Parental Leave

If you’re a new parent, or recently welcomed a child into your home within the last year, you may be eligible for parental leave. Okta’s program coordinates with federal and state leave laws to provide you income replacement while you’re away. You can take your leave all at once or intermittently (in at least week-long increments), within 12 months of your child’s birth or placement. 

Parental leave is a gender-neutral policy and applies to all employees, regardless of gender or caregiver status.

View Okta’s Parental Leave policy.

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All regular full-time employees are eligible for parental leave. You must use your leave within 12 months after the birth or placement of your child.

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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.

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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

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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.

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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 within 30 days of 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
   

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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 Employee Handbook, page 19, Benefits Continuation During Leaves of Absence policy.

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Okta wants to celebrate and support expecting families during pregnancy, after your baby comes into the world, and as you return to work after bonding with your new baby. Make sure to register for a Bump Box.

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Access will be suspended after 35 days of inactivity. To reinstate your account, contact ITSON for assistance. 

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.

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When you return to work after leave, Okta will reinstate you to the same or comparable position (in accordance with applicable law). 

Employees who take concurrent protected leave have no greater right to reinstatement or to other benefits and conditions of employment than those who had been continuously employed during the leave period. If your position is eliminated as part of a workforce reduction, your employment may be terminated on the scheduled workforce reduction date even if all available protected leave time has not been exhausted.
 

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