Yes. Target provides paid time off to eligible team members through vacation pay, sick time, well-being hours, holiday pay, and bereavement leave. The amount and type of paid time off you receive depends on your position, average hours worked, length of service, and location.
Federal law does not require employers to provide paid time off for vacations or holidays. The Fair Labor Standards Act regulates minimum wage and overtime but does not mandate paid vacation, sick leave, or holiday pay. This means Target’s paid time off program is a voluntary benefit the company provides to attract and retain team members. Without company-provided PTO, workers have no legal right to paid vacation under federal employment law.
According to the Bureau of Labor Statistics, 79% of private sector workers have access to paid vacation benefits, but retail workers have historically received less paid time off than workers in other industries. Target’s comprehensive time-off program positions the retailer as a benefits leader in the retail sector.
In this article, you will learn:
đź“… How Target’s vacation accrual system works — including the exact rates you earn based on your years of service and how to maximize your vacation hours
🏥 The complete breakdown of sick pay eligibility — covering state-specific requirements and how to use sick time for medical needs without penalty
🎉 Which holidays Target pays you for — including the 7 observed holidays, premium pay rates, and the specific requirements to qualify for holiday benefits
💰 What happens to your PTO when you leave Target — including which states require payout and strategies to use accrued time before termination
⚠️ The most common PTO mistakes — and exactly how to avoid losing benefits you have earned through proper tracking and timely requests
Understanding Federal Law and Target’s Voluntary PTO Program
Federal employment law creates the foundation for all workplace time-off policies. The Fair Labor Standards Act does not require any employer to provide paid vacation, sick leave, or holiday pay to workers. Congress has never passed legislation mandating private employers to offer paid time off for non-medical reasons. This absence of federal requirements means that companies like Target choose to provide paid time off as a competitive benefit rather than a legal obligation.
The only federal law addressing time off is the Family and Medical Leave Act, which provides eligible employees with up to 12 weeks of unpaid, job-protected leave for specific family and medical reasons. FMLA leave is completely unpaid unless the employee chooses to substitute accrued paid time off. Employees must work for a covered employer for at least 12 months and have worked at least 1,250 hours during the previous 12 months to qualify for FMLA protection.
Target’s decision to provide comprehensive paid time off places the company among the top retail employers for benefits. The retailer’s time-off program includes multiple types of paid leave that serve different purposes. Each type of paid time off has specific eligibility requirements, accrual rates, and usage rules that determine when and how you can use the benefit.
State laws create an additional layer of requirements on top of Target’s company policies. Many states now mandate paid sick leave for all employees, requiring Target to provide minimum sick time accruals regardless of company policy. California, Colorado, Connecticut, Illinois, Massachusetts, Michigan, Minnesota, Nebraska, Nevada, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, and Washington all have statewide paid sick leave laws as of 2026. Target must comply with whichever standard is higher—the company policy or the state requirement.
Target’s Vacation Pay System for Non-Exempt Team Members
Vacation pay at Target functions as the primary paid time off benefit for team members. The company structures vacation as an accrual system where you earn hours based on the time you work. Every hour you receive payment counts toward your vacation accrual, including regular hours, overtime hours, and sick time used.
Target calculates vacation accrual using a decimal rate per hour paid. The system multiplies your total paid hours each pay period by your specific accrual rate to determine how much vacation time you earn. This mathematical approach ensures that part-time and full-time team members both earn vacation proportional to their work hours.
Your vacation accrual rate depends entirely on your length of service with Target. The company recognizes employee loyalty by increasing the rate at which you earn vacation as you reach service milestones. Your rate increases on the first day of the pay period following your service anniversary, which means you may see a jump in accrual after completing your fifth year or tenth year with the company.
Target’s vacation plan year follows the calendar year from January 1 through December 31. If you join Target late in the year, you receive a prorated annual limit based on when you started. The plan allows you to carry over unused vacation hours each year, which means you never lose vacation time as long as you stay below the maximum accrual cap.
