Who it’s for: You can take a medical leave if you need to take time off for longer than five business days due to your own serious health condition, including pregnancy and postpartum recovery. You must be a regular full-time or part-time employee who meets the eligibility requirements for short-term disability (STD) benefits. You’ll need to provide medical documentation of your need for leave.

How much time you can take: Up to 12 months, based on your doctor’s documentation of your disability.

Pay and benefits: For the first week—before STD benefits begin—you can use sick time (if exempt) or PTO (if non-exempt). You’ll receive payments equal to 100% of your eligible pay (TTC for commissioned employees) during weeks two through 10 of your disability and then 66⅔% of your eligible pay (or TTC) during week 11 through the 120th day. Your contributions for medical, dental, and vision coverage, supplemental life and AD&D, and legal insurance must be paid directly to the Adobe Benefit Support Team during your leave (if more than 30 consecutive days). For more information, see Rewards Impact During a Leave of Absence [PDF].

Where to learn more: To get a personalized timeline, financial plan and to-do checklist for your leave, visit the Veer digital experience. Watch the medical and disability leave video, review the FAQ for California [PDF] or outside of California [PDF], and read the policy [PDF].

Who it’s for: You can take a family care leave if you need time off to care for an immediate family member due to his or her serious health condition. You must be a regular full-time employee, and you’ll need to provide medical certification of your need for leave.

How much time you can take: Up to 12 weeks within a 12-month period, taken continuously or intermittently. The amount of time that is eligible for income-replacement payments varies by state.

Pay and benefits: You’ll receive payments equal to 100% of your salary (TTC for commissioned employees) for up to five weeks (25 weekdays), reduced by the amount of any state-paid benefits you receive. After the five-week paid family care leave benefits end, you’ll be granted unpaid leave under Adobe’s FMLA policy or partially paid leave under your state’s family care leave laws (if applicable). Your contributions for medical, dental, and vision coverage, supplemental life and AD&D, and legal insurance must be paid directly to the Adobe Benefit Support Team during your leave (if more than 30 consecutive days). For more information, see Rewards Impact During a Leave of Absence [PDF].

Where to learn more: To get a personalized timeline, financial plan and to-do checklist for your leave, visit the Veer digital experience. Review the FAQ [PDF] and policy [PDF].

Who it’s for: If you’ve recently become a new parent, you can take time off after your child’s birth, adoption or foster care placement. You must be a regular full-time employee, and you’ll need to provide proof of your child’s birth or placement.

How much time you can take: 

• If you’re not eligible for Family and Medical Leave Act (FMLA) leave, or you’ve exhausted your FMLA allotment as of the birth or placement of your child, you can take up to four weeks of non-FMLA-qualifying paid parental leave within one year of the birth or placement of your child. If you are eligible for state paid family leave (PFL), it will run concurrently with Adobe’s leave policy and may add some additional weeks (ranging from 2 weeks to 12 weeks) at the state PFL rate of pay. The exact additional weeks and rate of pay vary by state.
• If you are FMLA-eligible, you can take up to 16 weeks of FMLA-qualifying paid parental leave, taken within 6 months of the birth or placement of your baby. This is separate from any physician-certified medical leave resulting from pregnancy or childbirth-related disabilities.
• If you’re eligible for the maximum medical leave and parental leave benefits, you can take up to a combined total of 26 weeks of fully paid leave during and after pregnancy.

Pay and benefits: 

• If you’re taking non-FMLA-qualifying paid parental leave, you’ll receive payments equal to 100% of your salary (TTC for commissioned employees) for up to four weeks. If you are eligible for a state paid family leave (PFL), it will run concurrently with Adobe’s leave policy and may add some additional weeks (ranging from 2 weeks to 12 weeks) at the state PFL rate of pay. The exact additional weeks and rate of pay vary by state.
• If you’re taking FMLA-qualifying paid parental leave, you’ll receive 100% of your salary (or TTC) for up to 16 weeks.
• Your contributions for medical, dental, and vision coverage, supplemental life and AD&D, and legal insurance must be paid directly to the Adobe Benefit Support Team during your leave (if more than 30 consecutive days). Please view Rewards Impact During a Leave of Absence [PDF].

