Western Digital’s vacation policies allow you to take paid time off from work.

See Connect for more details.

Exempt Employees

Exempt employees at all levels do not accrue vacation time. Instead, employees at these levels will work with their manager to coordinate time off. Requests should be made before vacation is taken and as far in advance as possible. While Western Digital encourages you to take scheduled time off for rest and relaxation, you should be aware that your vacation request may be denied if granting the request would impose a burden on business operations.

It’s important to remember that with responsibility comes accountability. While there is no maximum amount of vacation, requesting excessive vacation may jeopardize your ability to deliver on performance expectations. You can expect your manager to deny requests for excessive vacation (for example, one week every month may be considered “excessive”). By continuing the practice of review and approval by your manager, we ensure consistency with our past practices and policies to ensure fairness and predictability of results.

Note: Employees on Leave of Absence (LOA) do not accrue sick or vacation time. Employees may not elect to use vacation or sick time during shutdowns, sabbaticals or furloughs as scheduled by the company. 

Non-Exempt Employees

Non-exempt employees accrue vacation time based on years of service, pro-rated for part-time employees. Vacation hours can be used as soon as they are accrued, with your manager’s approval. Vacation advances can also be requested (up to 24 hours), which allows vacation time to be taken even if hours have not been accrued, with employee agreement that pay will be deducted if your vacation balance is negative at termination. Sometimes employees do not use all of their accrued vacation hours in a year. These hours can be carried forward to next year up to a set limit on the total number of hours you can accumulate. While Western Digital encourages you to take scheduled time off for rest and relaxation, you should be aware that your vacation request may be denied if granting the request would impose a burden on business operations.

 Below is the vacation accrual rate schedule (prorated for part-time employees)

Years of Service	Actual Rate (Pay Period/Annual)	Cap
0 years until 4th anniversary	4.62 hours/120 hours	180 hours
4th anniversary until 9th anniversary	6.15 hours/160 hours	240 hours
9th anniversary until 14th anniversary	6.77 hours/176 hours	264 hours
14th anniversary and forward	8.31 hours/216 hours	324 hours

Western Digital exempt employees who are converted to a non-exempt position at any time during their employment with Western Digital will receive an initial vacation bank of 8 hours for every year of service (up to 40 hours maximum) and will accrue additional vacation hours as of the conversion date and in accordance with the accrual schedule above.

Note: Employees on Leave of Absence (LOA) do not accrue sick or vacation time. However, the company may require the use of accrued vacation time during shutdowns, sabbaticals or furloughs.

Western Digital provides 11 paid holidays to regular, full-time employees. Each year, Western Digital posts the observed Holidays on Connect.

Shift employees and part-time employees have slightly different guidelines for holidays:

• Shift employees (exempt and non-exempt) may not take work off for holidays without permission from their manager
• For shift employees, holiday pay (8 hours of work for each of the 11 holidays) is added during the pay period in which the holiday occurs
• Regular, part-time employees will have their holiday pay prorated if the holiday falls on a regularly-scheduled workday
• Generally, U.S. Holidays include the following:

Western Digital 2026 Payroll Calendar

 

Paid Sick Leave

All eligible employees will receive a lump sum grant of 80 hours of paid sick leave (PSL).

Minimum Increments of Use
Eligible employees may use PSL in increments as small as one (1) hour.

Reasons for Use

Eligible Employees are entitled to use PSL as described in this policy for absence from work due to:

• Diagnosis, care or treatment of an existing health condition for an Eligible Employee or their covered Family Members 
• Preventive care for an Eligible Employee or their covered Family Members
• For victims, or Eligible Employees whose Family Members are victims of Qualifying Acts of Violence; and
• For any other reason permitted under applicable state or local law. 

Notice

Employees are required to record sick time in Workday or Dayforce. Eligible employees should provide reasonable advance notice for foreseeable PSL use and notice as soon as possible for unforeseeable PSL use. Notice of PSL may be given verbally or in writing to the employee’s manager.

You should apply for a leave of absence (LOA) after you have missed five (5) consecutive sick days away from work. You are expected to notify your manager and the leave administrator, MetLife, at 1-833-771-1431 to request the appropriate disability and/or family leave. You may also initiate your claim through the MetLife MyBenefits website at www.metlife.com/mybenefits. Note: Employees on Leave of Absence (LOA) do not accrue sick or vacation time. 

