Wellness Leave FAQs

A supervisor may, at their discretion, require that an employee requesting wellness leave submit the nature and the time/place of the activity for consideration for granting of the leave.
This not only fosters transparency but also helps supervisors understand and support their team’s needs more effectively.
 

No, wellness leave is intended to be used to engage in wellness activities during an employee’s regular workday. The decision of whether to allow an employee to use wellness leave at the start or end of the workday rests with the supervisor.

No, the maximum wellness leave is 2.5 hours per week. An employee may request to use the leave in 30-minute increments over 5 days, or they may request to use another variation (e.g., 2.5 hours in one day). The employee’s supervisor has discretion to grant the use of wellness leave.

In accordance with the state of Texas government code, state agencies have the option of offering wellness leave for the purpose of “exercising three times a week.” Texas State University has opted into this program, offering its employees up to 2.5 hours per week of wellness leave as part of UPPS 04.04.30 University Leave Policy, while broadening the scope of health and wellness-related activities. These may include, but are not limited to, relaxation or stress management activities, fitness activities or classes, healthy eating initiatives, team sports, and attending wellness-related workshops. Employees are required to provide a clear rationale for their leave to their supervisor. This ensures that both parties understand the purpose of the leave and its impact on the employee’s overall performance. Wellness leave may not be used in situations where sick leave is appropriate. (see question Q8)

No, wellness leave is not accrued. Up to 2.5 hours may be used each week if approved in advance by the employee’s supervisor.

No, wellness leave cannot be banked for future use.

No, wellness leave is not accrued time off, thus there is no ‘balance’ and it is not paid at the time of separation.

No, wellness leave is not intended to be used for medical or mental health appointments with off-campus providers or health screenings off-campus. Sick leave is the most appropriate time off category for these purposes. If sick leave is not available, an employee may use vacation or compensatory leave.

No, wellness leave cannot be used in conjunction with paid leave.

A supervisor may, at their discretion, approve wellness leave for an employee who is working remotely.

No. Workers’ compensation benefits cover employees who are injured while in the course and scope of their duties.