Paid Time Off (PTO)

Flexible PTO does not apply to absences covered under other Okta policies, such as:

• Sick time
• Parental leave
• Medical leave
• Unpaid personal leave
• Statutory leaves of absence 
• Military leave 
• All other leaves defined by any applicable state or federal laws. 

These and other types of leave are described in their respective policies on Okta’s intranet.

Eligibility: All employees in the US.

Entitlement: 80 hours annually, prorated by FTE%,

Accrual rules: Time is granted on January 1 or your date of hire.

Carryover rules: All unused time is forfeited at the end of the calendar year.

How to request sick time: Submit requests through Workday for manager approval.

Additional information: Time may be used for preventive care or treatment of a health condition for yourself or a family member, victim(s) of domestic violence, and any other reason required under federal, state, or local sick leave laws. A qualifying family member includes: child, parent, spouse or domestic partner, grandparent, grandchild, or sibling. Absences greater than 5 business days in duration must be reported to OktaLeaves@thelarkincompany.com.

View Okta’s full sick time policy. 
 

Other time off includes volunteer time off, to give back to your community, as well as Wellbeing Weeks, to recharge and focus on yourself, and leaves of absence, to rest and recover from any illnesses or injuries.

1. Discuss the dates with your manager.
2. Submit your request in Workday.
3. Once approved by a manager in Workday, add the time off to your work calendar.

You must request paid time off in advance.

• You are expected to consider your professional obligations and responsibilities to Okta and talk to your manager before requesting time off.
• Your manager does not have to approve your time off request if it doesn't comply with this request process. 
• An unexcused absence may result in unpaid time off and/or potential disciplinary action.
• After three days of absence without approval or communication, Okta may determine that you’ve resigned from your position. 

NOTE: Your manager will approve reasonable PTO requests based on your productivity and efficiency, the progress you have made toward your goals, the status of your projects, and fairness to your coworkers.

Okta reserves the right to deny flexible PTO requests at its sole discretion.

Because time off under the flexible PTO policy is not earned and does not accrue, time off is not paid upon the end of your employment with Okta.

2 weeks out:

• Send a calendar invite free event to your manager and key counterparts titled with your “[First Name] PTO” for any days you will be out. Pro-tip: Be sure to mark the event as “free” vs. “busy” or else you risk blocking out others’ calendars.
• Block out your calendar as “away” during the days you are out. 

1 week out:

• Depending on the length of your vacation, send a note to your key stakeholders to let them know the duration of your PTO and who they can go to in your absence.
• Consider adding a PTO alert to your email signature to give teammates a heads up on your schedule. 

3-4 days out:

• Share your needs for coverage with your colleagues and/or manager. Walkthrough the documentation to answer questions.
• Notify anyone who has a meeting on your calendar that you will not be available so they can move the meeting if needed.
• Notify anyone outside of your team that you work with on who your coverage is for any questions.

1 day out:

• Turn on an out of office automatic reply in your email account. Include details on who people can reach out to when you are away.
• Set your Slack status to vacation/PTO.