Leaves of Absence

1. Start your leave with MetLife (online) or by phone at (888) 608-6665 as soon as you know you’ll need time away. MetLife will open your claim and assign a claim manager to your case.
2. Give your manager a heads-up on your expected LOA dates only (no medical details needed).
3. Create your MetLife account, so you can track your claim and get updates. Log on to MyBenefits, enter your company name and click “next."
4. Report your last day worked to MetLife within one week of your last day at work or your first day out due to disability.
5. Complete any required forms and make sure your provider sends documentation to MetLife within 18 days of reporting your last day worked.
6. If you haven’t heard from MetLife within 14 business days after your last day worked, reach out to MetLife to check in.
7. If approved, you’ll receive an approval notice and the Benefits Team will be notified. If denied, you can appeal within 45 days of the denial letter date.
8. Need more time? Contact MetLife as soon as possible to request an extension. When you’re ready to return, let MetLife know so that your claim can be closed.

Reminder: Short-Term Disability (STD) is typically used for full-time medical leaves when you expect to be out for more than seven calendar days and the leave requires medical documentation.

Pay during leave depends on the type of leave you’re taking, what you’re eligible for, and where you work.

STD pay (if you’re eligible): MetLife pays 60% of weekly earnings (up to $1,500/week)—usually by direct deposit on a weekly basis.

Using Sick Paid Time Off: You must use any available sick time to cover the remaining 40% of pay until all sick time is exhausted. This portion is handled through Pandora payroll and the Benefits Team.

FMLA: FMLA is unpaid, job-protected leave (and may run at the same time as other leave programs when it applies).

State-paid family leave: If you’re eligible, you typically apply through your state and are paid directly by the state. View the Pandora Leave of Absence Guide to learn more about state-paid family leave.

Delays happen: Payments can be delayed if forms or documentation are late. If STD is approved retroactively, payments are typically retroactive to your approved start date.

Benefits while you’re out: Benefits generally stay active. If you go unpaid and no payroll is processed, you will need to reimburse the company for any required benefit deductions.

Learn more about how STD and LTD benefits work.

Bonding leave pay

Approved leaves covered under Pandora’s LOA policy will have pay processed with regular payroll dates.

• Paid bonding leave: Eligible full-time employees who have been with Pandora for at least one year can receive eight weeks of paid leave for the birth, adoption, or placement of a child. You can use bonding leave only once every rolling-year basis.
• How bonding leave is paid: Weeks 1–4 are paid at 100% of salary, weeks 5–6 are paid at 80%, and weeks 7–8 are paid at 60%.
• Timing: Bonding leave can be taken within the first year after birth, adoption, or placement and in increments of four weeks.
• Bonding leave will run concurrently with FMLA, and payments will come from Pandora only.
• Birth mothers: If you’re the birthing mother, bonding leave begins after your approved eight-week Short-Term Disability period ends.
• Your benefits while on leave: If you’re enrolled in Pandora benefits, any cost associated with those benefits will be deducted from your pay.

View the Pandora bonding leave policy for more information.

Depending on your leave, you may need to share documentation, like a note from your healthcare provider. Here’s where it should go:

Full-time medical leave/STD: Send medical documentation to MetLife (your claim manager will tell you what’s needed).

Timing tip: The sooner you submit requested documentation, the smoother your approval and pay process tends to be.

Your benefits remain active while you’re on an approved leave, as required by applicable law and company policy. Keep in mind that you’re still responsible for your share of benefit costs while you’re out.

If Pandora is unable to take your regular benefit deductions from your paycheck because you’re unpaid or payroll is not processed for you, you must reimburse Pandora for any missed benefit cost-share contributions. The Benefits Team will let you know the amount owed and the deadline for payment.

When you’re getting ready to come back, a few quick steps will help make the transition smooth, especially for scheduling and pay. If something changes, let MetLife and your manager know as soon as you can.

What to expect

• After your leave is approved, the Benefits Team updates your status in the People Portal. You may see an “Out of Office” banner with tentative dates.
• While you’re on leave, you may temporarily lose access to scheduling in Plan.Dora and future shifts may be removed.
• Once you know your return date, let MetLife know (if it’s managing your claim) and give your manager a heads-up so that your schedule can be planned.
• If your return date changes, contact MetLife (if applicable) as soon as possible.
• If you’ll need workplace adjustments, such as a medical or a lactation accommodation, you’ll need to complete the appropriate form and submit it through Benefits ZenDesk when you return. For a medically necessary accommodation, have your doctor complete the Accommodation Medical Certification Form. For a non-medical accommodation, you can complete the Accommodation Request Form yourself.

Managers play an important role in helping LOAs go smoothly. Your main job is to act early, submit the right access requests, and follow up so that the employee’s leave and return are handled on time.

What managers need to do

• Prepare employees for leave by ensuring they understand the leave process, timelines, required documentation, benefit impacts, and available resources before their leave begins.
• Request temporary system access for a designated employee when a People Manager is going on leave and unable to perform certain manager functions. This may include access to systems such as People Portal and Plan.Dora.
• Support employee readiness. Confirm the employee has shared accurate LOA dates and has access to all leave-related information.
• Follow the Manager Leave Task List to ensure all required access, approvals, and administrative actions are completed.

Before your employee returns

As soon as you know an employee’s expected return date, submit a Return-to-Work Access Request in advance and confirm all systems, schedules, and operation needs are ready before the employee’s first day back. If system access was modified during the leave, managers are responsible for submitting the appropriate tickets to restore changes.

Once the employee has returned to work, managers must also submit the employee’s Actual Return to Work date in the People Portal. Review the Manager Playbook for a step-by-step process on what to do.