Adding Tilt TPA Information.md

### How to Initiate Your Leave

1. **Share when comfortable**: You can share your news with your manager whenever you feel ready, but we recommend communicating 2-3 months before your leave starts for workload planning.

1. **30-45 days prior to leave**: *remember to review your [location's reporting requirements](/handbook/total-rewards/benefits/general-and-entity-benefits/#entity-specific-benefits)!* Enter your Parental Leave into Workday by selecting the "GitLab Parental Leave" option under the Leaves dropdown menu.

1. **30-45 days prior to leave**: *remember to review your [location's reporting requirements](/handbook/total-rewards/benefits/general-and-entity-benefits/#entity-specific-benefits)!* 

**USA and Canada:** Please submit your Parental Leave request to Tilt (accessed through Okta).

**All other Locations:** Enter your Parental Leave into Workday by selecting the "GitLab Parental Leave" option under the Leaves dropdown menu.

- This request will route to the Absence Management team who will gather information and next steps relevant to your location. You can expect to receive an email within 48 hours of your submission (please keep in mind that this may vary depending on your timezone).

- **We understand that babies arrive on their own schedule!** If you need to change your leave dates, please contact the Absence Management team to make those edits, as team members cannot edit dates themselves once the request has been approved in Workday.

Sick absences that are 6 days or longer are considered a **leave of absence**.

**USA:** Please submit your Leave request to Tilt (accessed through Okta).

**All other Locations:** Follow the instructions below.

1. Notify the Absence Management Team by submitting a HelpLab ticket. This allows us to share more about the GitLab Sick Time Policy, review [statutory benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/#entity-specific-benefits) you may be eligible for, and walk you through any other next steps.

1. Enter the time away in Workday by selecting the label "Out Sick".

   - *Note*: the Absence Management team may need to edit your entries or replace the entry with a Leave Type on your behalf.

Caregiver sick absences that are 6 days or longer are considered a **leave of absence**.

**USA:** Please submit your Leave request to Tilt (accessed through Okta).

**All other Locations:** Follow the instructions below.

1. Notify the Absence Management Team by submitting a HelpLab ticket. This allows us to share more about the GitLab Caregiver Sick Time Policy, review statutory benefits you may be eligible for, and walk you through any other next steps.

1. Enter the time away in Workday by selecting the label "Caregiver Sick Time"

   - *Note*: the Absence Management team may need to edit your entries or replace the entry with a Leave Type on your behalf

This page is designed to educate our team members about the different US-specific leave types available, how a team member can expect to be paid, and if their job is protected. These leave programs are coordinated and run concurrently with the [Family Medical Leave Act](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fmlaen.pdf) or (FMLA), and other State leave programs team members are eligible for.

Taking time away can be confusing, so your Absence Managment team is here and available to help before, during, or after your leave. If you have any questions related to your time away after reviewing this page, please submit a ticket in HelpLab to discuss or request a 1:1 with the Absence Management team.

## How to Request Leave (Effective 2026-02-02)

All US leave requests are administered through Tilt, our Third Party Administrator. Tilt provides comprehensive leave management support, streamlining processes, answering questions, and facilitating communication throughout your leave journey.

**To request leave or get support:**

- Access Tilt through your Okta account

- Contact Tilt at help@Tilt.io or through the platform's messaging feature

- Explore resources, practical checklists, and step-by-step guides available 24/7 on the Tilt platform

Taking time away can be confusing, so Tilt's leave specialists are here and available to help before, during, or after your leave. If you have any questions related to your time away after reviewing this page, please contact Tilt directly.

---

## Which leave is right for me?

Below are the GitLab and US-specific leave policies available to US team members, as well as common examples of how each leave may be used. This list may not be all inclusive, so if you have questions regarding which leave may be right for you please submit a ticket to the Absence Management team in HelpLab.

