Leaves of Absence

You must initiate your request for leave with both your manager and the benefits team, in writing, at least 60 days before the start of your leave.

The written request must include:

• The date you request for unpaid leave to begin
• The date you propose to return
• The reason for the request

Once approved, contact Okta’s dedicated leave administrator to walk you through the process:

• Email: oktaleaves@thelarkincompany.com
• Call: 650-938-0933 x 239
• Monday-Friday 8 am-5 pm PST

Insurance coverage: You’ll maintain your health insurance coverage as long as you pay the employee contribution amount before the start of your leave. If your contributions are not paid, Okta can terminate your coverage.

Equity awards: All equity awards will continue to vest during your leave of absence.

Extended leave: For continuous unpaid leave longer than three months, refer to The Landing Policies page for all details.

Okta does not guarantee that your current, or similar, position will be available when you return from leave. However we can help you with an internal job search in anticipation of your return.  

Your employment will end without severance benefits if:

• Okta is unable to find a suitable position upon your return.
• Okta experiences a reduction in workforce and your job is eliminated.
• You accept a position with another company while on a leave of absence. (Voluntary Termination)
• You leave without approval from Okta.

Okta has partnered with The Larkin Company to provide expert guidance and support for employees going on a leave of absence. If you need to take medical leave for a qualifying non-work-related illness or injury, contact The Larkin Company. Okta’s dedicated leave administrator will walk you through the process.

You must submit a request for medical leave at least 30 days in advance, along with any required documentation. For unexpected leaves, you, or someone who represents you, must notify Okta as soon as possible, generally within one or two business days.

To apply for a medical leave, contact The Larkin Company:

• Email: oktaleaves@thelarkincompany.com
• Call: 650-938-0933 x 239, Monday-Friday 8 am-5 pm PST

Healthcare insurance: You’ll maintain the same healthcare insurance coverage while on medical leave. If payment is being received by Okta, your benefit premiums will be withheld from your paycheck. If at any point during your leave you’re unpaid by Okta, you must pay your contributions before the start unpaid leave. If benefits are not paid during your leave, Okta can cancel your coverage.

Equity awards: All equity awards continue to vest during an approved leave of absence.

Extended leave: For continuous unpaid leave longer than three months, refer to The Landing Policies page for all details.

Your access will be suspended after 35 days of inactivity. To reinstate your account, have your manager submit a ticket to IT through Lighthouse.

If you’re a manager and need to delegate your access:

• Concur: Email Business System Support at BS@okta.com team to be set up the temporary delegation.
• Workday: Email workday@okta.com team to set up temporary delegation to approve transactions and timecards.
• Coupa: Review the Coupa delegation instructions.

You’ll receive 18 weeks of your base salary while on parental leave (coordinated with paid family leave). Variable pay will be paid according to the Parental Leave Variable Pay Policy.

If state benefits are available while taking parental leave, benefits with the state will run concurrently with Okta’s parental leave benefit, such as California’s Paid Family Leave Benefit (bonding benefits in additional states, if available, run concurrently). When this happens, Okta will reduce your pay to coordinate benefits with the state – payment from Okta and the state will never exceed 100% of base compensation.

Employees working in San Francisco, view the San Francisco Paid Parental Leave Ordinance.

You’re responsible for applying for state benefits (disability and paid family leave).

State Disability Insurance (SDI): If you’re an employee who lives in California, Hawaii, New York, Rhode Island, or New Jersey, you’ll need to apply for SDI benefits through the state. You’re responsible for filing claim and other forms promptly and accurately with your state for any SDI benefits you may be eligible for. Eligibility for SDI benefits is determined by the state.

Paid Family Leave (PFL): Some states, such as California, also have paid family leave benefits. The Larkin Company will let you know about any additional state benefits. You’re responsible for filing the claim and other forms promptly and accurately with your state for any PFL benefits you may be eligible for. Eligibility for PFL benefits is determined by the state.
 

Parental leave may run concurrently with:

• Family and Medical Leave Act (FMLA)
• California Family Rights Act (CFRA)
• Pregnancy Disability Leave (PDL) (wage replacement)
• State Disability Insurance (SDI) (wage replacement)
• Paid Family Leave (PFL) (wage replacement)
• All local, state, and federal leave laws, when applicable

Contact The Larkin Company if you want to take your leave intermittently. Okta asks that parental leave be taken in week-long increments, when possible.

Okta has partnered with The Larkin Company to provide expert guidance and support for employees going on a leave of absence. If you need to take parental leave, contact The Larkin Company.

Before requesting leave, talk to your manager about your anticipated leave dates. Then contact the Larkin Company to submit a claim for your leave at least 30 days before your anticipated start date. Once approved, add the time off to your work calendar. Note: You do not need to enter time off in Workday. The Okta Benefits team will manage this. 

• Email: oktaleaves@thelarkincompany.com
• Call: 650-938-0933 x239, Monday to Friday 8 a.m. to 5 p.m. PST
   

Healthcare coverage: You maintain the same healthcare coverage while on parental leave. If payment is being received by Okta, your benefit premiums will be withheld from your paycheck. If at any point during your leave you’re unpaid by Okta, you’ll need to pay your contributions before the start of your unpaid leave. If benefits are not paid during your leave, Okta can cancel your coverage.

Equity awards: All equity awards continue to vest during your approved leave of absence.

Extended leave: For continuous leaves longer than six months, refer to The Landing Policies page for all details.

Access will be suspended after 35 days of inactivity. To reinstate your account, have your manager submit a ticket to IT through Lighthouse.

If you’re a manager and need to delegate your access:

• Concur: Email Business System Support at BS@okta.com team to be set up the temporary delegation.
• Workday: Email workday@okta.com team to set up a temporary delegation to approve transactions and timecards.
• Coupa: Review the Coupa delegation instructions.

• Family medical leave—Provides employees job protection when they need to take time off for family and medical situations, including their own serious health condition.
• Bereavement leave—Provides up to 5 days for immediate family members or the loss of pregnancy and up to 3 days for non-immediate family members.
• Jury service/witness leave—Provides up to 10 days of paid time off for jury duty or serving as a witness. Absences longer than 10 days are permitted but unpaid.
• Military family leave—Provides paid time off in the event your spouse deploys during a military conflict.
• Military service and training leave—Provides job and income protection for members of the uniformed services when called to duty or to satisfy reserve training.
• California Civil Air Patrol Leave—Provides paid time off for the California Wing of the Civil Air Patrol responding to an emergency operational mission.
• Volunteer emergency responder leave—Provides paid time off for volunteer fighters or emergency rescue personnel who respond to an emergency summons.
• Crime victim leave—Provides paid time off if you or your family member is a victim of serious crime.
• Victims of domestic violence, sexual assault, and stalking leave—Provides paid time off to obtain services and counseling or to take actions to increase safety related to domestic violence, sexual assault, or stalking.
• Bone marrow/organ donation leave—Provides paid time off for blood marrow or organ donation.
• Time off to vote—Provides paid time off to vote in a state or federal election.
• Rehabilitation leave—Provides accommodation for employees who voluntarily enter and participate in an alcohol and/or drug rehabilitation program.
• Time off for school visitation—Provides time off for school visits and events, including parent-teacher conferences, school plays, sports events, and other school events.