Absences of more than five business days, excluding pre-approved vacation, require a Postdoctoral Research Associate to submit a leave request through University Human Resources in accordance with the University’s Leave of Absence Policy.
Consult with the Leave and Accommodations team within University Human Resources at accommodations@brown.edu to discuss your individual circumstances.
Please note that no employee is guaranteed an appointment beyond the stated term of service as a result of taking leave, except for employees who have been granted parental leave, leave under the FMLA, personal leave to care for an ill family member, or military leave. In those cases, the appointment continues until the end of the leave period if the leave exceeds the stated term of service.
All leaves of absence will be governed by this article and the guidelines set by University Human Resources (UHR).In the event of any inconsistency, ambiguity, or conflict between UHR guidelines and the terms set forth herein, Brown agrees to meet with the BPLO to review the issue.
For more information, please refer to Article 18: Leaves of Absence and Time Off, Section A of the Collective Bargaining Agreement.
Family Medical Leave Act and Rhode Island Parental and Family Medical Leave (FMLA/RIPFML)
PDRAs who have worked at Brown for at least twelve months and at least 1,250 hours in the previous twelve months are eligible for leave under the federal Family Medical Leave Act (FMLA).
FMLA provides eligible employees with up to twelve weeks of unpaid, job-protected leave for specified family and medical reasons. Eligible employees may request FMLA leave for their own serious health condition, a covered family member’s serious health condition, or parental leave related to the birth of a child, adoption, foster placement, or bonding.
Rhode Island Parental and Family Medical Leave (RIPFML) is a state law similar to FMLA. It provides up to thirteen weeks of job-protected leave and runs concurrently with FMLA.
The maximum duration for FMLA leave is twelve weeks. The maximum duration for RIPFML leave is thirteen weeks. When applicable, these leaves run concurrently. For example, an employee cannot take 12 weeks under FMLA, followed by an additional 13 weeks under RIPFML.
PDRAs may use their available paid sick time and vacation time during an approved leave to receive pay. Please note that employees are responsible for paying the employee portion of their benefit premiums while on approved leave.
Alternative Unpaid Leave Options
If a PDRA is not eligible for FMLA or RIPFML because they have not yet completed one year of continuous employment at Brown, alternative unpaid leave options may be available. These include a leave of absence under the Americans with Disabilities Act or a personal leave of absence, among others. Refer to the University’s Leave of Absence Policy and consult with University Human Resources at accommodations@brown.edu to discuss your individual circumstances.
Guidance for Postdoctoral Appointees on a Visa
Postdoctoral appointees on a visa should consult their visa sponsor to understand how a leave of absence may affect their visa status.
Such individuals who are approved for a medical leave of absence and intend to seek treatment in the U.S. during the approved period of leave may be approved to remain in the U.S. during that period. Postdoctoral appointees should contact ISSS to learn about the possibilities and procedures for their specific immigration status when seeking to remain in the U.S. while on medical leave.
Last updated: January 23, 2026