Vacation Accrual Rates by Years of Service
Target uses different accrual rates for team members who average over 25 hours per week versus those who average between 20 and 25 hours per week. The following rates apply to team members averaging over 25 hours weekly:
| Years of Service | Accrual Rate Per Hour Paid | Annual Accrual Limit | Maximum Accrual Balance |
|---|---|---|---|
| Up to 5 years | 0.028846 | 60 hours | 90 hours |
| Greater than 5 through 10 years | 0.051923 | 108 hours | 162 hours |
| Greater than 10 years | 0.08269 | 172 hours | 258 hours |
| Greater than 10 through 25 years | 0.10192 | 212 hours | 318 hours |
| Greater than 25 years | 0.12115 | 252 hours | 378 hours |
The annual accrual limit represents the maximum vacation hours you can earn during one calendar year. The maximum accrual balance equals 1.5 times your annual limit, which is the highest number of vacation hours you can have stored at any time. Once you reach this maximum balance, you stop earning additional vacation until you use some hours.
For example, a team member with 3 years of service earning 0.028846 hours per hour worked would earn approximately 2 hours of vacation for every 80-hour pay period (assuming 40 hours per week). Over a full year working 2,080 hours, this person would earn their full 60-hour annual limit. If this team member never used vacation and reached 90 hours accumulated, their vacation accrual would pause until they used enough hours to drop below 90.
Team members who average between 20 and 25 hours weekly have lower accrual rates proportional to their reduced work hours. These rates ensure part-time team members still receive vacation benefits while reflecting their reduced schedules.
Vacation Eligibility Requirements
Not all Target team members qualify for vacation benefits immediately. The company imposes a waiting period before you begin accruing vacation time. You must work at least six months before vacation accrual starts, even if you are a returning team member. This six-month requirement applies regardless of your position or hours worked.
Your average hours worked determine whether you qualify for the full vacation accrual rates. Target calculates your average hours over a rolling 12-month period to determine benefit eligibility. The company reviews this average annually, which means your vacation accrual can change if your hours increase or decrease significantly over the year.
Seasonal team members and on-demand workers typically do not qualify for vacation benefits. These positions are specifically excluded from accrual-based time-off benefits, though they may qualify for other benefits like the team member discount. Daily hire and temporary positions also generally do not earn vacation time under Target’s standard policy.
Your position and pay grade affect your vacation eligibility. Non-exempt team members in pay grades 35 and 38 follow the standard vacation accrual schedule outlined above. Exempt salaried team members, including Executive Team Leaders and higher positions, typically receive a different vacation structure that frontloads annual vacation days rather than using an hourly accrual system.
How Vacation Accrual Works: A Detailed Example
Understanding vacation accrual requires seeing the math in action. Consider Maria, a Target team member who has worked at the company for 7 years and averages 32 hours per week. Maria’s accrual rate is 0.051923 hours per hour paid because she has more than 5 but less than 10 years of service.
During a two-week pay period where Maria works 64 hours, she earns vacation as follows:
- 64 hours worked Ă— 0.051923 accrual rate = 3.32 vacation hours earned
Over a full year working 32 hours weekly for 52 weeks (1,664 total hours), Maria would earn:
- 1,664 hours worked Ă— 0.051923 accrual rate = 86.4 vacation hours
Maria’s annual limit is 108 hours, so she could potentially earn more vacation if she worked additional hours or overtime. However, she cannot exceed her 162-hour maximum accrual balance at any time. If Maria entered the year with 90 hours already accumulated and earned 86.4 more hours, she would stop accruing once she reached 162 hours total.
All hours you receive payment for count toward vacation accrual. This includes regular hours, overtime premium pay (calculated at regular rate), vacation hours used, sick time used, well-being hours used, holiday pay, and bereavement pay. The only time you do not accrue vacation is during unpaid absences, such as unpaid leaves of absence or unpaid time off, unless state law requires otherwise.
Submitting and Using Vacation Time
Target requires team members to submit vacation usage through the myTime for Target mobile application. You cannot request vacation pay through verbal requests to your leader or through text messages. The digital submission ensures proper tracking and creates a record of your request and approval.
The myTime app allows you to submit up to 40 hours of vacation per request in most locations. This change, implemented in 2022, removed the previous restriction that limited vacation requests to your average weekly hours. The expansion gives team members more flexibility to take longer vacation periods without submitting multiple requests.
