Leaves of Absence

There are many life issues that may require time out of the office for an extended period – pregnancy, baby bonding, taking care of a sick family member or tending to your own personal health are a few examples.

Depending on the reason for your time out of the office, your employment status and the length of time needed, you may be eligible for an unpaid leave of absence. Eligible employees can participate in a variety of family and medical leaves (also known as the Family and Medical Leave Act) and disability benefit plans (if eligible). 

You must contact the Fisher Investments Human Resources Department at Benefits Services, x5886 or at (650) 350-5886 at least 30 days in advance when feasible. Human Resources will advise you on your eligibility as well as any income replacement options. 

On this page are highlights of the types of leaves of absence that may be available to you as a Fisher Investments employee.  

Primary Caregiver Parental Leave

Fisher Investments is committed to providing you the benefits that matter most and have introduced an 8 week paid Primary Caregiver Parental Leave benefit effective September 1, 2018. This policy will allow primary caregivers to bond with their newborn, or newly adopted child while receiving full or partial payment of their normal pay for a designated period of time.

To read more on the official policy as well as policy FAQ’s, please click here.

To download and complete the Primary Caregiver Certification, please click here.

Please contact the Benefits Team at Benefits Services or x5886 with questions.


To apply for a leave:
Complete a request form (PDF) and contact Human Resources at least 30 days before the leave is to begin (if possible).

Family and Medical Leave Act (FMLA) Leave

FMLA leave is available under federal law and is unpaid. If you’re eligible for FMLA leave, you can be away from work for 12 weeks in a rolling 12-month period. The time away may be 12 consecutive weeks or taken incrementally, if you meet certain requirements. In addition, there are other state-authorized leaves, such as California Family Rights Act (CFRA), California Pregnancy Disability Leave (PDL), Washington Family Care Act (FCA), and Washington Family Leave Act (FLMA). In most cases, FMLA and state-authorized leaves run concurrently.

To be eligible, you must live in the U.S. and haved worked for Fisher Investments at least 1,250 hours in the 12 months before you request the leave. The leave must also be for one of the following reasons:

New Child

You have a baby or adopt a child. Or you must care for a baby, newly adopted child, or new foster child within 12 months after the child’s birth or placement.

Limitations: A leave taken for birth or baby bonding should be taken in two-week increments. A request for baby bonding leave of less than two weeks’ duration may be granted on any two occasions. The leave to care for a newborn or newly placed child must conclude within 12 months after the birth or placement of the child.

Your Own Medical Condition

You have a serious health condition that is causing you to be unable to perform your job. See the Employee Guide to FMLA (PDF), the Employee Manual (PDF) or your physician for the definition of “serious health condition.”

Family Member's Medical Condition

Your spouse, parent or child has a serious health condition, you’re the primary caregiver, and the condition requires you to be away from work.

Military Family Responsibilities

There may be certain things you must do because a family member is in the Armed Forces. Some examples may be: caring for an injured family member in the Armed Forces, arranging for alternate child care, getting legal help or attending military events.

For more information about FMLA rules and requirements, see the Employee Guide to FMLA (PDF) and Employee Rights and Responsibilities Under FMLA notice (PDF).

FMLA Leave When Both Spouses Are Fisher Employees

Spouses are entitled to a combined total of 12 work weeks of FMLA leave within the designated 12-month period when using leave for the same qualifying reason (i.e., birth of a child, baby bonding, to care for a child with a serious health condition, etc.). 

Each spouse may be entitled to additional FMLA leave when applying for a different qualifying reason (i.e., personal medical health, to care for a parent with a serious health condition, etc.). 

For example, if each spouse took 6 weeks of leave to bond with a newborn child, each could later use an additional 6 weeks due to his or her own serious health condition or to care for a parent with a serious health condition. 

Pregnancy Disability Leave / Baby Bonding

For pregnancy and childbirth, California and Washington law currently provide eligible employees time off for pregnancy disability leave (PDL and FLA). The first 12 weeks of PDL run concurrently with the employee’s federal FMLA entitlement.

After the pregnancy disability leave ends, you may be eligible for up to 12 additional weeks of time off work through California Family Rights Act (CFRA) (PDF)or Washington Family Leave Act (WFLA) (PDF) leave, commonly referred to as baby bonding. A baby bonding leave is available for male and female employees, and may be used as soon as the baby is born. The leave entitlement expires 1-year after the baby's birth.

Military Leave

If you are called to provide service in the U.S. Armed Forces, you should provide Human Resources with a copy of the orders promptly after receiving them. 

A member of Human Resources will contact you to discuss the length of the leave and options available.

Other Leaves

Fisher Investments may offer leaves for other situations, such as: crime victim assistance, jury duty, school visits, worker’s compensation and personal (non-family and non-medical) needs. Contact Human Resources for more information.

Income During Family and Medical Leaves

Unless you are on a pregnancy disability leave, CA bonding leave, primary caregiver parental leave, or a military leave, you must use 5 days of paid time off (PTO) when you take a leave. If you're on an approved personal leave, you must use all of your PTO balance.

You may be able to replace your income while you’re on a leave through one of the following programs or benefits.

Primary Caregiver Parental Leave
California State Disability Insurance
California Paid Family Leave
Short-Term and Long-Term Disability Insurance


You are expected to provide 30 days advance notice to your manager or to Human Resources when the need for a leave is foreseeable (i.e., anticipated birth of a child, pre-scheduled medical treatment). When advance notice is not possible, you should give as much advance notice as possible. You should not share any private health information with your manager or Group Vice President (GVP).

If advance notice is not provided when there was sufficient prior knowledge of the need for leave, the firm may deny leave until 30 days has elapsed. Such denial should be made only when operationally necessary. 

Return from FMLA Leave

Human Resources will generally check in with you 1–2 weeks prior to the expected return date. If plans change and you are unable to return to work as scheduled, you should contact Human Resources as soon as possible to discuss further options. 

If the leave was related to your health or a disability, a fitness-for-duty certificate or clearance note is required prior to your return.