Paid Time Off
Plan
At RWJBH we believe that Wellbeing starts with you. And meaningful time off is an important part of Total Wellbeing. Our team members need time away from work to rest, recharge, care for themselves and be there for those they love.
We have prepared this summary overview to supplement our policies. In the case of a discrepancy between this page and the Policy, the Policy will govern.
Key Deadline to Know – December 19, 2026
The following applies to employees who are in the system’s standard paid time off plan.
- The Vacation and Holiday banks have expiration deadlines that apply on December 19, 2026.
- Any unused time remaining in an employee’s Vacation bank over 80 hours after December 19, 2026, will be forfeited and not paid out.
- Any holiday amount remaining in an employee’s Holiday bank after December 19, 2026, will be forfeited and not paid out.
Note: There will be no exceptions to the above deadline. Employees can donate up to 40 hours of unused Vacation time to the RWJBH Foundation each year. For more information, click here.
Reminder – December 20, 2026
For next year, the eight holidays for 2027 (which include Christmas Day 2026) will be loaded and available beginning December 20, 2026.
Key Resources for You
Quick Tips: Transition Guide
Click here for a short resource guide on your current paid time off plan.
FAQs
Click here for additional details and answers to questions regarding the Paid Time Off plan.
Time Off and Leave of Absence Policies
RWJBarnabas Health Paid Time Off Plans
Viewing Your Paid Time Off
Eligibility
All full-time and part-time employees scheduled to work 16+ hours per week.
Employees who are covered by a collective bargaining agreement should check with their local human resources team or union leadership to understand how these changes may apply.
This paid time off plan does not apply to:
Per Diem employees, Medical Residents, and employees who are part of the RWJBarnabas Health Nursing School or Children’s Specialized Hospital school-based therapy programs. Please see your business leader for your paid time off details.
New Hires
- Upcoming fixed holidays and the flex holiday will be loaded to the employee’s holiday bank immediately and available for immediate use, if applicable based on the employee’s start date.
- Forty (40) hours of NJESL time will be frontloaded immediately upon hire and available for immediate use, if needed/applicable.
- Vacation time will begin accruing immediately but will not be eligible for use until ninety (90) days of continuous service in an eligible position following the employee’s hire date.
Honor System Employees
Refer to the “Paid Time Off Honor System for Leadership” section for details
Holiday Time
Collectively, we observe eight (8) holidays per year:
- Seven (7) fixed: New Year’s Day, Martin Luther King Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas
- One (1) flex: This holiday is designed to be used on another day each year that is important to you
How your holiday hours will be allocated
Holiday hours are allocated based on your standard weekly hours. (Note: Employees with standard hour amounts not shown below will receive a prorated amount.)
Total hours of holiday time based on your weekly standard hours
| Standard Weekly Hours | 20 hrs |
24 hrs |
30 hrs |
36 hrs |
37.5 hrs |
40 hrs |
| Holiday Hrs Per Year | 32 | 38.4 | 48 | 57.6 | 60 | 64 |
| Holiday Hrs Per Holiday | 4 | 4.8 | 6 | 7.2 | 7.5 | 8 |
Key things to know
Here are key things for you to know about holiday time:
- All holiday hours are loaded at the start of the pay calendar year and are available for use through the last pay period of the year. For 2026, the holidays expire on December 19, 2026. There is no payout of holiday time if unused or at separation.
- All eligible employees will receive proportional holiday hours for eight total holidays per year. If you work longer shifts (e.g., 12-hours), you may need to combine multiple holidays or use some vacation time to fully cover a day off, if you are taking off for a full shift that falls on a holiday. For Example:
An employee taking off for a fixed holiday – based on their standard weekly schedule
| Standard Weekly Schedule | 36 hrs |
37.5 hrs |
37.5 hrs |
40 hrs |
40 hrs |
| 12-hour shifts |
12.5-hour shifts |
7.5-hour shifts |
10-hour shifts |
8-hour shifts |
|
| 3 Days |
3 Days |
5 Days |
4 Days |
5 Days |
|
| Total Annual Holiday Hours | 57.6 | 60 | 60 | 64 | 64 |
| Hours Per Holiday | 7.2 | 7.5 | 7.5 | 8 | 8 |
| Vacation Hours to Supplement | 4.8 | 5 | – | 2 | – |
| Total Hours for Full Shift | 12 | 12.5 | 7.5 | 10 | 8 |
Holiday Time
Collectively, we will observe eight (8) holidays per year:
- Seven (7) fixed: New Year’s Day, Martin Luther King Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas
- One (1) flex: This holiday is designed to be used on another day each year that is important to you
How your holiday hours will be allocated
Holiday hours are allocated based on your standard weekly hours. (Note: Employees with standard hour amounts not shown below will receive a prorated amount.)