When submitting a vacation request, you have two options for how to use the time. You can request time off from your schedule, which means you will not work those scheduled days and will receive vacation pay instead. Alternatively, you can use vacation to “backfill” hours from previous weeks where you worked less than your average. This backfill option helps you maintain your average hours for benefits purposes even during weeks when the schedule provides fewer hours.
Target generally requires advance notice for vacation requests, especially during busy periods. The fourth quarter from November through December has blackout periods where vacation requests receive lower priority due to the holiday shopping season. You should submit vacation requests at least two weeks in advance for the best chance of approval, though emergency situations may receive consideration on shorter notice.
Your leader must approve vacation requests before you can use the time. Managers consider staffing needs, other team members’ approved time off, and business demands when reviewing requests. Getting your vacation request denied does not mean you lose the hours—they remain in your accrual balance for future use.
Target’s Sick Pay Policy and State Requirements
Sick pay at Target operates differently than vacation pay because state laws mandate minimum sick leave accruals. Target provides sick time according to each state’s legal requirements, which means your sick pay accrual depends on where your store is located.
States with paid sick leave laws require employers to provide a minimum accrual rate, typically one hour of sick time for every 30 hours worked. California requires employers to provide at least 40 hours of paid sick leave annually as of 2024. Colorado mandates 48 hours per year. New York requires between 40 and 56 hours depending on employer size. These state minimums set the floor, but Target may provide more generous sick time in its company policy.
Target allows sick time accrual up to 120 hours in some states, which is double the typical state minimum. This higher cap benefits team members who rarely use sick time and want to build a reserve for serious illness. However, state law may limit how much sick time you can use in a single year even if you have more hours accrued.
You become eligible to use accrued sick time on the 90th day of employment, though accrual begins immediately in most states. This means you earn sick hours from your first day of work, but you cannot access those hours until you complete three months of employment. State law mandates this waiting period to use sick time, though the specific number of days varies by jurisdiction.
Qualifying Reasons to Use Sick Time
Sick time can only be used for specific legally protected reasons. Federal and state laws define what qualifies as a legitimate use of sick leave to prevent abuse of the benefit. Target must follow these legal definitions when determining whether to approve a sick time request.
You can use sick time when you have an illness, injury, or health condition that prevents you from working. This includes mental health conditions, which most state sick leave laws now explicitly protect. Medical and dental appointments also qualify, including preventive care appointments even when you are not sick.
Sick time also covers situations when your family member needs care. Most state laws define family members broadly to include your spouse, children, parents, grandparents, grandchildren, and siblings. Some states extend coverage to designated persons who are not blood relatives but whom you have a significant relationship with. You can use sick time to take your child to a doctor’s appointment or to care for a spouse recovering from surgery.
Victims of domestic violence, sexual assault, or stalking can use sick time for specific related needs. These protected uses include seeking medical attention, obtaining services from a victim services organization, participating in legal proceedings, or relocating for safety reasons. State laws protect employees from retaliation for using sick time for these sensitive situations.
Certain states allow sick time use during public health emergencies. COVID-19 highlighted the importance of this provision, as states expanded sick leave to cover quarantine periods, vaccination appointments, and caring for family members affected by the pandemic. Target must follow any emergency sick leave mandates in addition to standard sick time laws.
State-Specific Sick Leave Requirements for 2026
State sick leave laws continue evolving, with several states implementing new requirements or expansions in 2026. Understanding your state’s specific mandates helps you know your minimum guaranteed sick time benefits.
California requires employers to provide at least 40 hours (5 days) of paid sick leave annually. Employees accrue at least one hour for every 30 hours worked, though employers can choose to frontload 40 hours at the beginning of each year. The law caps annual usage at 40 hours but allows accrual up to 80 hours. California’s sick leave can be used for the employee’s health, family member care, or safe leave related to domestic violence or sexual assault.
Colorado mandates 48 hours of paid sick leave per year under the Healthy Families and Workplaces Act. Employees accrue one hour for every 30 hours worked. Unused sick leave carries over to the next year, but employers can cap accrual at 48 hours. Colorado also has a separate FAMLI program providing up to 12 weeks of paid family and medical leave, including new NICU leave provisions starting in 2026.
