Can I take military leave?
Last updated: November 4, 2026
Applies to: US W-2 employees serving in the US armed forces, the Reserves or the National Guard, and employees whose family member is deployed. Independent contractors are not employees and do not receive leave from Ascen.
Summary: Yes. You can take leave for military service and training, and federal law (USERRA) protects your job and your right to come back. Military leave is unpaid unless your state's law requires otherwise, but you can choose to use any paid time off you have. Give your supervisor, your staffing partner and Ascen as much advance notice as you can, with a copy of your orders if you have them, at support@ascen.com.
How to request it
Tell your supervisor at the client site and your staffing partner as soon as you know your dates. Advance notice is required unless military necessity prevents it.
Email support@ascen.com with your leave dates and a copy of your orders if you have them.
When you return, tell your staffing partner and Ascen so you can go back to work. Under USERRA you generally have the right to be reemployed after service if you give notice and return within the required time.
Is it paid?
Military leave is unpaid. You can use available paid time off for it, but you do not have to. Your seniority and benefits rights are protected as the law requires; ask us about keeping your Ascen health coverage while you are away.
State rules
Some states add to the federal rules, for example:
California: National Guard and Reserve members get unpaid leave for training (up to 17 calendar days a year, or 15 for the State Military Reserve) and reinstatement rights after active state service.
Illinois:
Family military leave: up to 30 days of unpaid leave while your spouse, parent, child or grandparent is called to military service for more than 30 days. You qualify if you have worked for Ascen at least 12 months and 1,250 hours in the last 12 months. You must use your available vacation, personal and other leave first, but not sick or disability leave. Any FMLA qualifying exigency leave you take for the same deployment of a spouse or child counts toward the 30 days. Give at least 14 days’ notice for leave of 5 or more workdays in a row, or as much notice as you can for shorter leave.
Funeral honors detail leave: up to 8 hours a month and 40 hours a year of paid leave, at your regular rate, to serve in a veteran’s funeral honors detail. You qualify if you are trained to serve in one, are a current, former or reserve service member or a member of an authorized veterans organization, and have worked for Ascen at least 12 months and 1,250 hours in the last 12 months. You do not have to use other leave first. Give reasonable advance notice.
New York: reemployment rights for service members, and up to 10 days of unpaid leave for spouses of service members deployed to a combat zone during a military conflict, taken while the service member is home on leave, if you work an average of 20 or more hours a week.
Massachusetts: additional state military leave rights, including up to 24 hours a year of unpaid leave for family members of service members to attend certain military-related events.
Family members of service members may also have rights under the federal Family and Medical Leave Act (military caregiver and qualifying exigency leave); see the DOL's FMLA page.
Where to get help
Ascen (support@ascen.com): your leave, your orders, your benefits while away, and returning to work.
Your staffing partner and your supervisor: your schedule and return date.