Time Off Benefits

At Sonos, we believe it’s essential to step away from work to rest and recharge. The following is a summary of our time off policies for US based employees. View the complete Time Off Policy for additional information.

Sonos offers a flexible time off policy called Open Time Off (OTO). OTO is available to all regular full and part-time employees who are regularly scheduled to work at least 20 hours per week. You decide, with your manager’s approval, what days and time off to take. There is no set minimum or maximum amount of OTO.

Our OTO policy is based on mutual trust. It gives you the opportunity to work or take time off as needed, as long as you are fulfilling your duties and receive advance approval in Workday for your time off. This flexibility allows you to prioritize your well-being and enjoy a healthy work-life balance.

See more details about the Sonos OTO policy.

Bereavement Time

Sonos offers time off to grieve a loss.

See more details about the Sonos OTO policy.

Jury Duty

If you’re eligible for OTO, Sonos provides paid time off for the full duration of your jury duty.

When you’re summoned for jury duty, notify your manager right away. You also need to enter an OTO request in Workday. Be sure to attach a copy of your jury summons to your request.

Once your jury duty is complete, submit proof of your service by opening a People Help Time and Absence ticket. Also, be sure to enter your absence requests in Workday throughout your jury service to avoid any disruption in pay.

See more details about the Sonos OTO policy.

Voting Leave

If you’re unable to vote before or after your regular work hours, you may take up to 4 hours of voting leave each election day. This applies for local, state, and/or federal elections.

To request voting leave:

• Regular full and part-time employees can submit an OTO request in Workday. Add a note indicating the time off is for voting leave.
• Short-term employees, co-ops or interns can simply request “Voting Leave” in Workday.

See more details about the Sonos OTO policy.

Sonos provides 80 hours of sick time per year. Sick time is available on your hire date and is refreshed each year on January 1. You can use this for time off that’s generally no more than one week in duration. Manager approval isn’t required to take sick time.

You can carry forward up to 80 hours of unused sick time into a new calendar year.

Be sure to request sick time in Workday.

If you need more than one consecutive week of sick time, please open a People Help ticket, as a leave of absence may be more appropriate.

See more details about the Sonos sick time policy.

You may be able to take unpaid time off when you exhaust your sick time. You can use it for medical-related absences that require additional time off beyond what is covered by sick time. Open a People Help ticket if you have questions.

Sonos provides 13 paid public holidays each year. You will receive pay for these holidays if you are regularly scheduled to work 20 hours or more per week.

Sonos provides leaves of absence benefits if you:

• Are experiencing out-of-the-ordinary circumstances and need to take more than 5 consecutive workdays off
• Need regular periodic time off work for a leave qualifying reason

A leave of absence may also come in the form of a reduced work schedule.

There are different types of leaves available. The length and schedule of leaves of absence vary depending on the reason for the leave. Some leaves may be paid, while others may be unpaid.