Illinois requires 40 hours of paid leave for any reason under the Paid Leave for All Workers Act. This unique law does not require employees to provide a reason for leave, making it the most flexible state mandate. Employees accrue one hour for every 40 hours worked. Illinois’s broad paid leave law means Target team members in Illinois can use this time for vacation-like purposes, not just illness.
New York state requires between 40 and 56 hours of paid sick leave depending on employer size. New York City has additional requirements, mandating 32 hours of unpaid sick/safe time on top of the paid requirement starting February 2026. Employees accrue one hour for every 30 hours worked. New York’s law covers traditional illness and safe leave for domestic violence situations.
Michigan significantly expanded its paid sick leave law effective October 2025, requiring 40-72 hours annually depending on employer size. The expansion also includes paid leave for maternity and paternity purposes, making Michigan one of the more generous state mandates. Employees accrue one hour for every 30 hours worked with carryover provisions.
Sick Time vs. Vacation: Critical Differences
Target treats sick time and vacation as completely separate benefit banks with different rules. Understanding these differences prevents confusion when requesting time off and helps you use each benefit appropriately.
| Aspect | Vacation Pay | Sick Pay |
|---|---|---|
| Legal Requirement | Voluntary benefit by Target | State-mandated in many locations |
| Reason Required | No specific reason needed | Must be for qualifying health/safety reason |
| Advance Notice | Recommended for scheduling | Not required when unforeseeable |
| Waiting Period to Use | 6 months before accrual starts | 90 days to use (accrue from day 1) |
| Payout at Termination | Required in some states | Generally not paid out |
| Documentation | Not required | May be required after 3+ consecutive days |
The most important difference is that vacation can be used for any reason while sick time must be used for qualifying health or safety purposes. You cannot simply decide to use sick time because you want a day off—you must have a legitimate illness, medical appointment, or other qualifying reason under state law.
Sick time accrues from your first day of employment, while vacation accrual does not begin until after six months of service. This means new team members have access to sick time (after 90 days) long before they can earn any vacation hours. However, you earn vacation hours faster than sick time because the accrual rates favor vacation in Target’s benefit structure.
Target generally does not pay out unused sick time when you leave the company. California law specifically exempts sick time from payout requirements, meaning you cannot cash out sick hours even in a state that requires vacation payout. This creates an incentive to use sick time during your employment rather than trying to save it for a termination payout.
Holiday Pay and Premium Pay at Target
Target observes seven paid holidays each year, making the retailer one of the more generous employers in the holiday pay space. The company provides two types of holiday-related pay: Holiday Pay for eligible team members who do not work the holiday, and Holiday Premium Pay for team members who work on the holiday itself.
The seven Target-observed holidays are New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day, and one additional holiday that has recently included Juneteenth. Target closes most stores on Thanksgiving and Christmas Day, which means most team members receive these days as true days off. The other five holidays typically see stores remain open with adjusted hours.
Holiday Pay provides eligible team members with a paid day off even when they do not work. This benefit pays you for your scheduled shift at your regular rate, essentially giving you a free paid day. If you are scheduled for 8 hours on Christmas Day and Target closes, you receive 8 hours of pay without working. If you are not scheduled to work that day, you typically do not receive Holiday Pay unless your average hours and attendance qualify you for the benefit.
Holiday Premium Pay is the additional compensation team members receive when they do work on an observed holiday. Target pays time and a half (1.5 times your regular hourly rate) for all hours worked on the holiday. If you work on Independence Day and your regular rate is $16 per hour, you earn $24 per hour for those holiday hours. This premium pay compensates team members for working on days when most people have time off with family.
Holiday Pay Eligibility Requirements
Not all Target team members qualify for Holiday Pay. The company sets specific eligibility criteria based on your pay grade, average hours, length of service, and attendance around the holiday.
Pay grades 35 and 38 team members who average 24.5 hours or more per week qualify for Holiday Premium Pay immediately upon hire. These same team members become eligible for Holiday Pay (the paid day off benefit) for Thanksgiving and Christmas after 90 days of employment. The remaining five holidays require meeting the higher average hours threshold discussed below.
Team members who average 25 or more hours per week over the prior year may qualify for Holiday Pay for all seven observed holidays. Target calculates this average based on your work history in the 12 months preceding the holiday. The calculation includes all hours worked, vacation used, sick time used, and other paid time, but excludes unpaid absences.
