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Use this sample to request time away for personal reasons, then follow your employer’s normal leave-request process. A general personal request is not automatically protected leave; if your situation may involve a serious health condition, care for a qualifying family member, or a disability-related accommodation, additional notice or documentation rules may apply.
Example: personal leave request letter
Subject: Request for leave of absence
Dear [Manager or HR contact],
I am requesting a leave of absence for personal reasons from [start date] through approximately [end date]. I expect to return to work on [date].
Please let me know which forms or steps I should complete and whether you need any additional information. I will coordinate with [colleague/team] on coverage for my current work before my leave begins.
Thank you for considering my request. I am available to discuss the timing and transition plan.
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Sincerely,
[Name]
[Job title or department]
This is an example, not an official form or a guarantee of approval or legal protection. Adapt it to your employer’s policy. You can keep a discretionary personal request brief; do not include detailed private information unless it is needed for the request or required process.
Before sending, check your employer’s process
Find out whether requests go to your manager, HR, or a designated leave administrator, and whether the employer requires a form, email, or call-in step. The U.S. Department of Labor says employees requesting FMLA leave should follow the employer’s usual and customary procedure unless unusual circumstances prevent it; an employer may also require written requests for personal days. See DOL Fact Sheet #28E.
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Make the request actionable by naming the proposed start date, expected end date or duration, and a way to discuss coverage and handoff. Those details are practical letter-writing advice, not a universal legal form requirement. Ask what the employer needs if your dates are uncertain.
How an ordinary personal request differs from potentially protected leave
| Request path | What to expect |
|---|---|
| Ordinary employer-policy personal leave | Approval, timing, paid status, and forms depend on the employer’s policy. Use the normal request channel. |
| Potentially protected leave | A qualifying reason may bring FMLA notice and certification steps, or a medical condition may involve the ADA accommodation process. The details depend on the applicable facts and leave program. |
A personal-reasons letter alone does not establish that leave is job-protected. If the leave may qualify under the FMLA, give the employer enough information to recognize that a qualifying reason may apply. You do not necessarily need to say “FMLA,” but a bare statement that you are “sick” may not provide enough information. A brief letter can be followed by a separate conversation or required paperwork. See the Department of Labor’s notice guidance.
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Notice timing and medical certification for FMLA leave
These federal timing rules concern FMLA leave, not every request for personal time:
- Foreseeable leave: Give notice 30 days in advance when possible. If 30 days’ notice is not possible, notify your employer as soon as practicable after learning of the need. The Department of Labor explains this in its FMLA employee guide.
- Unforeseeable leave: Notify your employer as soon as possible and practical under the circumstances, following the usual call-in or request procedure unless unusual circumstances prevent it. See Fact Sheet #28E.
- Requested medical certification: In FMLA cases, employers may require certification. An employee generally must be given at least 15 calendar days to provide it. This is not a deadline for an ordinary personal leave letter. See the FMLA employee guide.
When a medical condition may involve an accommodation request
If you need leave or additional leave because of a medical condition, the request may also raise an accommodation issue under the Americans with Disabilities Act. EEOC guidance says an employer should treat a request for leave for a medical condition as a possible reasonable-accommodation request, subject to the facts and other leave programs. See the EEOC guidance on reasonable accommodation and undue hardship. Ask HR or the designated leave contact about the appropriate process; the personal-letter example need not disclose detailed medical information.
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