Total hours of holiday time based on your weekly standard hours
| Standard Weekly Hours | 20 hrs |
24 hrs |
30 hrs |
36 hrs |
37.5 hrs |
40 hrs |
| Holiday Hrs Per Year | 32 | 38.4 | 48 | 57.6 | 60 | 64 |
| Holiday Hrs Per Holiday | 4 | 4.8 | 6 | 7.2 | 7.5 | 8 |
Key things to know
Here are key things for you to know about the new holiday time:
- All holiday hours will be loaded at the start of the pay calendar year and will be available for use through the last pay period of the year ending on December 19, 2026. For 2026 only, four holidays have already been loaded and the additional four holidays in this pay calendar year (Memorial Day, July 4th, Labor Day, and Thanksgiving) will be loaded and available for use by February 1, 2026.
- There is no payout of holiday time if unused or at separation.
- All eligible employees will receive proportional holiday hours for eight total holidays per year. If you work longer shifts (e.g., 12-hours), you may need to use some vacation time to fully cover a day off, if you are taking off for a full shift that falls on a holiday. For Example:
An employee taking off for a fixed holiday – based on their standard weekly schedule
| Standard Weekly Schedule | 36 hrs |
37.5 hrs |
37.5 hrs |
40 hrs |
40 hrs |
| 12-hour shifts |
12.5-hour shifts |
7.5-hour shifts |
10-hour shifts |
8-hour shifts |
|
| 3 Days |
3 Days |
5 Days |
4 Days |
5 Days |
|
| Total Annual Holiday Hours | 57.6 | 60 | 60 | 64 | 64 |
| Hours Per Holiday | 7.2 | 7.5 | 7.5 | 8 | 8 |
| Vacation Hours to Supplement | 4.8 | 5 | – | 2 | – |
| Total Hours for Full Shift | 12 | 12.5 | 7.5 | 10 | 8 |
NJESL (Sick) Time
For eligible employees, 40 hours of NJESL are frontloaded each January 1 and expires on December 31.
Unused NJESL may carry over, but only 40 hours of total NJESL may be used per year. Employees will see a maximum balance of 40 hours of NJESL on January 1st each year.
NJESL must be taken in full shift increments (e.g., 6-hour shift = 6 hours of NJESL).
If you use all 40 hours and need to take a sick day, you must use other paid time off (e.g., Vacation, Legacy Time Off/Sick) — this will count as unscheduled time off under the Attendance Policy. Unpaid time off is not allowed.
For planned absences, employees must give 7 calendar days’ notice and try to avoid disrupting department operations.
For unplanned absences: Notify manager as soon as possible. Employees are expected to make a reasonable effort to schedule the use of NJESL in a manner that does not unduly disrupt the operations of the employee’s department.
Unused NJESL is not paid out upon separation.
Note: Non-licensed per diems will continue to earn 1 hour per 30 worked; licensed per diem healthcare workers are not eligible for NJESL.
Note: Different processes and sick benefits may be available for employees who are located within states other than New Jersey.
Vacation Time
The number of vacation days you are eligible to accrue is determined by three factors
- Your role: Non-Exempt (Hourly) or Exempt (Salaried) status
- Your tenure: Length of service with RWJBarnabas Health
- Your schedule: Weekly standard hours
Key things to know
Here are a few key things for you to know about vacation time:
- Vacation time accrues biweekly, based on your standard weekly hours (not actual hours worked).
- Requests should be submitted at least four (4) weeks in advance, subject to manager approval.
- Vacation must be earned before use; unpaid time off is not allowed (unless dismissed due to low census or under extreme circumstances).
- Time must be taken in at least half-shift increments (unless using to supplement a Fixed or Flex Holiday).
- You may carry over up to 80 hours of unused vacation time into the following pay year. Any time over 80 hours will be forfeited and not eligible for payout. For 2026, the 80-hour cap applies to all time in your vacation bank as of December 19, 2026.
- Unused vacation time will be paid out at separation, subject to adequate resignation notice.
How much vacation time you will be eligible for
The tables below outline the total annual vacation hours for most hourly and salaried employees, based on varying weekly standard hours. (Note: Employees with standard hour amounts not shown below will receive a proportionate, prorated amount.)
Employees will receive the additional vacation time once they reach a new tenure band (e.g., hitting 3 Years of Service), but not before. All changes to the accrual rate will start in the next pay period following the change.