You must meet attendance requirements before, on, and after each holiday to receive Holiday Pay. Target requires you to work your last scheduled shift before the holiday, be available to work the holiday itself if scheduled, and work your next scheduled shift after the holiday. Missing any of these three shifts disqualifies you from Holiday Pay for that holiday, even if you otherwise meet the hours and tenure requirements.
The attendance requirement exists to prevent team members from extending holidays into longer breaks. If Thanksgiving falls on Thursday and you are scheduled to work Wednesday and Friday, you must work both of those shifts to receive Holiday Pay for Thursday. Calling out sick on Wednesday would disqualify you from the paid holiday benefit, though you might still qualify for Holiday Premium Pay if you worked Thursday.
Seasonal team members have limited Holiday Pay eligibility. Most seasonal workers qualify for Holiday Premium Pay when they work holidays, but they typically do not receive the Holiday Pay benefit since they do not meet the average hours or tenure requirements.
Calculating Holiday Premium Pay: Detailed Examples
Holiday Premium Pay requires you to work on the observed holiday to receive the premium rate. Simply being employed during a holiday week does not trigger premium pay—you must actually clock in and work hours on the holiday itself.
Example 1: Working New Year’s Day
James is scheduled to work 8 hours on New Year’s Day. His regular hourly rate is $17.00. Target is open on New Year’s Day, so James works his full shift. His pay calculation is:
- Regular rate: $17.00 per hour
- Holiday Premium Pay rate: $17.00 Ă— 1.5 = $25.50 per hour
- Total pay for 8 hours worked: 8 Ă— $25.50 = $204.00
James also qualifies for Holiday Pay because he averages over 25 hours weekly and met all attendance requirements. This means he receives an additional 8 hours of pay at his regular rate ($136.00) on top of the $204 he earned working. His total compensation for New Year’s Day is $340.00, equivalent to working 20 hours at his regular rate.
Example 2: Working Christmas Day (Store Closed)
Most Target stores close on Christmas Day. However, distribution center team members may still work. Sarah works overnight at a Target distribution center and is scheduled for her regular overnight shift that begins on Christmas Day at 10:00 PM. Her regular rate is $19.50. Her pay calculation is:
- Holiday Premium Pay rate: $19.50 Ă— 1.5 = $29.25 per hour
- If Sarah works 10 hours: 10 Ă— $29.25 = $292.50
- Sarah also receives Holiday Pay if eligible: 10 hours Ă— $19.50 = $195.00
- Total compensation: $487.50
Example 3: Scheduled But Not Working
Michelle is scheduled for 6 hours on Independence Day, but Target assigns her Holiday Pay because the store is closed for the holiday. Michelle does not physically work, so she does not receive Holiday Premium Pay. Her pay calculation is:
- Holiday Pay: 6 hours Ă— $16.50 regular rate = $99.00
Michelle receives $99 for the day despite not working. If Michelle’s store had been open and she worked the shift, she would have received both Holiday Pay ($99) and Holiday Premium Pay (6 Ă— $24.75 = $148.50) for a total of $247.50.
Well-Being Hours: Target’s Mental Health Benefit
Target provides four hours of well-being time annually to all eligible team members. This benefit recognizes the importance of mental health and personal time for activities that recharge team members. The company designed well-being hours as a flexible benefit you can use for any purpose without providing a specific reason.
Well-being hours refresh each calendar year, typically appearing in your account in early January. These hours are frontloaded rather than accrued, meaning you receive the full four hours at once rather than earning them gradually throughout the year. This frontloading allows you to use the benefit when you need it most without waiting to accumulate enough hours.
The benefit operates on a “use it or lose it” basis. Well-being hours do not roll over to the next year, and Target does not pay out unused well-being time when you leave the company. You must use your four hours before the deadline each year, which is typically December 31st, though Target has occasionally extended the deadline in past years.
You can use well-being hours for any personal purpose. Many team members use these hours for birthdays, religious observances that Target does not recognize as paid holidays (such as Martin Luther King Jr. Day), personal appointments, or simply to take a mental health break. Target does not require documentation or a specific reason when you request to use well-being hours.
