TL;DR: A Walmart LOA is filed and decided by Sedgwick, the third-party administrator that runs Walmart's entire leave-of-absence program — your store manager can't approve or deny it. You request leave by phone at 800-492-5678 or online at mySedgwick.com, and you'll need your Walmart Identification Number (WIN), your last day worked, an expected return date, and your health care provider's contact information for medical claims. Sedgwick can approve medical, personal, intermittent, and military leave, and if your claim gets denied, you generally have just three days to call and ask for reconsideration.
If you've ever asked a store manager for time off and gotten a shrug, you already know Walmart doesn't run leave through the store. It runs through Sedgwick, an outside claims administrator most associates have never heard of until they need one. That's confusing the first time you deal with it, but the process itself isn't complicated once you know the sequence: notify your workplace, file with Sedgwick, submit the right paperwork, and track your claim online. Below, you'll find what each type of Walmart LOA covers, the exact steps to request one, what Sedgwick asks for, and what your options are if a claim gets denied.
Why Sedgwick, Not Your Store Manager
Walmart contracts with Sedgwick to administer leave claims, short-term disability, and workers' compensation for its associates nationwide. Your store manager, people lead, or coach can't approve your leave and can't deny it — that decision sits entirely with Sedgwick's claims examiners. Your manager's role is scheduling and coverage, not eligibility.
This split matters because it changes who you call. Telling your manager you're taking leave is a courtesy so they can plan coverage. Actually requesting the leave — and getting it approved — happens through Sedgwick alone, either by phone or through the mySedgwick portal.
Types of Walmart Leave of Absence
Leave Type | Typical Duration | Job-Protected? | Filed With |
|---|
Medical LOA | Combined leave types cap at 26 weeks in a 52-week period | First 12 weeks under FMLA, if eligible | Sedgwick |
Personal LOA | Up to 12 weeks | Not guaranteed — discretionary | Sedgwick |
Intermittent LOA | Varies by medical need | Yes, if FMLA-eligible | Sedgwick |
Military LOA | Per USERRA (up to 5 years cumulative) | Yes, reinstatement rights apply | Sedgwick |
Bereavement | Up to 3 days | Not FMLA-protected, paid separately | Store/People Lead |
Maternity and parental (bonding) leave are also filed through Sedgwick, but they run on their own pay structure and timeline. We cover those separately in Walmart Maternity & Paternity Leave: What to Expect — this guide focuses on the medical, personal, intermittent, and military LOA process itself.
How to Request a Walmart Leave of Absence
Step 1: Tell Your Manager
Let your store manager or people lead know you'll need time away and roughly when. This doesn't start your claim — it just gives your store a heads-up so they can plan the schedule around you.
Step 2: File the Claim With Sedgwick
Start your request one of two ways:
Phone: 800-492-5678
Online: mySedgwick.com
Have this ready before you call or log in: your WIN (Walmart Identification Number), your work schedule for the next three weeks, your last day worked, your expected return-to-work date, and — for medical claims — your health care provider's name, phone number, and fax number.
Step 3: Submit Certification or Documentation
What Sedgwick asks for depends on the leave type:
Medical or intermittent LOA: Your provider completes a medical certification or Attending Physician Statement. Sedgwick generally needs it back within 20 days, or your claim can be delayed or denied.
Military LOA: A copy of your military orders.
Personal LOA: A written explanation of the reason for leave, since approval is discretionary rather than automatic.
If Sedgwick requests anything additional after your initial submission, get it back within 12 days — that's the second common deadline associates miss.
Step 4: Track Your Claim
Once you've filed, check mySedgwick.com for updates rather than waiting on a letter. The portal shows your claim status and how many days of FMLA or state leave protection you have left. Keep calling in scheduled absences per your store's attendance policy until Sedgwick has actually made a decision — a pending request doesn't excuse a no-call/no-show.
Step 5: Confirm Your Return
Before your approved leave ends, confirm your return date through Sedgwick. If you need more time, request the extension — with supporting documentation — before the current leave expires, not after.
Walmart Medical Leave of Absence
Medical LOA covers your own serious health condition. A few things worth knowing:
Duration: Associates who qualify for more than one type of protected leave can reach a combined maximum of 26 weeks in a 52-week period, though FMLA job protection itself only covers 12 of those weeks.