Below are the GitLab and US-specific leave policies available to US team members, as well as common examples of how each leave may be used. This list may not be all inclusive, so if you have questions regarding which leave may be right for you please contact Tilt.

| Leave Program | Description | Eligibility |

|:---:|:---:|:---:|

| Leave Program | Pay Calculations |

|:---:|:---:|

| Parental Leave | 100% paid by GitLab (minus any State Disability and/or Paid Family Leave benefits) |

| [Family Medical Leave Act<br>(FMLA - Own Condition)](#payroll-processing-during-fmla) | 66.67% (STD) + 33.3% paid by GitLab per week<br>After 12 weeks:  <br>     66.67% (LTD) per month |

| [Family Medical Leave Act<br>(FMLA - Own Condition)](#payroll-processing-during-fmla) | 66.67% (STD) + 33.3% paid by GitLab per week<br>After 26 weeks:  <br>     66.67% (LTD) per month |

| [Family Medical Leave Act<br>(FMLA - Care for a Family Member)](#the-family-medical-leave-act-fmla) | 100% for up to 25 working days |

| California Family Rights Act<br>(CFRA) | First 8 weeks:  60% (SDI/PFL) + 6.66% (STD) + 33.3% paid by GitLab<br>8-12 weeks:  60% (SDI - if applicable) + 6.66% (STD) + 33.3% paid by GitLab<br>After 12 weeks:  66.67% LTD paid by Cigna monthly (if eligible) |

| California Family Rights Act<br>(CFRA) | First 8 weeks:  60% (SDI/PFL) + 6.66% (STD) + 33.3% paid by GitLab<br>8-12 weeks:  60% (SDI - if applicable) + 6.66% (STD) + 33.3% paid by GitLab<br>After 26 weeks:  66.67% LTD paid by Cigna monthly (if eligible) |

| [Military Leave (USERRA)](#us-military-leave) | First 25 days:  paid 100% by GitLab<br>After 25 days:  Unpaid |

*If leave is taken continuously

If you live in a state where disability or paid family leave benefits are available, GitLab will offset your pay minus these benefits. Please refer to GitLab's [Parental Leave](/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave) policy for more information.

## What Happens Next?

Team members can use this [checklist](https://docs.google.com/document/d/1NCf6NcDkSn5TlBcPLnP0eyjxIWOQ5lVfRVR_cvdZ9zI/edit?usp=sharing) as a reference for what steps to complete before, during, and after you return from leave. For questions specific to your leave or pay, please contact the Absence Management team in HelpLab. *This checklist is currently in its first iteration. Please continue to check back for updates.*

### State-Specific Leaves

Each US state varies when it comes to types of leave employers are required to allow employees to take. Employees of GitLab Inc. are eligible for our paid time off policy and our Sick Time policy; which will run concurrently with any State or FMLA leave entitlement. Please refer to the [Sick Time Procedures - USA](/handbook/people-group/time-off-and-absence/time-off-types/) or [Paid Time Off](/handbook/people-group/time-off-and-absence/time-off-types/) policy for more information.

Each US state varies when it comes to types of leave employers are required to allow employees to take. Employees of GitLab Inc. are eligible our [leave and time-off policies](/handbook/people-group/time-off-and-absence/); which will run concurrently with any applicable State or FMLA leave entitlement.

### The Family Medical Leave Act (FMLA)

#### How to Apply

Any medical related absence (for yourself or a family member) requiring you to be away from work for at least 3 but no more than 5 days (either continuously or non-continuous but related to the same condition) must be reported either in Workday or to the Absence Management Team in HelpLab. You will be contacted within 24-48 business hours (whenever possible) and provided with information regarding your request.  If approved, please adjust your Slack status noting you are OOO.

Any medical related absence (for yourself or a family member) requiring you to be away from work for more than 5 days (either continuously or non-continuous but related to the same condition) must be reported to Tilt. You will be contacted within 24-48 business hours (whenever possible) and provided with information regarding your request.  If approved, please adjust your Slack status noting you are OOO.

#### Payroll Processing During FMLA

The Absence Management team will review the team members eligibility for Short-Term Disability benefits, State pay benefits, and/or GitLab's Sick Time policy, and will communicate how the team member can expect to receive their pay while on leave.

Tilt will review the team members eligibility for Short-Term Disability benefits, State pay benefits, and/or GitLab's Sick Time policy, and will communicate how the team member can expect to receive their pay while on leave.

