Caring for a family member during a serious health condition can be challenging. You may be eligible for leave that provides time away from work to support your loved one while maintaining job protection.
This page focuses on leave available to care for a family member. If you need leave for your own medical condition, visit the “Caring for Your Own Medical Condition” page.
If eligible, FMLA may provide up to 12 weeks of unpaid, job-protected leave within a rolling 12-month period to care for a spouse, child, or parent with a serious health condition.
FMLA leave runs concurrently with other applicable leave benefits and generally does not increase the total amount of leave available.
If you are not eligible for FMLA, you may still request an unpaid personal leave. Refer to the Personal Leave page for details.
Eligible employees may also take leave under FMLA for certain military-related situations, including:
Depending on your state, you may be eligible for paid family leave benefits to care for a family member with a serious health condition. These benefits may provide income replacement during your leave.
State leave benefits typically run at the same time as Chipotle leave programs and do not increase the total amount of leave available.
The Hartford may help determine if state benefits apply and guide you through next steps. If eligible, you may need to file a claim directly with your state.
Your benefits may continue while you are on leave. To maintain coverage, you are responsible for paying your portion of the premiums for any plans you’re enrolled in.
If you return to work, any unpaid premium amounts will be repaid through payroll deductions over time until the balance is fully repaid.
If your leave is foreseeable, provide notice as early as possible.
Your leave cannot be approved or continued without required medical certification. Submit all requested forms on time to avoid delays or interruptions.
We're looking forward to seeing you back!
Notify your manager if your return date changes so your transition back to work can be planned appropriately.
If you decide not to return to work during your approved leave, you should notify your manager or HRBP at least two weeks before your scheduled return date. If you do not return or attempt to return to work following the end of your leave, you will be considered to have voluntarily resigned as of your leave end date.
Caring for a loved one can impact your emotional, mental, and financial well-being. Chipotle offers benefits that may provide additional support during this time:
Learn more on the Chipotle Benefits Website.
Some states provide leave benefits you may be eligible to receive. If your leave involves a medical leave or FMLA request, our leave administration partner The Hartford may help identify whether state benefits apply and guide you on next steps.
If eligible, you may need to file a claim directly with your state. Chipotle leave benefits and state benefits may run at the same time and are coordinated so total payments do not exceed 100% of your pre-leave earnings.
Visit the Frequently Asked Questions page for a list of common questions and answers.
For all other questions, call the Benefits Service Center at 877-625-1919 or email benefits@chipotle.com.
