Leaves of Absence

You may request leave and open a claim for STD wage replacement insurance by contacting The Hartford at 866.262.7316 or visiting AbilityAdvantage.TheHartford.com. 

STD Wage Replacement Insurance is offset by what you are anticipated to receive from your work state program (as applicable). To receive this offset amount, you need to open a claim with your work state:  

• If you work in the state of New York or Hawaii, The Hartford will assist with processing the state claim.  

• If you work in the following states, you should also open a claim with your state’s paid medical leave program. Each state has their own process for opening a claim:  

California	Massachusetts	Puerto Rico
Colorado	Maine (May 1, 2026)	Rhode Island
Connecticut	Minnesota	Washington
Delaware	New Jersey	Note: Additional statutory paid medical and family leave programs are anticipated to become available. Please check with your state.
District of Columbia	Oregon

• The first five business days of an STD claim is the waiting period. You may use FTO, PTO, or legacy sick leave hours during this time.  

• If you work in Colorado, Minnesota or Oregon please contact LOA@aecom.com for specific timesheet instructions. You may use a reduced amount of FTO/PTO because these state programs do not have a waiting period. 

• If you are paid on a salaried plan (typically exempt), and part of your waiting period is in the middle of the week, you must submit a manual timesheet for the FTO/PTO hours used during the second week. Enter only the FTO/PTO hours on this manual timesheet and leave the remaining days blank. 

• Please do not submit any hours after the initial five business days of absence. You do not need to complete a timesheet for the remainder of your leave.  
• If you have accrued PTO or a legacy sick leave balance, you may supplement your disability insurance payments after they become payable at 66.67 percent. Typically, you may use up to 2.75 hours per day. 

• If you are enrolled in AECOM benefits, you may continue your benefits by paying your benefit premiums directly to the AECOM Benefits Service Center. Benefit premiums are not deducted from STD claim payments.  

• When the AECOM Benefits Service Center receives your leave status, applicable premiums automatically switch to direct billing. The benefit invoice is on a monthly basis. The first invoice typically includes any amount due plus the upcoming month. You’ll receive your first invoice within two weeks of your leave approval. The invoicing will continue for the entire duration of your leave.  

• Please direct all questions about benefit payments to the AECOM Benefits Service Center at 844-779-9567, Monday through Friday (8 a.m. – 8 p.m. Central Time) or log into www.myAECOMbenefits.com. They won’t be able to answer any questions about your invoice until the first invoice is generated. 

• Your Health FSA contributions continue through Direct Bill. You may only submit claims for eligible expenses while you are actively contributing to your Health FSA.   
• HSA and 401(k) contributions do not continue while on leave. You may adjust your HSA and 401k contribution amounts through your payroll deductions when you return to work. 
• You are not eligible for Dependent Care FSA while on leave. You have up to 90 days after the calendar year end to submit a claim for reimbursement of eligible expenses incurred while actively working. 
• You are not eligible for commuter benefits while on leave. You have 30 days after the end of each month to submit commuter benefit expenses incurred while actively working during that month.

Prior to returning to work:  

• Email your return-to-work date to LOA@aecom.com. 

• Ask your health care provider to complete the AECOM Return to Work Release. This form is provided by The Hartford in your initial information packet. 

• Email the completed and signed form to your HR Business Partner prior and LOA@aecom.com. This form must be submitted before you are permitted to return to work.  

•  If your release includes restrictions, you must contact your Human Resource Business Partner to begin the review process prior to returning to work and prior to your leave expiration date. Please allow 3 to 5 business days for AECOM to review your documentation.

After returning from work:

• It will take a few days for your active status to transfer to the AECOM Benefits Service Center. Once this occurs, you may review your benefits. This is important as some benefits require re-enrollment.  

• You may enroll or re-enroll in commuter benefits and the Dependent Care FSA.  

• You may adjust your HSA and 401(k) contribution amounts.  

• You may request intermittent leave by contacting The Hartford. 

• In some intermittent leave circumstances, you may also open a short term disability (STD) claim with The Hartford.  

• Your work state may offer an intermittent paid leave and/or job protection. If you work in one of the following states, you may want to review your eligibility by contacting your state agency. 

California	Massachusetts	Puerto Rico
Colorado	Maine (May 1, 2026)	Rhode Island
Connecticut	Minnesota	Washington
Delaware	New Jersey	Note: Additional statutory paid medical and family leave programs are anticipated to become available. Please check with your state.
District of Columbia	Oregon

• If you are not eligible for a reduced schedule STD claim nor a state paid leave program, you may use up to two weeks of FTO or PTO for approved intermittent leave. If you are PTO eligible, you may choose to continue to use accrued PTO.  

