Leaves of absence

With the Family and Medical Leave Act (FMLA), you can take unpaid, job-protected leave. Contact our leave administrator by emailing The Larkin Company or calling 650-938-0933. You can apply for:

• Bonding leave—Bond with your new baby or adopted or foster child; it must be taken within 12 months of the birth or placement of the child and can be taken in two-week increments.
• Serious health condition leave—Recuperate if you’re unable to work due to your own serious medical condition.
• Family care leave—Care for your spouse, domestic partner, child or parent with a serious health condition.
• Military emergency leave—Take time off if your spouse, child or parent deploys to a foreign country.
• Military caregiver leave—Care for a spouse, child, parent or next of kin (nearest blood relative) who is a covered service member or covered veteran who has a serious injury or illness.

You may be eligible for pay under company- and/or state-provided wage replacement programs (e.g., disability or paid family leave benefits) after five consecutive business days. Reach out to Splunk’s leave administrator to learn more.

For a look at how pay and job protection work under FMLA, review the applicable diagram: 

• Medical Leave for California Employees
• Family Care Leave for California Employees

Length of leave

Take up to 12 weeks within a 12-month period for bonding, a serious health condition, family care or military emergency leaves, and up to 26 weeks for military caregiver leave.

For complete details, refer to the employee handbook on the Pwny portal.

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If you are or will be off work for more than five business days due to your own medical condition or pregnancy, please email The Larkin Company, or call 650-938-0933 to report your leave of absence. Larkin will provide you further information and inform you of any paid disability benefits you may be eligible for as well. Your leave may run concurrent with FMLA.

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Adding to your family? Let us temporarily subtract one item from your priority list: work. If you grow your family through birth, adoption or legal guardianship, you’re eligible to take up to 20 weeks of 100%-paid leave to bond with your new child (within the first 12 months from date of birth/adoption/foster placement). Your pay is base salary and coordinated with other paid disability and/or state-paid family leave programs. Your health benefits will continue, and your equity will continue to vest for the duration of your leave. Email The Larkin Company, or call 650-938-0933 to learn more or to request parental leave.

For a look at how pay and job protection work for parental leave, review the applicable diagram: 

• Parental Leave for California Employees
• Parental Leave for Employees Not in California

Maternity leave is a combination of a pregnancy/medical disability leave and bonding time with your new baby/child. Splunk’s parental leave provides up to 20 weeks of 100% base salary (coordinated with other paid disability and/or state-paid family leave programs) as of the baby’s birth/adoption/foster placement date.

For a look at how pay and job protection work for pregnancy-related parental leave, review the applicable diagram:  

• Pregnancy Disability and Parental Leave for California Employees
• Pregnancy Disability and Parental Leave for Employees Not in California

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Splunkers who serve in the military are eligible for unpaid military leave under the Uniformed Services Employment and Reemployment Rights Act (USERRA).

Your leave cannot exceed five years during employment, except in special circumstances.

Paid Military Leave

In addition to rights provided by the Uniformed Services Employment and Reemployment Rights Act (USERRA) or any applicable state or local law, Splunk provides paid military leave, per the policy, based on the length of leave indicated in your military orders, as follows:

• Weeks 1–4*: 100% base pay for up to 4 weeks (20 business days)
• Weeks 5–26*: Supplemental top-up pay up to 100% of base pay

Email The Larkin Company, or call 650-938-0933 to request your military leave.

*Based on a 12-month cycle forward from first use.

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If you need to take time away from work for personal reasons and have no other paid time off or protected leave available, you can request an unpaid personal leave of absence for up to three months.

A personal leave is at the discretion of your manager and Human Resources. The business needs, your performance, the reason for the leave and other relevant factors will be taken into consideration. A personal leave of absence request will only be granted if your need for a leave is not covered by Splunk’s other time-off policies or other leaves available under applicable laws (i.e., you’ll need to exhaust all your accrued PTO).

You’ll need to exhaust all your accrued PTO as a provision of this leave request.

