Vermont pto request form for employers
A PTO request form gives employees one clear way to request time off and gives managers a record of every approval. Here is what changes when the employee works in Vermont.
Vermont rules that affect this form
| Unused vacation / PTO at separation | No Vermont statute requires payout of unused vacation; it depends on the employer's policy or agreement. Unused earned sick time does not have to be paid out. Verify |
|---|---|
| Paid sick leave | Yes. Employees accrue at least 1 hour of earned sick time per 52 hours worked; employers may cap accrual at 40 hours per 12-month period and may impose a waiting period of up to one year for new hires. Excludes employees averaging under 18 hours/week, minors, and seasonal workers of 20 weeks or less. |
What to include
- Dates and hours requested, and the type of leave (vacation, sick, personal)
- Current balance and balance after the request
- Manager decision, date and reason if denied
- Keep sick-leave requests separate where state law limits what you can ask for
- Store approved forms with payroll records
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Frequently asked questions
Is there an official Vermont pto request form form?
Vermont does not publish one required pto request form for private employers. Use a clear template and make sure it reflects the Vermont rules on this page.
Does Vermont require paying out unused vacation?
No Vermont statute requires payout of unused vacation; it depends on the employer's policy or agreement. Unused earned sick time does not have to be paid out.
Is paid sick leave required in Vermont?
Yes. Employees accrue at least 1 hour of earned sick time per 52 hours worked; employers may cap accrual at 40 hours per 12-month period and may impose a waiting period of up to one year for new hires. Excludes employees averaging under 18 hours/week, minors, and seasonal workers of 20 weeks or less.
Other Vermont forms
PTO Request Form by state
This page is general information for employers, not legal advice. Employment laws change and can vary by city and county. Confirm details with the state labor department or an employment attorney. Read our disclaimer.