• If you are paid on hourly basis (typically referred to as nonexempt) and choose not to use your accrued PTO, or do not have PTO available, or are approved for a state program benefit, do not submit any hours when using intermittent leave.  

• If you are paid on a salary basis (typically referred to as exempt) and have either used two weeks of FTO or accrued PTO, or are receiving any state program benefit, please use the following LWOP code when using intermittent leave:  

Use the appropriate time code based on your business group:  

• Corporate — charge code: 03001001 (LWOP) 

• DCS — charge code: 04101001 (LWOP) 

• CM — charge code: 05191001 (LWOP)  

All business groups use:  

• Task code: 81 (Medical) 
• Type: Approved LWOP 

Benefit deductions continue through paycheck contributions.  

If you are benefits eligible, with a status of regular full time or regular part time, you are eligible upon hire for a delivery that occurs on or after the date of hire.  

You should apply for leave and notify your manager at least 30 days prior to your leave, when possible.  

You can apply for Parental Leave by contacting The Hartford at 866.262.7316 or visiting  AbilityAdvantage.TheHartford.com. 
When you apply (open a claim) with The Hartford, your manager and AECOM will receive a notification. 

The Paid Pregnancy Leave payment is a top up to the AECOM’s short term disability payment (as approved). The top up is adjusted as needed based on the STD payment schedule.   

Here is a high-level overview of how the leave benefit will be processed. The Pregnancy Leave top up timing may vary, depending on whether leave begins on the same date as delivery or before delivery.  

This example shows leave beginning on the date of delivery:   

• Week 1: AECOM pays 100% beginning on the date of delivery  

• Weeks 2 to 7: The Hartford pays 100% (offset by work state benefit when applicable) 

• Week 8: AECOM pays 33.33% Pregnancy Leave top up and The Hartford pays 66.67% (offset by work state benefit, when applicable) 

• Weeks 9 to 12: AECOM Parental Leave, AECOM pays 100% 

Payment timing:  

• The Hartford breaks down the benefit by a 7-calendar-day week and pays weekly. 
• The AECOM portion is processed on your regular weekly or biweekly pay date schedule. 

The AECOM Pregnancy Leave count of 8 weeks begins on the date of delivery. However, you may begin your leave and short-term disability (STD) claim prior to delivery. If you need to be out of work more than two weeks prior to your due date due to medical reasons, The Hartford is likely to request  additional documentation.  

If you have medical complications after delivery and need to extend your disability claim, please contact The Hartford.  

The AECOM STD Wage Replacement Insurance is offset by what you are anticipated to receive from your work state program (as applicable) during Pregnancy Leave.  

• If you work in the state of New York or Hawaii, The Hartford will assist with processing the state claim.  

• If you work in the following states, you may need to open a claim with your state program if you wish to receive this offset amount. Each state has their own process for opening a claim:  

California	Massachusetts	Puerto Rico
Colorado	Maine (May 1, 2026)	Rhode Island
Connecticut	Minnesota	Washington
Delaware	New Jersey	Note: Additional statutory paid medical and family leave programs are anticipated to become available. Please check with your state.
District of Columbia	Oregon

The first five days of your absence, you may use up to five days of FTO/PTO. This is to ensure you receive payment during the disability claim elimination period.  

If you are paid on a salary plan and your leave begins mid-week, you must submit a manual timesheet for the second week that includes only the FTO.  

If you deliver during that first five business days, AECOM will process Pregnancy Leave payment, as needed, and swap out the FTO/PTO. No adjustments are needed on your side.  

We recommend that you use FTO/PTO even if you have a scheduled induction or C-section, as schedule procedures and actual delivery dates often shift.  

If you work in Colorado, Minnesota or Oregon, there is no elimination period. For assistance in calculating how much FTO/PTO may be used to supplement the first five days, please contact LOA@aecom.com.

Yes, you may begin your leave and short-term disability (STD) claim prior to delivery. However, the AECOM Paid Pregnancy Leave always begins on the date of delivery.  

If you need to be out of work more than two weeks prior to your due date due to medical reasons, The Hartford is likely to request additional documentation.  

Some state programs also allow benefits and/or leave to begin prior to delivery. Refer to your respective state agency for more information.  

Notify The Hartford of your actual date of delivery and actual last day worked.  

