Leave Without Pay

The University of Kansas may provide leave without pay for staff who need absence from work, beyond what their available and eligible leave balances may cover. 

Reasons for leave without pay may include, but are not limited to, medical leave beyond an employee’s available leave balances, a fellowship opportunity, or other prolonged absence determined to be in the best interests of the university.  Leave without pay requests based upon an employee’s acceptance of other employment or for a period exceeding 12 months may not be approved.

Eligibility

All unclassified professional staff and university support staff in regular (non-temporary) positions are eligible to request leave without pay.

Benefits Impact

After two full pay periods of leave without pay, there will be a benefit impact.  Prior to applying for a leave without pay absence, the employee should contact the Benefits office to ensure they are aware of benefit implications.  Benefits can be contacted at 785-864-7402 or benefits@ku.edu.

Requesting Leave Without Pay

An employee may request leave without pay for less than two consecutive bi-weekly pay periods, through their supervisor and report the absence using the HR/Pay system.  A leave period of more than two consecutive bi-weekly pay periods is required to participate in the leave without pay program.  The employee must complete the Leave Without Pay Request Form to include obtaining the approvals as detailed on the form.  The completed form is to be submitted to HRM (hrdept@ku.edu).  Once received, HRM will communicate the final determination as well as additional information and instructions in writing, if applicable.

Leave Reporting

While on an approved leave without pay, the employee will be placed in a leave without pay status in the Human Resource/Payroll System (HR/Pay).  The employee will not be responsible for submitting absence requests and is not to work during an approved leave without pay. 

If the employee returns early or wishes to request an extension, the employee must notify their supervisor, unit, and HRM in advance for a determination of approval.  Failure to timely notify HRM of an early return to work may delay future paychecks.