01 August 2025 (Approved by Board of Directors in May 2025)
Neuromatch, Inc. (“Neuromatch”) is committed to fostering a healthy, flexible, and supportive work environment. This Leave Policy outlines the provisions for Annual Leave, Sick Leave, and Parental Leave available to all employees.
This policy applies to all full-time and part-time employees and full-time contractors of Neuromatch, Inc., unless local laws provide greater benefits, in which case those laws take precedence.
All leave equating to one full working day or more — including annual, sick, parental, bereavement, volunteer, and any other type of time off — must be both recorded and approved via Rippling. Employees are responsible for entering all planned and unplanned absences promptly, and managers are responsible for approving leave to ensure business continuity.
Short absences of less than one full day — such as medical appointments or other brief personal matters — do not need to be recorded in Rippling, but should be accurately reflected in your calendar to support team visibility and scheduling.
Accurate leave tracking supports transparency, team coordination, and compliance with Neuromatch’s internal processes and external obligations.
Neuromatch offers an unlimited annual leave policy, trusting employees to take the time they need to rest, recharge, and maintain a healthy work-life balance.
- Eligibility: All employees are eligible from the date of hire.
- Guidelines:
- Employees are encouraged to take at least twenty (20) days of annual leave each calendar year, in addition to their local federal holidays.
- Leave should be scheduled with reasonable advance notice and approved by the employee’s manager to ensure business continuity. Annual leave must be recorded in Rippling.
- There is no accrual, payout, or carryover of unused vacation time.
- Unlimited vacation is contingent on being in good standing as an employee. Employees on a performance plan will need to work with their supervisor.
- Expectations: Employees are expected to balance their time off with the needs of their team and projects. Managers are responsible for modelling healthy leave practices.
Neuromatch provides flexible sick leave to ensure employees can prioritize their health without concern.
- Paid Sick Leave: Employees are eligible for up to 2 consecutive weeks (10 working days) of fully paid sick leave per illness or medical condition. A doctor’s note confirming the need for continued absence is required for any absence due to illness lasting more than five (5) consecutive working days.
- Transition to Unpaid Leave: If an employee is unable to return to work after 2 weeks of paid sick leave, they may request up to 10 additional weeks of unpaid medical leave, subject to manager and Chief Executive Officer approval. During unpaid leave, Neuromatch will support employees through reasonable accommodations and planning for return to work, where possible.
Neuromatch offers paid parental leave to support employees welcoming a new child into their family.
- Eligibility: Employees who have been employed by Neuromatch for at least six (6) months.
- Leave Entitlement: Up to 12 weeks of fully paid parental leave for the birth, adoption, or placement of a child. Leave may be taken continuously or, with approval, intermittently within 12 months of the birth, adoption, or placement of a child. Employees should give at least 60 days’ notice where possible before beginning leave.
Neuromatch offers bereavement leave to support employees coping with the death of a loved one.
- Leave Entitlement: Employees may take up to 5 paid working days in the event of the death of an immediate family member (including spouse/partner, parent, child, sibling, grandparent, or in-laws). For the loss of extended family or close friends, employees may take up to 2 days of paid leave.
- Additional unpaid leave may be requested, subject to manager and CEO approval.
In certain situations, employees may request an extended unpaid leave of absence for personal, medical, or other compelling reasons.
- Requests should be made in writing and include the intended duration and purpose of the leave and approval is subject to business needs and must be granted by the CEO or designated leadership.
- Neuromatch will make efforts to accommodate return-to-work planning where possible.
Neuromatch encourages civic engagement and community participation.
- Leave Entitlement: Employees are eligible for up to 5 paid working days (or 40 hours) per calendar year for volunteering with non-profit or community organizations.
- Local Law Compliance: Neuromatch is a global employer and therefore complies with all applicable local, state, and federal laws regarding leave. Where statutory entitlements are greater than this policy, local law will prevail.
- Leave Tracking: While annual leave and sick leave are flexible, employees are required to log planned and unplanned absences in Rippling to support team coordination.
- Non-Retaliation: Taking leave under this policy will not result in retaliation or adverse action against employees.
This policy will be reviewed regularly and updated as necessary. Neuromatch reserves the right to amend, suspend, or terminate this policy at any time.
Any exceptions to this policy must be approved in writing by the CEO or President.