If you work in a state with a paid medical leave program, you may also need to notify your state agency or provide them with documentation. For directions, contact your state agency.   

• The Hartford calculates the Short-Term Disability payments on a 7-calendar-day week and pays weekly, once approved.  

• The AECOM portion is processed on your regular weekly or biweekly pay date schedule, once we receive the approval from The Hartford. 

• If you work in New York, The Hartford processes the New York disability portion and pays weekly, once approved.  

• If you work in a state with a benefit program, refer to your state agency for payment information.   

If you are enrolled in AECOM benefits, you may continue your benefits by paying your benefit premiums directly to the AECOM Benefits Service Center.  

Benefit premiums are not deducted from STD claim payments nor from AECOM Pregnancy Leave payments.  

When the AECOM Benefits Service Center receives your leave status, applicable premiums automatically switch to direct billing. The benefit invoice is on a monthly basis. The first invoice typically includes any amount due plus the upcoming month. You’ll receive your first invoice within two weeks of your leave approval. The Benefits Service Center won’t be able to answer any questions about your invoice until the first invoice is generated. 

The invoicing will continue for the entire duration of your leave.  

Please direct all questions about benefit payments to the AECOM Benefits Service Center at 844-779-9567, Monday through Friday (8 a.m. – 8 p.m. Central Time) or log into www.myAECOMbenefits.com. They won’t be able to answer any questions about your invoice until the first invoice is generated. 

See the Benefits & Leave Direct Bill FAQ for more information about benefits.  

• Notify LOA@aecom of your return date.  

• If you wish to express breast milk at work, please talk to your HR Partner. You may request a reasonable accommodation for lactation, which may include increased break time and privacy. 

• If you would like to request a flexible work arrangement, talk to your manager and HR Partner. 

• Review and update your benefits within 31 days of returning to work by logging into myaecombemefits.com.  

• If you want to return to work before using all 8 weeks of Pregnancy leave, ask your health care provider to complete the AECOM Return to Work Release. This form is provided by The Hartford in your initial information packet. Email the completed and signed form to your HR Business Partner and LOA@aecom.com. 
• If you return to work prior to using all 8 weeks of Pregnancy Leave, you forfeit any remaining Paid Pregnancy Leave.  

The Hartford will automatically transition your leave type to AECOM Paid Parental Leave, unless you notify The Hartford that you plan to return to work before using your Parental Leave.  

If your work state program approval extends more than 8 weeks after delivery (most common for those working in Colorado and Massachusetts), please notify LOA@AECOM.com. Your AECOM Paid Parental Leave start date can be adjusted to begin after the approved state paid leave for pregnancy ends. 

Dependent Care FSA – You are eligible to submit expenses incurred up to the date your leave begins.  

Commuter Benefits – You are eligible to submit expenses incurred up to the date your leave beings. You have 30 days after each month to submit expenses incurred while actively working.  

Medical Insurance – Take advantage of special medical plan benefits for expectant moms. Call your medical insurance carrier directly to learn about additional resources.  

Employee Assistance Program (EAP) – Our EAP offers a new child kit as well as an adoption assistance kit when you use the Family Source services. These services include information about parenting classes, lactation coaches, care options, highest rated car seats/baby equipment, mommy/daddy and me classes, multiple-birth discount options and several other resources. You can also search for local caregivers. Visit GuidanceResources.com (enter AECOM as the company code to register if it’s your first visit) or call ComPsych, our EAP provider at 866.501.7962.  

To add your child to your benefits or review your supplemental life insurance coverage, contact the AECOM Benefits Service Center at 844.779.9567, Monday through Friday (8 a.m. – 8 p.m. Central Time) or log in to myaecombenefits.com and select Change My Coverage. You must act within 31 days of your child’s birth.   

You may want to review and update your beneficiary selections for life insurance, HSA, 401(k), etc.  

• Review and update your benefits within 31 days of returning to work by logging into myaecombemefits.com.  

• To participate in a Dependent Care FSA or Commuter Benefits, you must enroll (or re-enroll) after returning to work.  

• See the Benefits & Leave Direct Bill FAQ for more information about benefits.  

• To request a reasonable accommodation for lactation, which may include increased break time and privacy, contact your HR Partner.  

• Talk to your manager and HR Partner if you would like to request a flexible work arrangement.  

You need to submit documentation of your new child event before your claim is approved by The Hartford.   

You don’t need to wait for the official birth certificate. The hospital letter/temporary certificate is usually sufficient, as long as it contains your name and your child’s date of birth. You may upload this documentation to The Hartford’s online portal.  