Unused sick time is not paid out at the end of employment. Misuse of PSL may result in disciplinary action up to and including termination.

For more information about the PSL policy, refer to these resources:

• • FAQs in ServiceNow
  • The U.S. Employee Handbook and/or the respective state addendums

 

• Western Digital CA Disability/Paid Leave
• California VDI-SDI Plan Comparison
• MetLife Hawaii Temporary Disability Summary
• MetLife NY Disability/Paid Family Leave

Voluntary Disability Insurance (VDI) (California Employees)

California-based Western Digital employees who work a minimum of twenty (20) hours per week are automatically enrolled in our Voluntary Disability Insurance (VDI) Plan, which provides better benefits, in lieu of the California State Disability (SDI) Insurance benefit. VDI Plan starts on the 6th day of disability and pays 75% of your base salary to a maximum of $3,000 per week. Benefits end when you are no longer disabled or a maximum of 52 weeks. VDI provides wage replacement in the event you are unable to work due to:

• Illness
• Injury
• Pregnancy and/or childbirth
• Caring for a seriously ill family member
• Bonding with a new child
• Participating in a military exigency

Short‐term Disability (STD) insurance (Non‐California Employees)

Employees working outside of California who work a minimum of twenty (20) hours per week are automatically enrolled in our short‐term disability benefit that is similar to the California disability. Short Term Disability Plan begins on the 6th day of disability and pays 90% of your base salary to a maximum of $3,000 per week. Benefits end when you are no longer disabled or a maximum of 52 weeks. STD provides wage replacement in the event you are unable to work due to:

• Illness
• Injury
• Pregnancy and/or childbirth
• Caring for a seriously ill family member
• Bonding with a new child
• Participating in a military exigency

Long-term Disability (LTD) insurance

Western Digital employees who work a minimum of twenty (20) hours per week are automatically enrolled in our Long Term Disability (LTD). The LTD plan can be used if your disability keeps you out of work past the end of your short term disability benefit period.

• Paid for by Western Digital
• Coverage begins after you have been disabled for 52 weeks.
• Pays 66.67% of your salary, up to a maximum of $15,000 per month.
• Offset by any other disability income (including VDI, SSDI, and others)

Pregnancy Disability Leave

California employees may be entitled to take leave or transfer to an alternate position because of a disability related to pregnancy, childbirth and related medical conditions.

What to do:

1. Immediately notify your manager that you will need to take a leave of absence; provide your first day off and your expected return-to-work date. If you need an accommodation other than an LOA, please contact BenefitsUS@wdc.com.
2. Call MetLife @ 1-833-771-1431 or file your claim online at MetLife.com/MyBenefits.
3. Read and respond to any communication mailed to you from MetLife.  MetLife requires doctor’s certification – including diagnosis and leave dates – within 15 days of your leave date.  You will not receive disability payments until your leave documentation is submitted and approved by MetLife.
4. If you are applying for a Family Medical Leave, submit your FMLA certification within 15 days.  You will not be approved for FMLA until your certification is submitted and approved by MetLife. (MetLife will send you the proper forms based on leave requested)
5. Keep your manager and MetLife up to date on the status of your leave. 
6. If your leave will be extended, immediately call MetLife, and provide new documentation from your doctor within two weeks.  If you do not call and/or provide a new doctor’s note within two weeks, your claim will be closed.
7. Watch for communication from WEX regarding payment of your benefit premiums; following a 30-day grace period, you must pay your employee premiums to WEX on a monthly basis.  If you do not make these payments on a monthly basis, your coverage will be cancelled, and you will be offered COBRA.
8. Notify your manager and MetLife at least one week in advance of your confirmed return to work date.  If you return to work without advance notice, you will not have system access.
9. If you need an accommodation other than an LOA, or you need an accommodation upon returning to work from an LOA, please contact BenefitsUS@wdc.com.  

New Parent Leave

Provides new parents with 8 weeks of paid time off following the birth, adoption, or foster care placement of a child. In addition to the new birth parent, the spouse or domestic partner is also eligible for this benefit. This new program is a complement to our current paid disability benefit for new birth mothers. For further information and FAQ on the New Parent Leave, please visit Connect.