Pay: The leave itself is unpaid, but short-term disability can replace part of your wages for a stretch of that time if you're enrolled, after a standard waiting period.
Certification: Your health care provider completes Sedgwick's medical certification form — this is the single biggest source of delay, so get your provider the form early.
Medical LOA and FMLA run concurrently, not back-to-back. If you're FMLA-eligible, your first 12 weeks count against both your medical LOA and your FMLA entitlement at the same time. For the federal eligibility rules — 12 months of tenure, 1,250 hours worked, and a location with 50+ employees within 75 miles — see our FMLA eligibility guide.
Walmart Personal Leave of Absence
Personal LOA covers reasons that don't fit a medical or family category — school, family obligations, or other personal matters.
Duration: Up to 12 weeks.
Pay: Unpaid.
Approval: Discretionary. Unlike medical LOA or FMLA, personal leave isn't a legal right — Sedgwick and Walmart can deny it for business reasons.
That distinction matters when you're planning: request personal leave with real lead time, and don't assume it will be approved just because you asked. For a deeper look at how discretionary leave differs from protected leave across employers generally, see our guide to personal leave of absence.
Walmart Intermittent Leave of Absence
Intermittent LOA lets you take leave in separate blocks instead of one continuous stretch — a few hours or a few days at a time, spread across weeks or months.
How it starts: Sedgwick sends your health care provider a certification request specifying how often and how long you'll need to be out. Your provider typically has 20 days to return it.
Reporting each absence: Call in or log each intermittent absence to Sedgwick before your shift starts. Absences not reported within two calendar days of the missed shift generally won't be approved, and repeated no-shows can lead to discipline even while a claim is pending.
Common uses: Chemotherapy or dialysis appointments, physical therapy, chronic condition flare-ups, and ongoing mental health treatment.
Until Sedgwick approves the request, missed shifts are typically coded as conditional. That's not a denial — it's a placeholder until the paperwork clears. For more on how this works across employers, see our guide to intermittent FMLA.
Walmart Military Leave of Absence
Military LOA is governed by USERRA, the federal law protecting service members' civilian jobs, not by Walmart's internal leave policy alone.
Duration: USERRA guarantees reemployment rights for up to five years of cumulative uniformed service, with some exceptions.
Documentation: A copy of your military orders — deployment orders, activation orders, or a training schedule.
Reinstatement: USERRA's "escalator principle" means you return to the position you'd have reached had you never left, not just your old job. See the Department of Labor's USERRA program page for the full federal rules.
Walmart has faced legal scrutiny over how it treated short-term military leave in the past, which is a reminder to document your orders and your claim carefully rather than assume the process will run itself.
What to Do If Sedgwick Denies Your Leave
Read the denial letter. It states the specific reason — missing documentation, an eligibility gap, or a condition that didn't meet the certification standard.
Call Sedgwick quickly. You typically have just three days after receiving a denial to call 800-492-5678 and request reconsideration, so don't sit on the letter.
Fix the specific gap. Most denials trace back to incomplete medical certification or documentation that arrived after the 20-day window — supplying what's missing is often enough to reverse it.
Ask about the formal appeal. Sedgwick has an appeals process for both leave and short-term disability denials; ask what it requires and the deadline.
Talk to an employment attorney if you believe your FMLA or USERRA rights specifically were violated, not just a discretionary personal-leave request.
The most common denial reasons:
Medical certification or documentation submitted after the 20-day deadline
Requested additional information not returned within 12 days
Hours or tenure requirement not met for FMLA-linked leave
Reason for leave doesn't qualify under Walmart's policy (common with personal LOA)
Tips for a Smoother Sedgwick Claim
File as soon as you know you'll need leave — don't wait for the first missed shift.
Get your provider the certification form immediately. The 20-day clock starts the moment Sedgwick sends it, not when you get around to it.
Keep copies of everything — forms, letters, and the date you submitted each one.
Check mySedgwick.com regularly instead of waiting on mail.
Report every intermittent absence within two days, even if you're sure the claim will be approved.
Confirm your return date before your leave ends — an expired, unextended leave can be treated as job abandonment.
Frequently Asked Questions
How do I request a leave of absence at Walmart?
Call Sedgwick at 800-492-5678 or file online at mySedgwick.com. Tell your store manager as a courtesy, but only Sedgwick can approve or deny the leave itself.