### California Family Rights Act (CFRA)

GitLab will grant time off to eligible team members in accordance with the requirements of the California Family Rights Act ("CFRA") and the federal Family and Medical Leave Act (Fed-FMLA). Where both the CFRA and Fed-FMLA apply, the leave provided by each will count against the team member's entitlement under both laws and must be taken concurrently. A team member who is eligible for leave under only one of these laws will receive benefits in accordance with that law only. In any case, team members will be eligible for the most generous benefits available under applicable law.

The following policy addresses team member rights under the CFRA only. Team members should refer to [GitLab's Team Member Handbook](#the-family-medical-leave-act-fmla) for additional detail regarding the Fed-FMLA. All questions concerning this policy should be directed to the Absence Management team in HelpLab.

The following policy addresses team member rights under the CFRA only. Team members should refer to [GitLab's Team Member Handbook](#the-family-medical-leave-act-fmla) for additional detail regarding the Fed-FMLA. All questions concerning this policy should be directed to Tilt.

**Team Member Eligibility**

Leave due to military exigencies may also be taken on an intermittent or reduced leave schedule basis.

Leave taken intermittently may be taken in increments of no less than one hour. Team members who take leave intermittently or on a reduced work schedule basis for planned medical treatment must make a reasonable effort to schedule the leave so as not to unduly disrupt the Company's operations. Please contact the Absence Management team in HelpLab prior to scheduling medical treatment. If CFRA Leave is taken intermittently or on a reduced schedule basis due to planned medical treatment, the Company may require team members to transfer temporarily to an available alternative position with an equivalent pay rate and benefits, including a part-time position, to better accommodate recurring periods of leave.

Leave taken intermittently may be taken in increments of no less than one hour. Team members who take leave intermittently or on a reduced work schedule basis for planned medical treatment must make a reasonable effort to schedule the leave so as not to unduly disrupt the Company's operations. If CFRA Leave is taken intermittently or on a reduced schedule basis due to planned medical treatment, the Company may require team members to transfer temporarily to an available alternative position with an equivalent pay rate and benefits, including a part-time position, to better accommodate recurring periods of leave.

If a team member using intermittent leave or working a reduced schedule finds it physically impossible to start or stop work mid-way through a shift in order to take CFRA leave and is therefore forced to be absent for the entire shift, the entire period will be counted against the team member's CFRA entitlement. However, if there are other aspects of work that the team member is able to perform that are not physically impossible, then the team member will be permitted to return to work, thereby reducing the amount of time to be charged to the team member's CFRA entitlement.

CFRA leave for Bonding Leave does not have to be taken in one continuous period of time, but the minimum duration is two weeks. However, the Company will grant a request for CFRA leave lasting less than two weeks' twice during the 12-week period. **Additional requests for Bonding Leave lasting less than two weeks may be directed to the Absence Management team in HelpLab** and will be considered on a case-by-case basis depending on the needs of the Company. If the request is granted, the Company may require the team member to transfer temporarily to an available alternative position. Bonding Leave must be concluded within one year of the birth or placement of the child.

CFRA leave for Bonding Leave does not have to be taken in one continuous period of time, but the minimum duration is two weeks. However, the Company will grant a request for CFRA leave lasting less than two weeks' twice during the 12-week period. **Additional requests for Bonding Leave lasting less than two weeks may be directed to Tilt** and will be considered on a case-by-case basis depending on the needs of the Company. If the request is granted, the Company may require the team member to transfer temporarily to an available alternative position. Bonding Leave must be concluded within one year of the birth or placement of the child.

**Requesting Leave**

Team members who wish to take planned family or medical leave must notify the Absence Management team in HelpLab with reasonable promptness when they become aware of the need for leave and should identify the planned dates of the leave. The Company may require team members to provide written notice of the need for leave, except where written notice is not possible because of the need for immediate health care consultation or treatment.

Team members who wish to take planned family or medical leave must notify Tilt with reasonable promptness when they become aware of the need for leave and should identify the planned dates of the leave. The Company may require team members to provide written notice of the need for leave, except where written notice is not possible because of the need for immediate health care consultation or treatment.

When the need for the leave is foreseeable (such as for the expected birth or placement of a child) team members must, if possible, provide at least 30 days' advance notice. For events that are unforeseeable, team members should notify the Company (at least verbally) as soon as they learn of the need for leave. Employees should provide notice by submitting a ticket to the Absence Management team in HelpLab.