What to do:

1. Immediately notify your manager that you will need to take a leave of absence; provide your first day off and your expected return-to-work date. If you need an accommodation other than an LOA, please contact BenefitsUS@wdc.com.
2. Call MetLife @ 1-833-771-1431 or file your claim online at MetLife.com/MyBenefits.
3. Read and respond to any communication mailed to you from MetLife.  MetLife requires doctor’s certification – including diagnosis and leave dates – within 15 days of your leave date.  You will not receive disability payments until your leave documentation is submitted and approved by MetLife.
4. If you are applying for a Family Medical Leave, submit your FMLA certification within 15 days.  You will not be approved for FMLA until your certification is submitted and approved by MetLife. (MetLife will send you the proper forms based on leave requested)
5. Keep your manager and MetLife up to date on the status of your leave. 
6. If your leave will be extended, immediately call MetLife, and provide new documentation from your doctor within two weeks.  If you do not call and/or provide a new doctor’s note within two weeks, your claim will be closed.
7. Watch for communication from WEX regarding payment of your benefit premiums; following a 30-day grace period, you must pay your employee premiums to WEX on a monthly basis.  If you do not make these payments on a monthly basis, your coverage will be cancelled, and you will be offered COBRA.
8. Notify your manager and MetLife at least one week in advance of your confirmed return to work date.  If you return to work without advance notice, you will not have system access.
9. If you need an accommodation other than an LOA, or you need an accommodation upon returning to work from an LOA, please contact BenefitsUS@wdc.com.  

Family Leave

Sometimes you need to take an extended period of time away from work to care for a new baby or family member or to recover from an illness. Through the federal Family and Medical Leave Act (FMLA), you may be eligible to take up to 12 weeks of unpaid leave.

Personal Leave

If you have exhausted your vacation time, you may be able to take an unpaid leave of absence for nonmedical personal matters, including family matters not covered under Family and Medical Leave.

What to do:

1. Immediately notify your manager that you will need to take a leave of absence; provide your first day off and your expected return-to-work date. 

Bereavement

In the unfortunate event of the death of a family member, you may take up to 5 days off (3 paid days and 2 unpaid or as vacation days). 

Voting

Employees are eligible for paid time off for the purpose of voting only if they do not have sufficient time outside of working hours to vote. The intent of the law is to provide an opportunity to vote to workers who would not be able to do so because of their jobs.

What to do:

1. Immediately notify your manager that you will need to take time off at the beginning or end of a shift in order to vote.

Victims of Domestic Violence

If you are a victim of domestic violence, sexual assault, stalking, crimes that cause physical injury or mental injury, and crimes involving a treat to physical injury; and of persons whose immediate family member is deceased as a direct result of a crime, you may request to take time off. 

• Victims of Violence Leave and Accommodation

What to do:

1. Immediately notify your manager that you will need to take a leave of absence; provide your first day off and your expected return-to-work date. If you need an accommodation other than an LOA, please contact BenefitsUS@wdc.com.
2. Call MetLife @ 1-833-771-1431 or file your claim online at MetLife.com/MyBenefits.
3. Read and respond to any communication mailed to you from MetLife.  
4. If you are applying for a Family Medical Leave, submit your FMLA certification within 15 days.  You will not be approved for FMLA until your certification is submitted and approved by MetLife. (MetLife will send you the proper forms based on leave requested)
5. Keep your manager and MetLife up to date on the status of your leave. 
6. If your leave will be extended, immediately call MetLife, and provide new documentation from your doctor within two weeks.  If you do not call and/or provide a new doctor’s note within two weeks, your claim will be closed.
7. Watch for communication from WEX regarding payment of your benefit premiums; following a 30-day grace period, you must pay your employee premiums to WEX on a monthly basis.  If you do not make these payments on a monthly basis, your coverage will be cancelled, and you will be offered COBRA.
8. Notify your manager and MetLife at least one week in advance of your confirmed return to work date.  If you return to work without advance notice, you will not have system access.
9. If you need an accommodation other than an LOA, or you need an accommodation upon returning to work from an LOA, please contact BenefitsUS@wdc.com.  

Military Leave

To support your service to your country, you may be eligible for an approved leave of absence consistent with the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).