What information does Sedgwick ask for when I file?
Your WIN (Walmart Identification Number), your work schedule for the next three weeks, your last day worked, your expected return date, and — for medical claims — your health care provider's name, phone, and fax number.
How long can a Walmart LOA last?
It depends on the type. Associates combining more than one qualifying leave reason can reach up to 26 weeks in a 52-week period, though FMLA job protection covers only the first 12 weeks. Personal LOA tops out at 12 weeks and isn't guaranteed. Military leave follows USERRA, which protects up to five years of cumulative service.
Does Walmart pay employees during a leave of absence?
Medical and personal LOA are unpaid on their own, though enrolled associates can use short-term disability or PTO to get paid during part of a medical leave. Maternity and parental leave run on a separate, partly paid structure — see our Walmart maternity and paternity leave guide for those numbers.
What happens if I don't return from LOA on time?
If you don't return by your approved date and haven't requested an extension with supporting documentation, Walmart can treat it as job abandonment and end your employment. Always request an extension before your current leave expires.
Can Walmart fire me for taking a leave of absence?
Not if the leave is protected — FMLA-covered medical leave or military leave under USERRA. Personal LOA is different: because it's discretionary rather than a legal right, Walmart has more latitude to deny it or manage your job status while you're on it.
Can I file a Walmart LOA claim without a mySedgwick account?
Yes — you can start a claim by phone at 800-492-5678 instead of creating a mySedgwick.com account, and an examiner will walk you through what's needed. Have your WIN, your last day worked, and your expected return date ready either way. Most associates check mySedgwick.com anyway once they've filed, since it's the fastest way to see claim status, but an account isn't required to submit the initial request.
What happens if I miss the certification deadline for my Walmart LOA?
Missing the 20-day window for your medical certification or Attending Physician Statement is one of the most common reasons Sedgwick delays or denies a claim. If it happens, get the missing paperwork from your provider and call 800-492-5678 to ask about reconsideration rather than assuming the claim is dead — most certification-related denials can be reversed once the documentation is in. The same logic applies to the separate 12-day deadline for any additional information Sedgwick requests after your initial filing.
Do I still need to call in absences while my Walmart LOA claim is pending?
Yes. Until Sedgwick has actually approved or denied your claim, you're still expected to call in scheduled absences under your store's normal attendance policy — a pending request doesn't excuse a no-call/no-show. If you're on intermittent leave, report each absence to Sedgwick before your shift starts as well; absences reported more than two calendar days late generally won't be approved.
How can I check the status of my Walmart LOA claim?
Log in at mySedgwick.com rather than waiting for a letter to arrive. The portal shows your current claim status and how many days of FMLA or state leave protection you have left, so you can see where things stand before a decision letter shows up. Checking regularly also helps you catch a documentation request early, before its deadline passes.
What happens if Sedgwick denies my reconsideration request too?
Ask Sedgwick about the formal appeals process — it's separate from the initial three-day reconsideration window and applies to both leave and short-term disability denials. Sedgwick can tell you what the appeal requires and its deadline when you call. If you believe the denial violated your FMLA or USERRA rights specifically, rather than a discretionary personal-leave decision, it's worth talking to an employment attorney at that point too.
What does USERRA's "escalator principle" mean for military leave reinstatement?
It means you don't just get your old job back — you return to the position you'd have reached had you never left, including any promotion or seniority progression you would have earned while you were away. This sits on top of USERRA's basic reemployment guarantee, which covers up to five years of cumulative uniformed service. Keep copies of your military orders, since that documentation is what Sedgwick and Walmart use to apply the rule correctly.
Key Takeaways
Every Walmart LOA goes through Sedgwick — call 800-492-5678 or file at mySedgwick.com; your store manager only handles scheduling.
Have your WIN, schedule, last day worked, and provider's contact info ready before you call.
Medical certification has a 20-day deadline; additional information requests have a 12-day deadline — miss either and expect a denial.
Combined leave types can reach 26 weeks, but FMLA job protection only covers the first 12.
Personal LOA is discretionary — up to 12 weeks, unpaid, and not guaranteed the way medical or military leave is.
Denied? Call Sedgwick within three days to start reconsideration, and keep every document you submit.
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