When the need for the leave is foreseeable (such as for the expected birth or placement of a child) team members must, if possible, provide at least 30 days' advance notice. For events that are unforeseeable, team members should notify the Company (at least verbally) as soon as they learn of the need for leave. Employees should provide notice by contacting Tilt.

Team members who need CFRA leave that is foreseeable due to a planned medical treatment should make reasonable efforts to schedule leave to avoid disruption to Company operations.

In addition to other notice provisions, team members requesting leave for CFRA qualifying reasons must respond to any questions designed to determine whether an absence is potentially qualifying for leave under this policy. Failure to respond to permissible inquiries regarding the leave request may result in denial of CFRA leave protections

**Certification of Health Care Provider**

When the leave relates to medical issues (i.e., the serious health condition of a team member or family member), team members will be required to provide a medical certification within 15 calendar days of the Company's request, unless it is not practicable to do so. Certification forms are available from the Absence Management Team by contacting the Absence Management team in HelpLab. Team members on CFRA leave for their own or a family member's serious health condition may be required to provide a recertification when the original certification expires, if additional leave is requested.

When the leave relates to medical issues (i.e., the serious health condition of a team member or family member), team members will be required to provide a medical certification within 15 calendar days of the Company's request, unless it is not practicable to do so. Certification forms are available from Tilt. Team members on CFRA leave for their own or a family member's serious health condition may be required to provide a recertification when the original certification expires, if additional leave is requested.

At the Company's expense, the Company may also require a second medical opinion regarding a team member's own serious health condition. Team members are expected to cooperate with the Company in obtaining additional medical opinions that the Company may require.

- A copy of the covered servicemember's active duty orders when the team member requests leave and/or documentation (such as Rest and Recuperation leave orders) issued by the military setting forth the dates of the servicemember's leave; and

- A completed Certification of Qualifying Exigency form within 15 calendar days, unless unusual circumstances exist to justify providing the form at a later date.

Certification forms are available from the Absence Management team by submitting a ticket in HelpLab.

Certification forms are available from Tilt.

**Failure to Provide Notice or Certification and to Return From Leave**

The Company takes its CFRA leave obligations very seriously and will not interfere with, restrain or deny the exercise of any rights provided by the CFRA. We will not terminate or discriminate against any individual for exercising their right to family and medical leave under the CFRA or for giving information or testimony regarding their own or another person's leave in an inquiry or proceeding related to rights under the CFRA. If a team member believes that their CFRA rights have been violated in any way, they should immediately report the matter to Team Member Relations.

Team members should contact the Absence Management team in HelpLab as to any CFRA questions they may have.

Team members should contact Tilt as to any CFRA questions they may have.

### New York Paid Family Leave (NYPFL)

**Paid Family Leave Process and Contacts**

At GitLab, requests for Paid Family Leave forms and forms submissions should be directed to the Absence Management Team in HelpLab.  Our Paid Family Leave carrier is NYLife.

At GitLab, requests for Paid Family Leave forms and forms submissions should be directed to Tilt.  Our Paid Family Leave carrier is NYLife.

**Disputes**

**Compensation**

Military leave runs concurrently with GitLab PTO. Team members on unpaid military leave will be paid at 100% of their salary for the first 25 days of leave. Exempt team members will not incur any reduction in pay for partial week absences for leave under this policy.

Team members on unpaid military leave will be paid at 100% of their salary for the first 25 days of leave. Exempt team members will not incur any reduction in pay for partial week absences for leave under this policy.

**Health Care Continuation**

Team Members should report their Military Service in Workday by selecting the `Military Leave` option under the `Leaves` dropdown.

- Note: For absences resulting in more than 3 consecutive business days away from work, team members will need to provide a copy of your orders as soon as you receive them. Please submit a ticket to the Absence Management team in HelpLab.

- Note: For absences resulting in more than 3 consecutive business days away from work, team members will need to provide a copy of your orders as soon as you receive them. Please submit this to Tilt.