The four-hour allotment equals a half shift for most team members. This duration makes well-being hours practical for taking a morning or afternoon off rather than a full day. You can combine well-being hours with vacation time if you want to extend your time off while conserving vacation hours.
Bereavement Leave: Paid Time During Loss
Target provides paid bereavement leave when a team member experiences the death of a family member or close friend. This compassionate benefit recognizes that team members need time to grieve, make funeral arrangements, and support their families during difficult times.
The amount of paid bereavement leave depends on your relationship to the deceased person. Target categorizes relationships into three tiers that determine how much paid time you receive:
Spouse, child, or stillbirth: Up to 5 scheduled days of paid time off
Immediate family member (parent, sibling, grandparent, grandchild, in-laws): Up to 3 scheduled days of paid time off
Close friend or distant relative: Up to 4 hours of paid time off
The paid days cover only shifts you were scheduled to work. If you are scheduled for five days but only work 6-hour shifts, your bereavement pay covers 30 hours total, not 40 hours. Target compensates you for the hours you would have worked, not for a standard 40-hour week.
You must meet eligibility requirements to receive paid bereavement leave. Target requires you to average at least 20 hours per week and have completed at least 90 days of employment. Team members who do not meet these thresholds can still take unpaid time off for bereavement, but they will not receive pay for those missed shifts.
Bereavement pay is limited to four paid events in a rolling 24-month period for distant family members and close friends. If you need bereavement time beyond this limit, you can take unpaid time off or use your accrued vacation or sick time. The limit prevents potential abuse while still providing meaningful support for most team members’ genuine bereavement needs.
Target may request documentation to support your bereavement leave request, though the company does not automatically require proof. Acceptable documentation typically includes an obituary, death certificate, or funeral service program. You should proactively provide documentation if your situation seems unusual to avoid any questions about the legitimacy of your leave.
Bereavement Leave Scenario Examples
Understanding how bereavement leave works in practice helps you navigate this benefit during an already difficult time. The following scenarios show how Target applies bereavement leave in real situations:
Scenario 1: Loss of a Parent
Marcus receives news that his father passed away. The funeral is scheduled for Thursday, but Marcus needs additional time to travel to his hometown and help his mother with arrangements. Marcus is scheduled to work Monday, Wednesday, Thursday, and Saturday that week.
| Action Taken | Result |
|---|---|
| Marcus notifies his Team Leader immediately about his father’s passing | Target approves up to 3 paid bereavement days for an immediate family member |
| Marcus requests bereavement leave for Monday, Wednesday, and Thursday | All three shifts are covered with paid bereavement leave at his regular rate |
| Marcus takes Saturday as unpaid time off to extend his trip | Saturday is unpaid because he has used his 3-day bereavement allotment |
| Marcus provides a copy of the obituary to HR | Documentation supports his leave request and ensures proper pay processing |
Scenario 2: Loss of a Spouse
Jennifer’s husband dies unexpectedly. She is scheduled for five shifts over the next week (Monday through Friday). She needs time to grieve, plan services, and manage immediate affairs.
| Action Taken | Result |
|---|---|
| Jennifer contacts HR about her husband’s death | Target approves up to 5 paid bereavement days for a spouse |
| Jennifer takes all five scheduled shifts as bereavement leave | All five days are paid at her regular rate (total of 40 hours pay) |
| Jennifer needs an additional week off beyond the 5 paid days | Additional time off is unpaid unless Jennifer uses vacation or sick time |
| Jennifer may qualify for FMLA leave | Grief counseling and funeral arrangements may qualify for FMLA protection |
Scenario 3: Loss of a Grandmother
David learns his grandmother passed away on Tuesday morning. He is scheduled to work Tuesday evening and wants to attend the funeral on Friday. David has averaged 30 hours weekly for the past year.
| Action Taken | Result |
|---|---|
| David calls out on Tuesday and explains the situation | Tuesday is covered as one of his 3 paid bereavement days |
| David requests Friday off for the funeral service | Friday is covered as his second paid bereavement day |
| David requests Monday off to help his family after the service | Monday is covered as his third paid bereavement day |
| David’s grandmother lived out of state requiring travel | Travel time does not extend bereavement days, but he can use vacation for extra days |
Three Common PTO Scenarios: Detailed Analysis
Target team members encounter various situations where understanding PTO rules becomes critical. The following scenarios demonstrate how Target’s time-off policies apply to real workplace situations.