Where to learn more: To get a personalized timeline, financial plan and to-do checklist for your leave, visit the Veer digital experience. Watch the parental leave video, and review the FAQ [PDF] and policy [PDF].

Cover your new child

Be sure to update your benefits within 31 days of the birth or placement of your child.

Learn how

Who it’s for: You can take time off to donate an organ or bone marrow.

How much time you can take: Up to 30 days during a 12-month period to donate an organ; up to five days during a 12-month period to donate bone marrow.

Pay and benefits: 

• For organ donation: Nonexempt employees must take the first five days as PTO; exempt employees must take the first five days as sick time. The remainder of the leave is paid by Adobe payroll.
• For bone marrow donation: Your leave will be counted against your PTO (nonexempt) or sick time (exempt). Your benefits continue throughout your organ or bone marrow donation leave.

Where to learn more: To get a personalized timeline, financial plan and to-do checklist for your leave, visit the Veer digital experience. Review the FAQ [PDF] for more information.

Who it’s for: You can take a military leave if you’re called for active duty or reserve training for any branch of the U.S. Armed Forces, in accordance with the Uniformed Services Employment  and Reemployment Rights Act (USERRA) and any applicable state laws.

How much time you can take: Up to five years, in accordance with USERRA. 

Pay and benefits: During the first six months of your military leave, you’re paid at 100% of your salary, reduced by the amount of your military pay. After the first six months, the leave is unpaid. Your benefits continue for up to 12 months. Your contributions for medical, dental, and vision coverage, supplemental life and AD&D, and legal insurance must be paid directly to the Adobe Benefit Support Team during the unpaid portion of your leave (6-12 months). After 12 months, you will be offered continuation of coverage through COBRA [PDF]. For more information, see Rewards Impact During a Leave of Absence [PDF].

Where to learn more: To get a personalized timeline, financial plan and to-do checklist for your leave, visit the Veer digital experience. Review the FAQ [PDF] and policy [PDF].

Who it’s for: You can take a military family leave if you are a regular full-time employee and need time off to address exigencies that arise when an immediate family member is on active duty or has been notified of an impending call to active duty in a foreign country, or to care for an immediate family member or next of kin who sustained or aggravated a serious injury or illness in the line of duty.

How much time you can take: Up to 12 weeks within a 12-month period, taken continuously or intermittently. The amount of time that is eligible for income-replacement payments varies by state.

Pay and benefits: You’ll receive payments equal to 100% of your salary (TTC for commissioned employees) for up to five weeks (25 weekdays), reduced by the amount of any state leave benefits you may receive. After the five-week paid family care leave benefits end, you’ll be granted unpaid leave under Adobe’s FMLA policy or your state’s family care leave laws. Your contributions for medical, dental, and vision coverage, supplemental life and AD&D, and legal insurance must be paid directly to the Adobe Benefit Support Team during your leave (if more than 30 consecutive days). For more information, see Rewards Impact During a Leave of Absence [PDF].

Where to learn more: To get a personalized timeline, financial plan and to-do checklist for your leave, visit the Veer digital experience. Review the FAQ [PDF] and policy [PDF]. Get more details about covered individuals and exigencies in the Family and Medical Leave Act (FMLA) [PDF].

Who it’s for: If you want to take time away from Adobe for personal reasons, you can request an unpaid personal leave if you’ve worked at Adobe for more than 12 months, you’re in good standing with the company, and business conditions can accommodate your request. You also must have exhausted your accrued paid time off balance and have no other time off plan available to you.

How much time you can take: You can request from one to six months of unpaid leave. Approval of your leave and the amount of time granted is subject to manager discretion and the needs of the business.

Pay and benefits: Personal leave is unpaid. Health care, life, AD&D, short-term disability and long-term disability coverage continue until the last day of the month following the first 30 days of your leave. At that time, you’ll have the option to continue through COBRA [PDF]. Your Health Savings Account and Flexible Spending Account contributions will cease once you’re no longer receiving an Adobe paycheck. For more information, see Rewards Impact During a Leave of Absence [PDF].

Where to learn more: To get a personalized timeline, financial plan and to-do checklist for your leave, visit the Veer digital experience. For more information, review the FAQ [PDF] and policy [PDF].