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.

Vacation

Your 10 paid leave days are there to be used, not banked. They accrue month by month across the year - ten days spread evenly works out to about five sixths of a day each month - so you earn them as you go rather than receiving all 10 on your first day. You can start taking paid leave once you pass probation.

Need time off before you have accrued it? Ask your manager. They can let you take paid leave ahead of your balance and true it up against the days you accrue over the rest of the year. Your balance can go up to 5 days negative that way, not the full 10; it catches up as the months pass.

Take all 10 of your paid leave days each year. Rest is the point of the time off, not a balance to hoard. The two floating days are yours to place where you like, but the 10 paid leave days are meant to be used in full. If you have not scheduled them by late in the year, your manager will book the remainder with you so they get taken rather than lost.

Your statutory minimum holiday, where the country you work in sets one, always applies in full, including any carryover or payout that law requires. The Intempt paid leave above that statutory minimum does not roll over at year end and is not paid out when you leave. The two floating days work the same way: they are a benefit for the year, not a balance that accumulates.

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: your local law is the floor we never go below, and Intempt's pay sits on top of it.

Your local law always applies first.

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.

The Intempt figures are a top-up, not a replacement. Every number below is what Intempt adds on top of your local statutory entitlement. You always receive at least what the law requires. Where statutory pay matches or beats the Intempt figure, statutory applies and the top-up is zero. Where the Intempt figure is higher, we pay the difference so you reach it. You never receive both stacked, and you never receive less than the law mandates.

Eligibility for the Intempt top-up. The enhanced pay above statutory carries a short service condition. Family leave top-up applies from your 1-year anniversary; extended medical top-up applies from your 90-day anniversary. This service condition applies only to the Intempt top-up: your statutory entitlement is never gated or reduced, whatever your length of service.

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 service condition and anniversary thresholds above are employment terms and do not apply to contractors; any time off a contractor takes beyond what their individual contract provides is offered case by case at Intempt's discretion and is never an entitlement.

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 on top of your statutory entitlement:

• Primary caregiver: 8 weeks, paid on a step-down - weeks 1 to 2 at 100%, weeks 3 to 4 at 80%, weeks 5 to 6 at 60%, weeks 7 to 8 at 40%.
• Secondary caregiver: 2 weeks at 100%.
• 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 the greater of 2 weeks at 100% or your local statutory maternity or birth-recovery period. Take it as 1 week before the due date and 1 week after, or both weeks after the birth, whichever you prefer. Where local law sets a longer statutory period, that applies and you receive the greater amount.

Eligibility. The Intempt paid weeks above apply from your 1-year anniversary. Before then you receive your full statutory entitlement, which is never gated. See "Eligibility for the Intempt top-up" above for how the service condition works.

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, paid on top of your statutory entitlement:

• Weeks 1 to 2: full pay.
• Weeks 3 to 8: 50% pay.
• Up to 8 weeks in total, counting both parts together.

Pay does not step down week by week beyond this. We do not shrink your pay as an illness runs on.

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.

Eligibility. The Intempt paid weeks above apply from your 90-day anniversary. Before then you receive your full statutory sick or disability entitlement, which is never gated. See "Eligibility for the Intempt top-up" above for how the service condition works.

For direct employees, your role is protected for at least the period your local law requires, and across the 8 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 8 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.
• Both are available to take any time in your leave year. Unlike paid leave, they don't accrue month by month - you have both from day one of the year, whether or not you end up placing them on a holy or national day.
• 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.