**No Retaliation**

- Runs concurrently with statutory benefits where applicable

- Access to [Parentaly](/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave-support-parentaly) to help with coverage planning, transitioning work, and supporting your career through parental leave

**How to Apply:** Submit your request through Workday and notify leaves@gitlab.com. Start the process 4-6 weeks before your due date or adoption date.

**Returning to Work:**

- 50% capacity option available for 2-4 weeks (discuss with your manager)

- Access to [Parentaly](/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave-support-parentaly) support for return to work coaching

- Support through #intheparenthood Slack channel

For additional details on parental leave planning, commission policies during leave, and resources for returning to work, please see [Parental Leave handbook page](/handbook/people-group/time-off-and-absence/leave-types/#gitlab-parental-leave).

For complete details on parental leave planning, how to apply, commission policies during leave, and resources for returning to work, please see the full [Parental Leave policy handbook page](/handbook/people-group/time-off-and-absence/leave-types/#gitlab-parental-leave).

</details>

Want to share your remote work experience? Add a remote_story: element to your team.yml entry.

### Leave of Absence Support with Tilt - :us: & :flag-ca: only

GitLab recognizes that navigating a leave of absence–whether expected or unexpected–can often be confusing and complex. We’re committed to support our team members during life’s most challenging or cherished moments, which is why we have partnered with Tilt to provide comprehensive leave management support for team members in the **US and Canada**.

**Effective 2026-02-02**, Tilt will serve as the Third Party Administrator for leaves of absence in the US and Canada, streamlining processes, answering questions, and facilitating communication throughout your leave journey.

<details markdown="1">

<summary>Benefit Features</summary>

**For US & Canada Team Members:**

- **Resources:** Access to comprehensive guides on navigating various types of leaves (FMLA, state disability, parental leave, etc.).

  - **:flag-ca::** Tilt will administer **parental leaves only**. The Absence Management team will continue to be your administrator for medical or caregiving leaves.

- **Practical Checklists:** Step-by-step guides.

- **24/7 Access:** Platform available whenever you need support.

- **Direct Support:** Leave specialists available to answer your questions.

[Getting Started: A Tour of the Tilt Platform](https://www.loom.com/share/8a725a7c2a8b4b50bd82e746541e4feb?sid=090da1bb-d493-46c7-8737-508686b1005e)

**For People Managers:**

- **People Manager Resources:** People Managers will be able to easily see status on their team members leave of absence and reminders of return to work details.

[Tilt Walkthrough Video](https://www.loom.com/share/5752ba41afc1414eb87c94a1781f6b67?sid=03be40ff-272c-413a-999a-82b68607fa33)

</details>

<details markdown="1">

<summary>How to Access</summary>

1. Access Tilt in your Okta account

1. Explore the Quick Start Guide upon login

</details>

<details markdown="1">

<summary>Contact Details</summary>

For support, contact Tilt directly at help@Tilt.io or through the platform's messaging feature.

</details>

### Travel, Community & Support

#### Business Travel Emergency Assistance & Accident Policy

## Parental Leave

GitLab supplements government benefits to provide 100% salary for up to 16 weeks.

[GitLab's Parental Leave](/handbook/people-group/time-off-and-absence/leave-types/#gitlab-parental-leave) supplements government benefits to provide 100% salary for up to 16 weeks.

### Benefits

<details markdown="1">

<summary>How to Apply</summary>

1. Select "Parental Leave" in Workday (6+ weeks advance notice)

2. Submit health certificate to leaves@domain.com (if pregnant)

3. Apply for government benefits:

   - Outside Quebec: [Service Canada](https://www.canada.ca/en/employment-social-development/programs/ei/ei-list/reports/maternity-parental.html#h2.3)

   - Quebec: [QPIP](https://www.rqap.gouv.qc.ca/en/about-the-plan/general-information/premiums-and-maximum-insurable-earnings)

4. Access ROE through [My Service Canada Account](https://www.canada.ca/en/employment-social-development/services/my-account.html)

GitLab has partnered with Tilt to provide comprehensive leave management support for Parental Leave (including paternity/maternity).

1. Access Tilt in your Okta account

1. Explore the Quick Start Guide upon login

1. [Submit your leave request](https://tilt.kustomer.help/en_us/submit-a-leave-request-as-an-employee-rJAlppSVo)

</details>