In the case of adoption or placement, there are multiple types of documents that may be acceptable. Please contact The Hartford to discuss your options.   

Non-birthing parent paid on an hourly basis (typically non-exempt):   

You do not need to complete a timesheet.  

You must use parental leave in full day increments or no payment will be generated.    

Non-birthing parent paid on a salary basis (typically exempt): 

You need to complete a timesheet so that overhead hours do not autogenerate.  

Use the appropriate time code based on your business group:  

• Corporate — charge code: 03001001 (LWOP),  

• DCS — charge code: 04101001 (LWOP) 

• CM — charge code: 05191001 (LWOP)  

All business groups use:  

• Task code: 82 (Parental) 

• Type: LWOP Parental Leave 

Important: The LWOP code is a placeholder and does not generate payment. It also does not create an alert that you have used Parental leave. You must notify The Hartford of your actual leave dates to notify AECOM.  

You must use parental leave in full day increments or no payment will be generated.    

Non-birthing parents in Hunt and LGB pay groups   

Enter your Parental Leave days in the CMIC Etime system by selecting code FMLA from the hours type drop-down list. Someone from Payroll may contact you directly with other instructions.  

Birthing parent

If you are birthing parent transitioning from Pregnancy Leave to Parental Leave, you do not need to complete a timesheet.  

If you have already returned to work from Pregnancy Leave and are using Parental Leave intermittently, please follow the timesheet instructions for non-birthing parents.  

After your child arrives, please provide The Hartford with the following:  

1. Actual date of delivery, adoption, or placement 

2. Actual dates of leave (not including days that you plan to work) 

3. Provide documentation of your new child event to The Hartford 

Important: If you want to add your child to your benefits, contact the AECOM Benefits Service Center at 844.779.9567, Monday through Friday (8 a.m. – 8 p.m. Central Time) or log in to myAECOMbenefits.com within 31 days of the birth, adoption or placement.    

Non-birthing parent 

You continue to pay your benefit contributions through AECOM Payroll.  

Birthing parent

• If you transition directly from Pregnancy Leave to Parental Leave, the direct billing already in place will continue through the duration of your leave. Refer to the Benefits & Leave Direct Bill FAQ for more information about payment and benefit eligibility.  

• If you return to work after Pregnancy Leave and take Parental Leave at a later date, you continue to pay your benefit contributions through AECOM payroll. 

Other State Family Leave Programs

• Intermittent leave – You continue to pay your benefit contributions through AECOM Payroll.  

• Continuous leave – You pay your benefit contributions directly to the AECOM Benefits Service Center. Refer to the Benefits & Leave Direct Bill FAQ for more information about payment and benefit eligibility.  

The Parental Leave benefit is paid in the pay period in which AECOM receives the approval notification from The Hartford. This means that you may not be paid in the pay period that you use Parental Leave.  

Once the claim approval is received by AECOM, the paid leave is included on the next regular pay date.  

Important: It is important to notify The Hartford whenever you are using Parental Leave. This is how AECOM is alerted of your leave usage.  

Though you may need to complete a timesheet (see “How do I complete my timesheet?”), this does not automatically generate a payment. Nor does this action alert AECOM that you have used leave. 

You must use parental leave in full day increments or no payment will be generated. 

See the Parental Leave FAQ for more details.  

If you have questions related to your Parental Leave claim, please contact The Hartford.  

If you have concerns after reviewing the Parental Leave FAQ, please contact LOA@aecom.com.  

You may request leave by contacting The Hartford at 866.262.7316 or visiting AbilityAdvantage.TheHartford.com. 

• If you are not eligible for a state paid leave program, you may use up to two weeks of FTO or PTO for approved intermittent leave.  

• If you are PTO eligible, you may choose to continue to use accrued PTO.  

• If you are paid on hourly basis (typically referred to as nonexempt) and choose not to use your accrued PTO, or do not have PTO available, or are approved for a state program benefit, do not submit any hours when using intermittent leave.  

• If you are paid on a salary basis (typically referred to as exempt) and have either used two weeks of FTO or accrued PTO, or are receiving any state program benefit, please use the following LWOP code when using intermittent leave.  

Use the appropriate time code based on your business group:  

• Corporate — charge code: 03001001 (LWOP) 

• DCS — charge code: 04101001 (LWOP) 

• CM — charge code: 05191001 (LWOP)  

All business groups use:  

• Task code: 81 (Medical) 

• Type: Approved LWOP 

    Intermittent leave 

You continue to pay your benefit contributions through AECOM Payroll.  