What to do:

1. Immediately notify your manager that you will need to take a leave of absence; provide your first day off and your expected return-to-work date. 
2. Call MetLife @ 1-833-771-1431 or file your claim online at MetLife.com/MyBenefits.
3. Read and respond to any communication mailed to you from MetLife. 
4. If you are applying for a Family Medical Leave, submit your FMLA certification within 15 days.  You will not be approved for FMLA until your certification is submitted and approved by MetLife. (MetLife will send you the proper forms based on leave requested)
5. Keep your manager and MetLife up to date on the status of your leave. 
6. If your leave will be extended, immediately call MetLife, and provide new documentation from your doctor within two weeks.  If you do not call and/or provide a new doctor’s note within two weeks, your claim will be closed.
7. Watch for communication from WEX regarding payment of your benefit premiums; following a 30-day grace period, you must pay your employee premiums to WEX on a monthly basis.  If you do not make these payments on a monthly basis, your coverage will be cancelled, and you will be offered COBRA.
8. Notify your manager and MetLife at least one week in advance of your confirmed return to work date.  If you return to work without advance notice, you will not have system access.
9. If you need an accommodation other than an LOA, or you need an accommodation upon returning to work from an LOA, please contact BenefitsUS@wdc.com.  

Volunteer Fire and Rescue and Civil Air Patrol Policy

All U.S. employees are eligible to take unpaid leave for emergency duty as a volunteer firefighter, reserve peace officer, emergency rescue personnel or Civil Air Patrol. Volunteer firefighters, reserve police officers, emergency rescue personnel and members of the Civil Air Patrol may also take up to fifteen (15) work days off per year for the purpose of engaging in fire, law enforcement or emergency rescue training. “Emergency rescue personnel” is defined as any person who is an officer, employee, or member of a fire department, fire protection or firefighting agency of the federal government, state, city, county, district, or other public or municipal corporation or political subdivision, or a sheriff’s department, police department, or a private fire department, whether that person is a volunteer or partly paid or fully paid, while he or she is actually engaged in providing emergency services.

What to do:

1. Immediately notify your manager that you will need to take a leave of absence; provide your first day off and your expected return-to-work date.

California Family Rights Act

CFRA authorizes eligible California employees to take up to a total of 12 weeks of paid or unpaid job-protected leave during a 12-month period. Eligible employees can take the leave for one or more of the following reasons: The birth of a child or adoption or foster care placement of a child.

What to do:

1. Immediately notify your manager that you will need to take a leave of absence; provide your first day off and your expected return-to-work date. If you need an accommodation other than an LOA, please contact BenefitsUS@wdc.com.
2. Call MetLife @ 1-833-771-1431 or file your claim online at MetLife.com/MyBenefits.
3. Read and respond to any communication mailed to you from MetLife.  MetLife requires doctor’s certification – including diagnosis and leave dates – within 15 days of your leave date.  You will not receive disability payments until your leave documentation is submitted and approved by MetLife.
4. If you are applying for a Family Medical Leave, submit your FMLA certification within 15 days.  You will not be approved for FMLA until your certification is submitted and approved by MetLife. (MetLife will send you the proper forms based on leave requested)
5. Keep your manager and MetLife up to date on the status of your leave. 
6. If your leave will be extended, immediately call MetLife, and provide new documentation from your doctor within two weeks.  If you do not call and/or provide a new doctor’s note within two weeks, your claim will be closed.
7. Watch for communication from WEX regarding payment of your benefit premiums; following a 30-day grace period, you must pay your employee premiums to WEX on a monthly basis.  If you do not make these payments on a monthly basis, your coverage will be cancelled, and you will be offered COBRA.
8. Notify your manager and MetLife at least one week in advance of your confirmed return to work date.  If you return to work without advance notice, you will not have system access.
9. If you need an accommodation other than an LOA, or you need an accommodation upon returning to work from an LOA, please contact BenefitsUS@wdc.com.  

Jury Duty/Witness Leave

For exempt employees- Western Digital will pay for up to two workweeks of jury duty. Any jury or witness duty performed in excess of this amount is unpaid.

For non-exempt employees- Up to 80 hours of jury or witness duty will be paid by Western Digital in any 12-month period at the employee’s base hourly rate. Any jury or witness duty performed in excess of this amount is unpaid, or, where permissible by state law, you may elect to use accrued vacation time.

Employees should decline any amounts received as jury or witness fees.

What to do:

1. Immediately notify your manager that you will need to take time off for jury duty; provide your first day off and your expected return-to-work date.