Leave Type	Description	Length of Leave	Paid/Unpaid
Medical Leave	Time off for your own serious health condition. Applies when you will be unable to work for more than 1 week or on a regular ongoing basis to manage: An illness or disability Surgery or other medical procedures An accident	Up to 12 weeks	Paid if you qualify for short-term disability (STD), then long-term disability (LTD). (Benefits are adjusted by the amount of any state statutory paid leave program you qualify for.) Unpaid if your leave does not qualify for STD or LTD. Your available sick time balance will be applied. The remainder of your leave will be unpaid by Sonos. Note: If you take intermittent or reduced schedule leave, you should use sick time, then unpaid time for related absences. If you have exhausted your sick time, you may be eligible for partial payment through a state paid leave program.
Parental Leave: Pregnancy-Related Medical Leave	Time off for a birthing parent to prepare for childbirth, deliver a child, and recover from childbirth. Applies both before and after childbirth. Note: Continues directly into New Child Bonding Leave (see below)	Up to 2 weeks before due date. Up to 6 weeks after delivery date (additional 2 weeks if delivery is via C-section.)	Paid (100% of base pay) through short-term disability (STD) and Sonos Top-Up income replacement benefit. (Benefits are adjusted by the amount of any state statutory paid leave program you qualify for.)
Parental Leave: New-Child Bonding Leave	Time off for all parents, regardless of birthing or caregiver status, to bond with a new child. Applies after childbirth or placement of a child for adoption or fostering.	Up to 18 weeks, starting on your child’s actual date of birth or placement	Paid (100% of base pay) for up to 12 weeks of continuous or intermittent leave through the Sonos Paid Family Care Leave policy (benefits are adjusted by the amount of any state statutory paid leave program you qualify for.) Unpaid for up to 6 additional weeks (continuous leave only.)
Family Care Leave	Time off to care for a qualified family member with a serious health condition: Child (either biological, adopted, foster, or in loco parentis) Spouse or domestic partner Parent or parent-in-law, grandparent, grandchild, sibling, or someone else related by blood or in a family-like relationship	Up to 12 weeks	Continuous leave is paid under the Sonos Paid Family Care Leave policy for up to 12 weeks, if leave is approved (benefits are adjusted by the amount of any state statutory paid leave program you qualify for.) Note: If you take intermittent or reduced schedule leave, you should use sick time, then unpaid time for related absences. However, if you have exhausted your sick time, you may be eligible for partial payment through a state paid leave program.
Military Leave	Time off if you’re a member of an officially recognized reserve or a National Guard unit. Time off if you’re enlisted in the Uniformed Services for training purposes or active duty per year (for the first 16 weeks). Additional time off if you voluntarily enlist in the Uniformed Services of the United States or are a reservist called to active duty, subject to certain exceptions.	Up to 16 weeks (in a rolling 12-month period.) Up to 5 years for additional military leave (begins after the 16 weeks of Military Leave.)	Paid for the first 16 weeks of any service period required for training purposes or active duty per year. (Benefits are adjusted to account for any military pay you receive during Military Leave.) Unpaid for any additional Military Leave beyond the first 16 weeks.
Military Caregiver Leave	Time off to care for family while another family member serves in the US National Guard, reserves, or regular armed forces.	Up to 26 weeks during a single 12-month period, subject to limitations	Continuous leave is paid under the Sonos Paid Family Care Leave policy for up to 12 weeks, if leave is approved (benefits are adjusted by the amount of any state statutory paid leave program you qualify for). Leave after 12 weeks is unpaid unless you choose to use your available sick time balance. Note: If you take intermittent or reduced schedule leave, you should use sick time, then unpaid time for related absences. However, if you have exhausted your sick time, you may be eligible for partial payment through a state paid leave program.
Intermittent Leave	Time off taken on an occasional and irregular basis: For your own serious health condition To bond with a new child at home To care for a family member with a serious health condition	Varies	Paid through sick time, then unpaid after sick time has been used, if you are taking intermittent leave due to your own or a family member’s serious health condition. (You may be eligible for partial payment through a statutory paid leave program after sick time is exhausted.) Paid if you have returned from a continuous medical leave and are still eligible for partial disability benefits. Paid if you’re taking intermittent leave for new child bonding through the Sonos Paid Family Care Leave policy. (Benefits are adjusted by the amount of any state statutory paid leave program you qualify for.)
Reduced Schedule Leave	Partial return to work if your doctor determines you’re able to work on a part-time basis but still need time off work to continue your recovery.	Varies	Paid through sick time, then unpaid after sick time has been used, if you are taking intermittent leave due to your own or a family member’s serious health condition. (You may be eligible for partial payment through a statutory paid leave program after sick time is exhausted.) Paid if you have returned from a continuous medical leave and are still eligible for partial disability benefits. Paid if you’re taking intermittent leave for new child bonding through the Sonos Paid Family Care Leave policy. (Benefits are adjusted by the amount of any state statutory paid leave program you qualify for.)

Click here for details about available types of leave.

Requesting a Leave of Absence

Visit the People Help Knowledge Base for detailed steps to request a leave of absence. Be sure to save a copy of the leave checklist.

A high-level summary of the initial steps is outlined below:

• Step 1: Determine the type of leave you need. Review the available leaves to see which applies to your situation.
• Step 2: Let Sonos know about your leave. Email your manager and the Benefits Team about your upcoming leave.
• If your leave is planned, such as a parental leave or for a planned medical procedure, you must notify your manager and the Benefits Team at least 30 days in advance of your anticipated leave start date.
• If your leave is unplanned, notify your manager and the Benefits Team as soon as you’re aware of the need to take leave.
• Step 3: Open a leave claim with Lincoln Financial Group. Contact Lincoln Financial Group to open a leave claim. Lincoln Financial Group is Sonos’ third-party leave and disability administrator. Be sure to open a leave claim at least 30 days in advance (or as soon as you’re aware that you’ll be taking leave when less notice is available).
• Online: MyLincolnPortal.com (register with company code SONOS)
• Phone: 800.792.2268

Have the following information available:

• The reason you’re taking leave
• The last day you’ll work, the first day you’ll be absent from work, and your anticipated return date
• Your treating medical provider’s name and contact information (for medical leaves, including parental leave for birthing parents)
• Step 4: Apply for state paid leave benefits (if applicable). Apply for state paid leave benefits (if eligible) by the deadline set by the state. Your eligibility for a state program is based on your work location in Workday, which may differ from your state of residence. Once approved, email confirmation of your benefit amount to benefits@sonos.com.
• If your work location is in CA, MA or NY, Lincoln will administer this claim alongside your leave and/or disability claim. You won’t need to contact the state program directly.
• If your work location is in CO, CT, DC, NJ, OR, RI, or WA, or if you have opted out of CA VDI, you must apply for statutory benefits directly through the state program. More information is available on the People Help Knowledge Base.

Keep in mind: If you’re taking intermittent leave due to your own serious health condition or that of a family member, you may need to exhaust your sick time balance before applying for state paid leave benefits.