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.

Full-time employees are entitled to six sick days per year, depending on location.

Holidays

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

Proofpoint Official 2021 Holiday Calendar

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 Medical Leave

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.

Leaves are unpaid unless the employee has available sick time. During unpaid leave, employees will not receive holiday pay.

Employees may use their sick time to care for another person to receive time off with pay. Employees on leave for their own serious health condition must take sick time to receive paid leave. After all sick time is taken, leave will be unpaid. Where applicable, sick time may be coordinated with state disability and/or other disability benefits.

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 a 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

Moms and dads with a newborn, newly adopted or foster child are eligible for a Parental Leave benefit of up to Family Care Leave – can be taken connected to the birth of an employee’s child or the placement of an adopted child within an employee’s home and can be granted for a maximum of twelve (12) weeks in a twelve-month period.

  • Leaves are unpaid unless an employee has available sick time
  • When sick time has been exhausted leave will be unpaid
  • Sick time may be coordinated with state disability and other disability benefits
  • 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 granted 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 required to use sick pay in order to receive leave with pay. Sick hours may be coordinated with applicable state wage replacement benefits. Upon exhaustion of sick benefits, leave is unpaid. 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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