Continuous leave 

You pay your benefit contributions directly to the AECOM Benefits Service Center. Refer to the Benefits & Leave Direct Bill FAQ for more information about payment and benefit eligibility.  

Please contact The Hartford to request Personal Leave. Once you make the request, The Hartford will provide you with a claim number and a Personal Leave request form. This form will be mailed to you. Once the form has generated, you may also retrieve it from The Hartford’s online portal.  

• Please provide this form to your manager and HR Partner for review. If they approve, they will sign this form and return the form to you. You then return the signed form to The Hartford. If you do not return the signed form to The Hartford, the request will be denied.  

It’s important to request leave within the parameters of 30 and 120 calendar days. Requests outside of this minimum and maximum are automatically denied.   

You do not need to complete a timesheet while on leave. You may need to complete a manual timesheet if you begin or end your leave mid-week.  

   If you are enrolled in AECOM benefits, you may continue benefits (as permitted) by paying your benefit premiums directly to the AECOM Benefits Service Center. 

• You are not eligible for benefits that are subject to “actively at work” requirement, including any life insurance, STD, LTD, dependent day care FSA, and commuter benefits 

• When the AECOM Benefits Service Center receives your leave status, applicable premiums automatically switch to direct billing. The benefit invoice is on a monthly basis. The first invoice typically includes any amount due plus the upcoming month. You’ll receive your first invoice within two weeks of your leave approval. The invoicing will continue for the entire duration of your leave.  

Direct all questions about benefit payments to the AECOM Benefits Service Center at 844-779-9567, Monday through Friday (8 a.m. – 8 p.m. Central Time) or log into www.myAECOMbenefits.com. They won’t be able to answer any questions about your invoice until the first invoice is generated. 

Please email LOA@aecom.com to confirm your actual return date.  

Reserve Training of 10 days or less 

• You will not be placed on Military Leave in Workday and will continue as active status.  

• If you are paid on an hourly basis (typically referred to as nonexempt), please submit a timesheet only for regular hours worked. If you have no hours worked, then do not submit a timesheet.  

• If you are paid on a salary basis (typically referred to as exempt) and work a partial week, complete a timesheet for LWOP (Leave Without Pay Hours) for the hours that you did not work:  

Use the appropriate time code based on your business group:  

• CM — charge code: 05191001 (LWOP)  

• Corporate — charge code: 03001001 (LWOP) 

• DCS — charge code: 04101001 (LWOP) 

All business groups use:  

• Type: Approved LWOP 

• Task code: 83 (Military) 

Reserve Training of more than 10 days and Active Duty 

• You will be placed on Military Leave in Workday. 

• If you are paid on an hourly basis (typically referred to as nonexempt), please submit a timesheet only for regular hours worked. 

If you are paid on a salary basis (typically referred to as exempt), and your leave begins in the middle of the week, you must submit a manual timesheet for the hours worked that part of the week.    

To receive differential pay, submit a case to Payroll through the Employee Center portal. You must attach a copy of the military orders and your Leave and Earnings Statement (LES).  

Your pay will be suspended until the military orders and LES are received. 

• Short-Term Military Leave (10 days or less): Your regular paycheck contributions for your enrolled benefits will continue.  

• Long-Term Military Leave (more than 10 days): If you are enrolled in AECOM benefits, you may continue your benefits by paying your benefit premiums directly to the Service Center. Benefit premiums are not deducted from differential payments.  

• Short Term Disability Insurance, Long Term Disability Insurance, Life and AD&D coverage may be continued up to 12 weeks 

• When the AECOM Benefits Service Center receives your leave status, applicable premiums automatically switch to direct billing. The benefit invoice is on a monthly basis. The first invoice typically includes any amount due plus the upcoming month. You’ll receive your first invoice within two weeks of your leave approval. The invoicing continues for the entire duration of your leave.  

• You may choose to discontinue your benefits while on a long-term military leave. 

• Direct all questions to the AECOM Benefits Service Center at 844-779-9567, Monday through Friday (8 a.m. – 8 p.m. Central Time) or log into www.myAECOMbenefits.com. They won’t be able to answer any questions about your invoice until the first invoice is generated. 

Please contact LOA@aecom.com to discuss your specific situation.  

In most states with a paid benefit, you request the benefit directly with your work state. Please refer to your respective state program entity for guidance.   

Please notify LOA@aecom.com that you plan to request this leave and provide the leave type and anticipated dates.