Splunk cannot guarantee that your current job or a similar job will be available when you return from leave. Splunk retains the right to fill, alter or eliminate a position if required for business needs. Your anticipated return to work must be verified with Splunk before you report back to work. Any employee who fails to report for work at the end of an approved personal leave may be deemed to have voluntarily resigned their employment.

If no job is available at the time of your return, your employment with Splunk will be voluntarily terminated. Group health insurance coverage ends at the end of the month in which your personal leave commences. You may be eligible to continue coverage for medical, dental, vision, the Health Care FSA and Modern Health through COBRA. If eligible, COBRA materials will be sent to your address of record, generally within three weeks from your last day of coverage. 

Notify your manager, and contact The Larkin Company, our leave administrator, to request a personal leave. Your personal leave needs to be approved before your first day off from work (including any PTO days taken). Accrued PTO must be exhausted consecutively with or as part of the initial requested dates off from work. Your personal leave start date may adjust based upon exhaustion of all your accrued PTO.

Accepting other employment, working in another job or, where applicable, filing for unemployment insurance benefits while on leave will be treated as your voluntary resignation from employment, unless you and Splunk have agreed otherwise, in writing.

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Working in California? You have additional leave options, including paid family leave insurance, pregnancy disability leave, California Family Rights Act, organ or bone marrow donor leave, domestic crime victims leave and civil service air patrol leave. Find out more! Go to the California Appendix of the employee handbook for details.

If you’re employed in the state of New York, you’re also eligible for the New York State Paid Family Leave Act. Refer to the New York Appendix of the employee handbook for more information.

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At Splunk, we value a diverse and inclusive workplace and are committed to creating a workplace where all employees belong, and to providing access, equal opportunity and reasonable accommodation for individuals with disabilities, in accordance with applicable laws.

Splunk complies with the Americans with Disabilities Act (ADA) and applicable state laws regarding disabilities. If you’re requesting an accommodation to perform the essential functions of your job, contact Splunk’s third-party administrator, The Larkin Company, who will assist with the accommodation-request process. Email The Larkin Company, or call 866-923-3336 or 650-938-0933. You should also notify your manager.

In most instances, you’ll need to provide documentation from a health care professional confirming the need for reasonable accommodations and identifying the type(s) of reasonable accommodation(s) to be considered. Splunk will engage in a good faith interactive process with you to determine what, if any, reasonable accommodations can be made without undue hardship to the company and/or without causing a direct threat to the health and safety of others.

Learn more about accommodations for disabilities and ergonomic assessments and equipment.

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If you need to be off work for more than five business days to tend to your own medical condition or pregnancy, care for an ill family member, take a military or personal leave, or bond with a new child, you will need to request a leave of absence. Contact Splunk’s leave administrator by emailing The Larkin Company or or calling 650-938-0933 as soon as possible to determine your eligibility for state, federal and/or other statutory leave (such as the federal Family and Medical Leave Act). You may need to provide documentation when requesting your leave.

Notify your manager of your need for a leave of absence and anticipated duration, so they can plan for business coverage. Also, please keep your manager informed of any changes to your expected return-to-work date.

The Larkin Company will tell you whether your leave request is approved and what the terms are. Accepting other employment, working in another job or filing for unemployment insurance benefits while on leave will be taken as your resignation.

When you request a leave of absence, you may be eligible to receive a wage-replacement benefit (pay) through state- or company-sponsored programs, including disability insurance (SDI), voluntary disability insurance (VDI), short-term disability, long-term disability, paid parental leave and/or military pay. You may be eligible to use sick time and/or accrued PTO to supplement any period not eligible for pay (such as the programs listed above). Contact The Larkin Company or SPOT to learn more.

For more information about taking a leave of absence, email The Larkin Company (SplunkLeaves@TheLarkinCompany.com) or call 650-938-0933.

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If your leave of absence is due to your own health condition, you’ll need to provide a work release (fit for duty) from your medical provider before returning and resuming any work for Splunk. Email The Larkin Company with your work release.

If you’re returning from leave, you must contact The Larkin Company to confirm your return to work. You need to keep your manager informed of your expected return-to-work date (preferably at least a week before your return date).

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