Scenario 1: Managing Reduced Hours and Benefits
Elena has worked at Target for four years and previously averaged 32 hours per week, qualifying her for health benefits and full vacation accrual. In September, Target reduced her hours to 20 per week due to slower business. Elena worries about losing her benefits and wants to use PTO strategically to maintain her 25-hour average.
| Elena’s Action | Result and Consequence |
|---|---|
| Elena checks her average hours in Workday | She sees her 12-month average has dropped to 24 hours, just below the 25-hour benefits threshold |
| Elena uses vacation to “backfill” hours from previous weeks | She submits vacation through myTime for weeks where she worked less than 25 hours, bringing those weeks up to 25 |
| Elena submits vacation for weeks from the past 6 months | The backfilled vacation hours count as “hours worked” for benefits averaging purposes |
| Elena’s actions raise her 12-month average back above 25 hours | She maintains eligibility for health benefits in the next benefits year |
| Elena communicates with her Team Leader about wanting more hours | Her leader adds her to extra shifts when available, helping her maintain hours naturally |
This scenario shows how vacation backfilling serves as a strategic tool to maintain benefits during periods of reduced scheduling. However, this strategy only works if you have sufficient vacation hours accrued. Team members cannot backfill more hours than they have earned in their vacation bank.
Scenario 2: Planning Extended Time Off
Marcus wants to take a two-week vacation to visit family overseas. He has worked at Target for eight years, currently averages 35 hours weekly, and has 95 vacation hours accrued. His trip requires him to miss 10 consecutive scheduled shifts.
| Marcus’s Action | Result and Consequence |
|---|---|
| Marcus submits his vacation request 3 months in advance through myTime | Early submission increases chances of approval and shows respect for scheduling needs |
| Marcus requests 80 vacation hours to cover his two-week absence | His request covers 10 shifts Ă— 8 hours per shift = 80 hours needed |
| The request is submitted during the third quarter (not the blackout period) | His Team Leader approves the request because it falls outside the November-December blackout |
| Marcus’s vacation hours drop from 95 to 15 hours after the trip | He still has some vacation remaining but will need to rebuild his bank |
| Marcus continues earning vacation at 0.051923 per hour worked | After returning, he earns approximately 4 hours of vacation per two-week pay period |
Extended vacation requires careful planning and timing. Submitting requests during slower periods (January-October) generally receives better approval rates than holiday season requests. Team members should consider their remaining vacation balance and how long it takes to rebuild hours after a long vacation.
Scenario 3: Unexpected Illness and Sick Time
Jamal develops the flu and cannot work for five days. He has worked at Target for 18 months, averages 28 hours weekly, and has 35 sick hours and 42 vacation hours accrued. Jamal was scheduled for four shifts during his illness totaling 28 hours.
| Jamal’s Action | Result and Consequence |
|---|---|
| Jamal calls out each day he is sick using the call-out line | Each absence is recorded in the attendance system as a sick call-out |
| Jamal submits sick time through myTime for all four missed shifts | He requests 28 sick hours to cover his scheduled hours during illness |
| Target approves the sick time without requiring documentation | Illnesses under 3 consecutive days typically do not require doctor’s notes |
| Jamal’s sick time balance drops from 35 to 7 hours | He has minimal sick time remaining and should focus on rebuilding this bank |
| Jamal does not lose attendance points for call-outs covered by sick pay | Approved sick time protects him from attendance-related discipline |
This scenario shows how sick time protects team members during genuine illness. Without sick time, Jamal would have received four attendance occurrences that could lead to discipline. The sick time both provides pay for missed work and shields him from attendance consequences. However, Jamal’s depleted sick bank means future illnesses might force him to use vacation time or take unpaid absences if he gets sick again soon.
The PTO Request Process: Step-by-Step Guide
Target requires all time-off requests to flow through the myTime for Target mobile application. The company discontinued paper time-off requests and verbal approvals to ensure consistent tracking and documentation. Understanding the digital request process prevents delays and denials.
