GitLab supports all our team members time away needs by offering multiple leave types in compliance with all applicable federal, state, and laws. At GitLab, we want to support our team members throughout their journey here which includes both the ‘highs’ and the ‘lows’. This includes offering several different leave programs (medical, parental, etc.) to support time away from work, and other resources to support overall wellbeing, because taking time away from work can be stressful, exciting, and everything in-between.
As a manager, your team members(s) may come to you with questions, concerns, and/or requests for additional support and guidance. These resources are intended to highlight which areas in the leave of absence process you are responsible for, and how you can best support your team members throughout the life-cycle of their leave. No two leaves are ever the same, so there may not always be a “one-size-fits-all” solution. Some leave situations can be exciting and planned for (i.e. Parental Leave) while others may not be able to be planned for and/or may be serious for the team member or their family member. As a Manager it is important you approach each situation with empathy and kindness, and understand how to best support your team member. The resources included in these pages are intended to equip you with the information you need to support your team members through the entire life-cycle of their leave. If you have any questions or need any additional assistance, please contact leaves@domain.
If Applicable: Your team member may inform you that their physician recommended restrictions or requests accommodations to be able to perform the essential functions of their job before their leave starting. Please contact leaves@domain and the Absence Management Team can assist you with this request.
Arrange Out of Office Coverage: This may vary for work functions (i.e sales, etc), so consider asking your team member to create a Leave Plan documenting projects in progress, pending TODO items, ongoing responsibilities, important meetings, etc. via either a Google Doc or an Issue.
Ask what communication your team members wants while out (if any at all). Some team members may want to stay plugged in a bit and chat informally to ensure they are not forgotten, and others may want to disconnect completely. If the team member does want to chat, please ensure any communication while the team member is on leave is not work related.
Some situations require a team member to start their leave immediately. Hearing that you will support them throughout their leave, and asking how they need your support as they begin their leave will mean a lot and possibly help ease any stress the team member has about beginning their leave.
If your team member has not already reported their need for a leave to the Absence Management Team, please ask them to email leaves@domain.
Continually update the team member's Leave Plan with any significant changes or events, project progress and updates, etc. to fill them in on once they are back. For example, it may helpful to link to the specific Group Conversations that pertain to their role for ease in finding these resources upon return.
For anyone coming back to work there can be high levels of uncertainty on what to expect when they return; remember their time away was not a vacation. It is important that you set aside time on your calendar to connect with them on their first day back at work to:
Make them feel welcome on their first day back and prepare/consider a small welcome back gift (flowers, small gift, sign/card from the team, etc.)
Review the Return from Leave section below to prepare for your team member’s first day/week back at work.
Welcome them back! Whether your team member was gone for several months, or just a few weeks, it is important for you to acknowledge their return and let them know how you'll be supporting them. Returning to work after a leave, for some, can cause anxiety so it is important the team member eases back slowly. Recognize that there will be a period of readjustment, and personal and professional reflection; be prepared to be transparent and have productive and supportive conversations.
Plan to meet with your team member first. It is important to reconnect with the person that has been on leave, and not jump right into work.
Your team member may provide you with a Return to Work note upon their return from leave. Please forward any return to work notes received to leaves@domain.
If Applicable: If your team member informs you they have restrictions, and is requesting accommodations to be able to perform their job, please contact leaves@domain and the Absence Management Team will assist.
Team members may block off time on their calendars. Please be respectful of these calendar blocks.
Check-in routinely with your team members to ensure they are receiving the appropriate level of support as they transition back to work recognizing that there will be a period of readjustment and personal and professional reflection.
If you have a team member going out on parental leave, a common question might be "how should I reallocate their tasks and output while they are out?" Below are general guidelines for managers based on the length of leave taken by the team member. Note - local law supersedes these guidelines where applicable:
We want our team members to feel supported throughout the entire life-cycle of their leave. Returning from any leave is hard, and navigating work and parenthood can be challenging. Parental Leave Reentry Buddies are an important part in supporting our team members returning from leave, and we ask GitLab team members to volunteer (being a parent yourself is not required).
A Parental Leave Reentry Buddy helps team members reconnect with GitLab and ease back into working after parental leave. A Parental Leave Reentry Buddy is an advocate for a successful return to work, and is able to empathize with concerns about reentering the workplace.
Responsibilities may include but are not limited to:
Future iterations are still being considered, and will be added to this section as the program evolves. If you have any feedback regarding this program, please contact leaves@domain
or share in the #people-connect
Slack channel.
Visit the GitLab Team page and search for 'Parental Leave Reentry Buddy', or ask on Slack in #intheparenthood
.
leaves@domain
or post in the #people-connect
Slack channel if you're interested in becoming a Parental Leave Reentry buddy or would like more information.Add Parental Leave Reentry buddy
to the departments
section in your entry (keeping your existing departments):
departments:
- ...
- Parental Leave Reentry buddy
Add the following code above the expertise
section in your entry:
expertise: |
<li><a href="/handbook/total-rewards/benefits/parental-leave-toolkit/">Parental Leave Reentry buddy</a></li>
If you already have an expertise
section, add the list item portion of the above code:
<li><a href="/handbook/total-rewards/benefits/parental-leave-toolkit/">Parental Leave Reentry buddy</a></li>
A nice way to celebrate a team member's new addition to their family is by hosting a virtual baby/growing your family shower. In colocated companies, this is something that teams often do to wish a team member well as they head out on parental or adoption leave. We encourage virtual showers to be considered for all team members (not just birthing parents). In order to help teams host a virtual shower, here are some resources that can help you get started:
#intheparenthood
(Join Slack channel - for GitLab team members only)How Working Moms can Do it All
:
How Working Moms can Ask for Help at Home
If you have any feedback about your parental leave experience for the People group to review you can always email leaves@domain
or open an issue using our Parental Feedback Issue Template.
Return to the main GitLab Benefits page.