Taking time away from work—whether for business, pleasure, health or family needs, or some other occasion—requires careful planning. Just as there are all different types of life situations, there are different leave options.
Family leave includes: maternity, partner, and unpaid parental leave.
Here are the steps you should take to prepare for a family leave:
- Please share the news of your expanding family with your manager and submit a case to the Employee Resource Centre (ERC), so that they can support you through this time in your life. Keep your manager updated on your doctor or court visits so that work can be allocated accordingly.
- Each family leave has specific steps that must be followed to ensure both Company and statutory elements are covered. For more information, review the UK Family Leave Policy [PDF] and UK Family Leave ‘At a glance’ chart [PDF].
- Plan the dates of your leave and estimate your return by using the Family Leave Calculator for England and Wales (XLSX) or Family Leave Calculator for Scotland (XLSX). When you’re ready to apply, please follow the UK Family Leave Employee Checklist [PDF].
- Ensure your leave is recorded correctly in Workday before you go on leave. If changes are made while you are on leave, inform your manager and the ERC, and ensure that the changes are recorded correctly in Workday when you return to work.
- If you are incorrectly listed as on leave in Workday, follow these step-by-step instructions to correct your status.
Adobe offers up to 26 weeks of maternity or adoption leave, which will be paid at 100% of your base salary (or 100% of Total Target Compensation for commissioned employees). Employees must meet the following criteria to be eligible to Adobe enhanced maternity leave:
- You have been continuously employed by Adobe for at least 26 weeks at the end of the qualifying week, and you are still employed during that week.
- You are still pregnant 11 weeks before the start of the expected week of childbirth (or have already given birth); you provide a MAT B1 form stating your expected week of childbirth.
- You give Adobe proper notification of your pregnancy in accordance with the rules set out above.
Adobe offers up to 16 weeks of partner leave, which will be paid at 100% of your base salary (or 100% of Total Target Compensation for commissioned employees). Employees will be eligible for Adobe partner leave if:
- You are the father of the child or are married to the partner, or the civil partner of the child’s mother or the child’s primary adopter.
- You have worked for Adobe continuously for at least 26 weeks by the end of the 15th week before the expected week of childbirth (known as the ‘qualifying week’).
- You are employed by Adobe up to the date the child is born (or placed with the adopter).
- You have or expect to have responsibility for the child’s upbringing.
Submit your request for partner leave in Workday (see instructions).
Family leave of absence FAQs
What happens to my benefits while I’m on family leave (maternity, partner and unpaid parental leave)?
Your benefits may be affected during family leave. Note that you may also opt out of or in to the medical and dental plan and/or add any previously eligible but uncovered dependants. For more information please refer to EMEA Rewards impact during a leave of absence [PDF].
What happens if one of my child(ren) passes away?
If your child is under the age of 18, you can take up to four weeks of leave paid at base salary in line with our bereavement benefit. The Adobe global bereavement benefit is inclusive of UK statutory two weeks leave and pay. If the child dies during birth, during maternity or paternity leave, or after 24 weeks of pregnancy, the parent is entitled to the full primary or non-primary carer leave and pay.
How are my commissions calculated, if I am a commissionable employee, during paid parental leave (i.e., maternity, paternity, and adoption leave)?
While on approved parental leaves of more than 30 consecutive days, you will be eligible for up to 100% of your TTC (Total Target Compensation) to the extent provided by the applicable Family Leave Policy. For full details on sales commission, please refer to the Sales Compensation Plan terms and conditions and the Sales LOA FAQ at WWFO Sales Compensation and Territory Site.
How is my AIP calculated, if I am a non-sales employee, during parental leave?
For non-sales employees, the AIP bonus is unaffected for 182 days under Adobe’s current practice. The AIP bonus will be prorated from 183 days onward. Please review the AIP policy for details. You must be on Inside Adobe to review the policy.
Unpaid parental leave
Take up to 18 weeks of unpaid time to care for your child(ren), up to their 18th birthday. If both parents work for Adobe, each parent can take up to four weeks of leave per child per year (unless Adobe agrees otherwise). You must take parental leave in week-long increments (e.g., one week or two weeks), rather than individual days—unless your manager agrees otherwise.
You’re eligible if:
- You’ve been with Adobe for more than a year.
- You’re named on the child’s birth or adoption certificate.
- You have or expect to have parental responsibility.
- You’re not self-employed or a ‘worker’, such as an agency worker or contractor.
- You’re not a foster parent (unless you’ve secured parental responsibility through the courts).
- Your child is under 18 years old.
Submit your request for unpaid parental leave in Workday (see instructions). Your manager will receive a notification that you have entered parental leave in Workday but will not be requested to approve, so be sure to get their approval prior to entering in Workday.
NOTE: You will need to request return from leave of absence in Workday once you are ready to return (see instructions). This action is needed to ensure that you are paid correctly.
Special reasons leave
Adobe offers additional paid time off for the following life events. Be sure to get your manager’s approval for the leave prior to entering your request in Workday.
- Marriage leave: Five paid days immediately before or after your own wedding or the wedding of your child. Adobe does not require a marriage certificate but reserves the right to solicit back documentation for audit purposes if needed.
- Study exam leave: Five paid days per calendar year to prepare for exams for any course approved under the Learning Fund Program or other job-related course, with manager approval.
Adobe will pay your full base salary during jury service leave, provided it doesn’t go on for more than two weeks. If jury service leave extends for more than two weeks, Adobe may need to review the situation and your pay. In the event your leave is not paid, you would be able to claim for loss of earnings.
- Ensure your manager is aware that you have been called for jury service and the date your service will start, and keep them updated on your expected return-to-work date.
- Email a copy of the certificate of attendance to your manager and the Employee Resource Centre. It is the employee’s responsibility to enter the dates of jury service into Workday (see instructions).
- Employees and managers should discuss and agree on any requests for special leave, trying to be as flexible as possible while continuing to meet business needs.
Paid day in lieu
You can take a paid day in lieu of travelling for business on a non-working day or weekend. You must take the day in lieu within one month of your business trip. Talk to your manager prior to your business trip about taking the paid day in lieu to ensure they approve the trip, including the non-working day, and the paid day in lieu.
Unpaid personal leave
If you want to take time away from Adobe for personal reasons, you may request an unpaid personal leave. The time away must be discussed with and approved by your manager and Employee Experience. If your request for personal leave is granted, you can take from one to three months of unpaid leave (up to 6 months with manager approval).
You’re eligible for this leave if you’ve worked at Adobe for more than 12 months, you’re in good standing with the company, business conditions can accommodate your request, you have exhausted your accrued paid time off balance, and there is no other time off plan you can leverage.