Total hours of vacation time per year – Hourly (Non-Exempt)
| Years of Service |
Weekly Standard Hours | |||||
| 20 hrs |
24 hrs |
30 hrs |
36 hrs |
37.5 hrs |
40 hrs |
|
| 0 | 60 | 72 | 90 | 108 | 112.5 | 120 |
| 3 | 68 | 81.6 | 102 | 122.4 | 127.5 | 136 |
| 5 | 76 | 91.2 | 114 | 136.8 | 142.5 | 152 |
| 10 | 84 | 100.8 | 126 | 151.2 | 157.5 | 168 |
| 15 | 92 | 110.4 | 138 | 165.6 | 172.5 | 184 |
| 20+ | 100 | 120 | 150 | 180 | 187.5 | 200 |
Total hours of vacation time per year – Salaried (Exempt)
| Years of Service | Weekly Standard Hours | |||||
| 20 hrs |
24 hrs |
30 hrs |
36 hrs |
37.5 hrs |
40 hrs |
|
| 0 | 80 | 96 | 120 | 144 | 150 | 160 |
| 3 | 88 | 105.6 | 132 | 158.4 | 165 | 176 |
| 5 | 96 | 115.2 | 144 | 172.8 | 180 | 192 |
| 10 | 104 | 124.8 | 156 | 187.2 | 195 | 208 |
| 15 | 112 | 134.4 | 168 | 201.6 | 210 | 224 |
| 20+ | 120 | 144 | 180 | 216 | 225 | 240 |
Vacation Time
The number of vacation days you are eligible to accrue will be determined by three factors
- Your role: Non-Exempt (Hourly) or Exempt (Salaried) status
- Your tenure: Length of service with RWJBarnabas Health
- Your schedule: Weekly standard hours
Key things to know
Here are a few key things for you to know about the new vacation time:
- Vacation time accrues biweekly, based on your standard weekly hours (not actual hours worked).
- Requests should be submitted at least four (4) weeks in advance, subject to manager approval.
- Vacation must be earned before use; unpaid time off is not allowed (unless dismissed due to low census or under extreme circumstances).
- Time must be taken in at least half-shift increments (unless using to supplement a Fixed or Flex Holiday).
- Beginning at the end of 2026, you may carry over up to 80 hours of unused vacation time into the following year. Any time over 80 hours will be forfeited and not eligible for payout.
- Unused vacation time will be paid out at separation, subject to adequate resignation notice.
How much vacation time you will be eligible for
The tables below outline the total annual vacation hours for most hourly and salaried employees, based on varying weekly standard hours. (Note: Employees with standard hour amounts not shown below will receive a proportionate, prorated amount.)
Total hours of vacation time per year – Hourly (Non-Exempt)
| Years of Service |
Weekly Standard Hours | ||
| 20 hrs |
24 hrs |
30 hrs |
|
| 0 | 60 | 72 | 90 |
| 3 | 68 | 81.6 | 102 |
| 5 | 76 | 91.2 | 114 |
| 10 | 84 | 100.8 | 126 |
| 15 | 92 | 110.4 | 138 |
| 20+ | 100 | 120 | 150 |
| Years of Service |
Weekly Standard Hours | ||
| 36 hrs |
37.5 hrs |
40 hrs |
|
| 0 | 108 | 112.5 | 120 |
| 3 | 122.4 | 127.5 | 136 |
| 5 | 136.8 | 142.5 | 152 |
| 10 | 151.2 | 157.5 | 168 |
| 15 | 165.6 | 172.5 | 184 |
| 20+ | 180 | 187.5 | 200 |
Total hours of vacation time per year – Salaried (Exempt)
| Years of Service | Weekly Standard Hours | ||
| 20 hrs |
24 hrs |
30 hrs |
|
| 0 | 80 | 96 | 120 |
| 3 | 88 | 105.6 | 132 |
| 5 | 96 | 115.2 | 144 |
| 10 | 104 | 124.8 | 156 |
| 15 | 112 | 134.4 | 168 |
| 20+ | 120 | 144 | 180 |
| Years of Service | Weekly Standard Hours | ||
| 36 hrs |
37.5 hrs |
40 hrs |
|
| 0 | 144 | 150 | 160 |
| 3 | 158.4 | 165 | 176 |
| 5 | 172.8 | 180 | 192 |
| 10 | 187.2 | 195 | 208 |
| 15 | 201.6 | 210 | 224 |
| 20+ | 216 | 225 | 240 |
Transitional Accrual (if applicable)
Note: This is only applicable to employees who transitioned to the new RWJBarnabas Health paid time off plan effective December 21, 2025.
