Paid time off

Everyone on the team gets, each year:

That is 12 paid days off per person, on top of the sick, family, bereavement and medical leave below.

Half days

1 to 2 hours off during the day? Just let your team know. No formal notice needed.

4+ hours off? Post it in the team channel and either make up the time on a weekend or count it as a day off.

How these leave policies work

Everything below is Intempt's own guideline, and it applies the same wherever you work. Read it with one rule in mind: it is a floor, not a ceiling.

Your local law always applies on top of these guidelines.

Where the law of the country you work in gives you more - more weeks, more pay, a longer protected period, more notice owed to you, stronger protection against discrimination or dismissal - that law governs and you receive the greater of the two. Nothing here waives, reduces, or replaces a right your local law gives you.

Where your local law requires less, or says nothing, these guidelines apply.

How this applies by engagement type. In the United States and Lithuania we employ people directly, and the guidelines here are part of your employment terms, on top of your local statutory rights. In Ukraine, India, and Poland we engage people as independent contractors on a business-to-business basis, and their commercial terms live in each individual contract. For contractors, the time off and leave described here is a discretionary continuation of fees, offered at Intempt's goodwill - not a salary, an employment benefit, or an entitlement - and nothing here creates an employment relationship.

The statutory minimums differ between these countries, and some are more generous than the numbers here: statutory maternity leave in India, and parental leave across the European Union (which covers Lithuania and Poland), both run longer than our baseline, so there the statutory entitlement wins. If you are ever unsure which rule applies to you, People Ops will confirm it in writing before your leave starts.

Sick days

Sick time is unlimited and completely separate from your 10 vacation days above - it never comes out of them. Physical or mental, a sudden illness or a planned procedure, it is one policy. We don't track it, cap it, or ask you to prove a short illness. We don't believe in penalizing people for being human.

Let your manager know you're out and roughly when you expect to be back, and make sure anything urgent is handed off. That is the whole process. Nobody approves a sick day. We do ask one thing: if you end up out longer than you said, check in with your manager to let them know you'll still be out. No reason needed, just a heads-up so the team can plan around you.

Where your local law gives you a statutory sick-leave entitlement, a set number of paid sick days, or the right to a doctor's note only after a certain number of days, those rules apply on top of this and are never reduced by it. For an illness that runs long, see extended medical leave below.

Bereavement leave

Up to 1 week (5 working days) of paid leave when you lose someone close: a partner, child, parent, sibling, grandparent, or anyone who was family to you. Take it when you need it, and tell your manager; we will not ask for proof. If you need longer, talk to your manager and we will work it out case by case.

Family leave

Family leave is for welcoming a new child by birth, adoption, or surrogacy. It applies equally however you become a parent and whatever your gender.

For each new child, one parent takes primary caregiver leave and the other takes secondary caregiver leave. You and your co-parent choose who is which; it is not tied to who gave birth. If you both work at Intempt, you share one primary and one secondary allocation between you, not two primary ones.

Intempt baseline, paid at your normal pay:

• Primary caregiver: 12 weeks.
• Secondary caregiver: 4 weeks.
• Either parent may add up to 8 weeks of unpaid leave, taken right after their paid weeks.

If the law where you work grants more paid leave, a longer protected period, or pays part of it through a state scheme, that applies instead and you receive the greater amount.

Birth recovery. If you are the parent who physically gives birth, you also get leave for your own medical recovery. It is separate from, and in addition to, the caregiver leave above. The Intempt baseline is 4 weeks: either 2 weeks before the due date and 2 weeks after the birth, or all 4 weeks after the birth, whichever you prefer. Where local law sets a longer statutory maternity or birth-recovery period, that applies and you receive the greater amount.

Notice and documents. Tell your manager and People Ops at least 3 months before the expected date when you can, so cover can be arranged. We know birth and placement dates move; an early or late arrival never costs you leave. For adoption or surrogacy, give as much notice as you have. People Ops may ask for the standard documentation your country uses, and nothing more. It stays confidential with People Ops.

While you are away. Your pay continues, and for direct employees your benefits and equity vesting continue as normal. For direct employees, your role, or an equivalent one, is held for at least the period your local law protects, and in any case across the leave above. You are not expected to work, and no one should contact you about work. Coming back, you can ease in: ask your manager about a phased or part-time first couple of weeks. If you need more time than the weeks above, it falls under extended medical leave or your local statutory leave, and People Ops will help you arrange it.

Extended medical leave

For a serious health condition of your own, when ordinary sick days are not enough: surgery and recovery, a hospitalization, a chronic condition flaring up, or treatment that keeps you out for weeks.

Intempt baseline:

• Weeks 1 to 4: full pay.
• Weeks 5 to 12: 50% pay.
• Up to 12 weeks in total, counting both parts together.

Where your local law provides statutory sick pay, disability pay, or a longer protected medical leave, that applies and you receive the greater amount. Many countries pay part of this through a state or insurance scheme; People Ops coordinates it so you are not left worse off.

For direct employees, your role is protected for at least the period your local law requires, and across the 12 weeks above, and benefits and vesting continue. We may ask for a doctor's note confirming the leave and the expected return, kept confidential with People Ops. If you need longer than 12 weeks, we handle it case by case and within your local law, not by cutting you off at a line. Start the conversation with People Ops as early as you can, even when the dates are still rough: the sooner we know, the better we can hold your role and sort out pay.

How the floating days work

• The two floating days are the same for everyone, religious or not. Nobody declares a faith to earn them.
• You place each floating day where it belongs: a holy day, a national day, or a personal day of your choosing.
• One religious day per person. Pick the one day that matters most in your tradition.
• One national day per person, based on where you are located.
• Lunar dates move by about a day with the moon sighting or regional calendar. Take the day your community actually observes.
• Give your manager notice and block the shared calendar so the team plans around it.

If you are not religious

Nothing is lost. You still get all 12 days. Use the floating religious day as a normal personal day, and the floating national day for your country's national day or another personal day. No one is treated differently for having or not having a faith.

Religious day reference

One day per religion. The listed date is the default; you choose where to spend your floating day. If your tradition is not here, tell People Ops and we will add it.

Muslim and several Hindu, Buddhist and Jain dates follow a lunar or regional calendar and can move by a day. Take the day your community observes.

National day reference

Your floating national day is the national day of the country you are based in. If you would rather not mark a national day, use it as an ordinary personal day. The dates below are the same every year.

Not on this list? Tell People Ops your country and we will add it.