me time” when you need it.

The best way to maintain a balanced life is to take some breaks from work and dedicate time to fun, friends, family, and of course—yourself. We have programs to help you take time off to care for what really matters in your life, whether that means a visit to the doctor, taking care of a family member, or just some “me time.”

Which time off program do you want to learn about?

Vacation / Sick Time

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Holidays

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Bereavement

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Family Medical Leave

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Parental Leave

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Medical Leave

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Vacation, Sick Time, and Holidays

Vacation and Sick Time 

Proofpoint provides employees with a flexible vacation program. You simply coordinate your time off needs with your manager and submit your request for time off in Workday.

Depending on location, full-time employees receive up to twelve (12) days or ninety-six (96) hours of paid sick time per year. Part-time employees are eligible for six (6) days or forty-eight hours of paid sick time per year.

Holidays

Proofpoint generally provides 10 paid holidays per year for employees. The dates and holidays observed are subject to the calendar year.

Proofpoint Official 2022 Holiday Calendar

Bereavement Leave

In the event of a death of a family member (spouse, opposite sex domestic partner, same sex domestic partner, child, parent, parent-in-law, grandparent or sibling) living in the same state as the employee, Regular Full-time and Regular Part-time employees may take paid leave of up to three (3) consecutive days. Eligible employees who need to travel out of state may take paid leave of up to five (5) consecutive days. Employees must obtain their supervisor’s prior approval in the event that additional unpaid time off is needed.

When taking Bereavement Leave, please record the amount of time taken off in Workday.

Visit Workday

Family Care and Enhanced Medical/Disability Leave

If you are unable to work because of an illness or injury, we provide disability benefits to provide a continuing source of income while you are unable to be at work.

Enhanced Medical/Disability Leave:

Up to twelve (12) weeks of income to supplement our Short-Term Disability benefit. If illness or injury catches you by surprise, we want to ensure that you have time to heal without additional stress from thinking about your pay.

A Family Care and Medical Leave of Absence will be granted for a maximum of twelve (12) weeks in a twelve (12)-month period for the following reasons:

  • The birth, adoption, or foster placement of a child.
  • To care for an employee’s spouse, registered domestic partner, child or parent with a serious health condition.
  • The serious health condition of the employee.

To qualify for Family Care and Medical Leave an employee must have been employed more than twelve (12) months and has worked at least one thousand, two hundred and fifty (1,250) hours during the twelve (12) months preceding the request for leave.

Requests for leaves must be submitted in writing at least two (2) weeks prior to the commencement of the leave. In unforeseen/emergency cases, notice of the need for leave should be given as soon as practical. Requests for leave must be accompanied by a certification from the health care provider. Proofpoint may, at its expense, require that the employee obtain an opinion of a second health care provider. While on approved Family Care or Medical Leave, Company-paid group health insurance coverage remains in effect for a maximum of twelve (12) weeks (or up to twenty-six (26) weeks if leave is to care for a member of the Armed Forces as described below). During that time period, dependent benefit coverage will remain in effect as long as the employee continues to pay his or her portion of the cost.

Upon return from leave, employees generally will be reinstated to their original or comparable position. Employees returning from medical leave must provide Human Resources with a written release, from their health care provider, indicating the employee’s ability to return to work.

Employee Guide to Family & Medical Leave

Parental Leave

You may be eligible for Parental Leave. Be sure to review the details for eligibility requirements. Proofpoint is dedicated to the work-life balance and offers a family-friendly environment that supports working parents (these run concurrently with other statutory benefit you may be entitled to).

  • Parental Leave: Six (6) weeks of paid time, allowing for bonding within the first year with your child. This six-week benefit is for individuals who become parents through birth, surrogacy, or adoption
  • When on approved Family Care or Medical Leave, company-paid group health insurance coverage remains in effect for a maximum of 12 weeks
  • Employees returning to work will be reinstated to their original position or a comparable position
  • Employees may be eligible for wage replacement benefits from the state

Pregnancy Disability Leave (California employees only)

Employees disabled from working due to pregnancy, childbirth or related medical conditions will be eligible for a paid leave in accordance with the company policy. For an unpaid pregnancy disability leave up to the lesser of the actual period of disability or seventeen and one-third (17 1/3) weeks. This is in addition to any Family Care and Medical Leave to which the employee may be entitled in order to care for the newborn.

Requests for leave must be submitted in writing and be supported by certification from the attending physician. Employees on Pregnancy Disability Leave will be eligible to receive up to twelve (12) weeks of paid time for recovery post-partum and baby bonding. This will be coordinated with applicable state wage replacement benefits and disability payments.

There will be no accrual of holiday pay during an unpaid leave. While on approved Pregnancy Disability Leave, Company-paid group health insurance coverage remains in effect for a maximum of seventeen and one-third (17 1/3) weeks. During that time period, dependent benefit coverage will remain in effect as long as the employee continues to pay her portion of the cost. The Company will thereafter continue health insurance coverage for approved Family Care and Medical Leave to care for the newborn.

The Company will reasonably accommodate an employee’s medical needs related to pregnancy, childbirth, or related conditions, as well as transfer an employee to a less strenuous or hazardous position (where one is available) or duties if medically needed because of an employee’s pregnancy.

Employees returning to work will normally be reinstated to their original position or a comparable position. Upon return from leave employees are required to provide Human Resources a release from their physician indicating the employee’s ability to resume work. Taking a Pregnancy Disability Leave does not protect an employee from non-leave related employment actions, such as a layoff.

Pay During Family Care and Medical Leave and Pregnancy Disability Leave
California employees may be eligible for wage replacement benefits from the state (e.g., State Disability Insurance (SDI), Paid Family Leave (PFL), etc.) while on Family Care and Medical Leave or Pregnancy Disability Leave. Further, employees in San Francisco may be eligible for wage replacement benefits during Family Care leave to care for a new child through birth, adoption, or foster care placement under San Francisco’s Paid Parental Leave Ordinance (PPLO).

Information about wage replacement benefits is available from Human Resources and at http://www.edd.ca.gov/ and http://sfgov.org/olse/paid-parental-leave-ordinance.

Employees in other states may also be eligible for state wage replacement benefits in their state. These benefits, where applicable, are coordinated with any sick pay benefits or other wage replacement benefits available from Proofpoint. Combined sick pay and state benefits may not exceed the employee’s regular rate of pay.

Medical Leave

If you are unable to work because of an illness or injury, we provide disability benefits to provide a continuing source of income while you are unable to be at work.

Learn more about disability benefits

For all types of leaves:

  1. The Larkin Company is a third-party administrator specializing in administrating employees leaves of absences for our U.S. and Canada employees. This includes medical, pregnancy, family care, parental, personal, and military.
  2. Employees are not to perform services during any leave of absence.
  3. Employees on leave should not be asked or allowed to work on any assignments during their leave time or check/respond to non-leave-related e-mails.
  4. Should an employee continue to work while on leave, Proofpoint reserves the right to temporarily terminate the employee’s computer and e-mail access for the duration of the leave. In the event such access is temporarily terminated, it will be restored upon the employee’s return from leave.

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