If your previous plan gave you more time off annually than the RWJBarnabas Health paid time off plan provided, we will continue to provide you with the same total annual hours of paid time off for up to five years, via a Transitional Accrual to offset the difference. Your personalized letter is now available in PeopleSoft Employee Self Service (ESS).
This Transitional Accrual time is added to your biweekly “vacation” accrual, following the standard 80-hour annual carryover rule. You will continue to receive this Transitional Accrual time for up to five years—unless your employment status changes (e.g., moving to a per diem or part-time role) or you become eligible for more time off under the current system plan based on your tenure.
Legacy Banks (if applicable)
Note: This is only applicable to employees who transitioned to the new RWJBarnabas Health paid time off plan effective December 21, 2025. All unused time as of December 20, 2025, moved into Legacy Banks. No cap or max carryover applied to these balances – the full balances were migrated on December 21, 2025. The Legacy Banks do not expire and remain available for use during employment at RWJBH. Employees cannot add new hours to Legacy Banks, they only decrease with use.
| Legacy Bank | What It Means for You |
| Legacy Time Off | Legacy Time Off can be used as vacation time and is not included in the annual 80-hour year-end carryover maximum. These balances will be eligible to be paid out upon your separation from RWJBarnabas Health, subject to adequate resignation notice and termination without cause. The value per hour adjusts with an employee’s pay rate and is paid at current rate when used. It is not required to deplete your Vacation bank before you can utilize your Legacy Time Off, however the default assumed for usage will always be Vacation bank, if available. |
| Legacy Sick | Legacy Sick Time is not the same as NJSEL and can be used only for personal illness or injury, not for family care or vacation. This time cannot be scheduled in advance, unless part of an approved personal illness/injury. Legacy Sick is subject to Attendance Policy for unscheduled use. These balances will not be eligible to be paid out upon your separation from RWJBarnabas Health. |
| Legacy EIB | Legacy Extended Illness Bank (Legacy EIB) time can be utilized during an approved leave of absence related to your own personal illness or injury. These balances will not be eligible to be paid out upon your separation from RWJBarnabas Health. |
Paid Leaves of Absence
Our paid leave of absence benefits are designed to meet you in some of life’s most exciting and challenging moments, offering flexibility and peace of mind. Please review the Leave of Absence Policy, found here, or the Frequently Asked Questions linked on the right-hand side of this page, for more specific information.
| Component | Benefit Overview |
| Paid Parental Leave Supplement* | Up to 12 weeks of 100% base pay for all eligible new parents (birthing and non-birthing) in combination with any available support through New Jersey’s Temporary Disability (TDI) and/or Family Leave Insurance (FLI) programs. You will receive partial pay from the state and the rest from RWJBarnabas Health. |
| Paid Short-Term Disability Supplement* |
Up to 26 weeks at 66 2/3% base pay in combination with any available support through New Jersey’s Temporary Disability (TDI) program. You will receive partial pay from the state and the rest from RWJBarnabas Health. Note: Your Legacy Banks will be used first to supplement your pay before the Paid Short-Term Disability Supplement benefit begins. |
| Bereavement Leave | Up to four (4) working days will be available for bereavement of an immediate family member and up to two (2) working days for other family members. |
Note: This also applies to all Honor System-eligible employees.
* To be eligible for supplemental leave of absence benefits, employees must be employed with RWJBarnabas Health for at least one continuous year. These changes apply to consecutive leaves of absence and do not apply to intermittent leaves. You must be approved for benefits through the New Jersey TDI/FLI programs (as applicable) in order to collect the supplemental benefit from RWJBarnabas Health. Employees who are located within states other than New Jersey should consult the Leave of Absence team for details on specific processes and benefits that may be available.
Paid Time Off Honor System for Leadership
The Honor System paid time off benefit applies to RWJBH employees with a title of Supervisor and above (e.g. Manager, Director, AVPs, VPs, SVPs, and C-Suite Leadership) and employed physicians. The Paid Time Off Honor System for Leadership policy can be found here.
With the Honor System Policy, eligible employees and their leaders are given the flexibility and discretion to decide when and how much time off is needed considering their own personal and business circumstances. There is no set number of days allotted to each eligible employee annually.
No Changes to Previously Frozen Banks
If you had accumulated unused Vacation/PTO/Holiday time during your transition to the Honor System prior to May 11, 2025, that time will continue to be frozen. These balances are only accessible upon resignation and cannot be used to receive additional pay during a leave of absence.
Future Promotions into the Honor System
If you are promoted into an Honor System-eligible role, your existing unused banks of time off will be forfeited and will not be paid out. From that point forward, you will enjoy the full flexibility of the Honor System time off benefit.