Download the myTime for Target app from the Apple App Store or Google Play Store. The app is free and specifically designed for Target team members to manage their schedules and time-off requests. You cannot use the main Target shopping app for employment functions—you need the separate myTime app.
Log into the app using your Target team member ID and password. The system requires two-factor authentication through one-time passcodes sent to your phone or email. After initial login, you can enable biometric authentication (fingerprint or face recognition) on some devices for faster access, though this feature has experienced technical issues reported by users.
Navigate to “My Requests” in the main menu. Select “New Request” to start a time-off request. The app will prompt you to choose the type of time off you want to use: vacation, sick time, unpaid time off, well-being hours, or personal holiday (if applicable).
Select the specific dates you want off. For vacation requests covering future absences, choose dates you are scheduled to work. For backfilling vacation to raise your average hours, choose dates in the past when you worked fewer hours than desired. The app allows you to backfill vacation for weeks within the previous six months.
Enter the number of hours for each date. The app asks for start times and allows selection in 15-minute increments. Be precise with your hours request to ensure your paycheck reflects the correct amount. You can request partial days (such as 4 hours) if you only need part of a shift covered.
Add any notes explaining your request. While vacation does not require an explanation, providing context helps your leader understand your needs. For sick time, you should note that your absence is for a qualifying health reason without providing private medical details.
Submit the request and wait for approval. Your Team Leader receives a notification about pending time-off requests. Approval times vary, but most requests receive responses within 2-3 business days. The app notifies you when your request is approved, denied, or requires modifications.
Check your confirmation in the app. Once approved, your time-off request appears in your schedule calendar with a special indicator. The approved hours are deducted from your available PTO balance immediately, even if the time off is several weeks away.
If your request is denied, communicate with your Team Leader to understand the reason. Common denial reasons include inadequate staffing, too many team members already scheduled off, blackout periods, or insufficient accrued hours. You can submit a modified request for different dates or discuss alternatives with your leader.
PTO Payout at Termination: State-by-State Rules
What happens to your accrued PTO when you leave Target depends heavily on state law and the type of PTO involved. Federal law does not require employers to pay out unused vacation time, so states create their own rules.
Target treats vacation time as a “gratuity or gift” in its policy documents rather than earned wages. This language matters in states that do not mandate vacation payout, as it gives Target discretion about whether to pay accrued vacation when employment ends. However, several states ignore this employer characterization and require vacation payout by law.
States requiring vacation payout include California, Colorado, Illinois, Indiana, Louisiana, Massachusetts, Nebraska, North Dakota, and Rhode Island. If you work at a Target location in one of these states and you quit or are terminated, you must receive payment for all accrued, unused vacation hours in your final paycheck. The rate of payment is your regular hourly rate at the time of termination.
California specifically mandates that all accrued vacation time is considered earned wages that must be paid upon separation. California law prohibits “use it or lose it” policies for vacation and requires full payout regardless of whether you quit, were laid off, or were terminated for cause (though termination for cause may affect eligibility for rehire or other considerations).
States where payout is not required by law include most other states where Target operates. In these jurisdictions, Target’s company policy determines whether you receive vacation payout. Many Target team members report that vacation is not paid out in these states if you are terminated for cause, but may be paid if you resign with proper notice or are laid off. You should clarify your location’s policy with HR before assuming you will receive payout.
Sick time is generally never paid out, even in states requiring vacation payout. State sick leave laws typically treat sick time as a benefit to be used during employment, not a form of deferred wages. California law explicitly states that unused sick time does not need to be cashed out when an employee leaves. This creates a strong incentive to use sick time during your employment rather than saving it for a payout that will never come.
Well-being hours and personal holidays are not paid out at termination under Target’s standard policy. These hours operate on a use-it-or-lose-it basis and are considered forfeited if not used during your employment.
Strategic PTO Usage Before Leaving Target
Team members planning to leave Target should develop a strategy to maximize their earned PTO before termination. The following approaches help you avoid losing benefits you worked hard to accrue:
Use sick time liberally in your final months. Since sick time will never be paid out, use it for legitimate health needs without worrying about saving it. Schedule routine medical appointments, dental cleanings, and preventive care during your remaining time with Target. If you have 40 sick hours banked and do not use them, you lose that value completely when you leave.
Backfill vacation hours in your final weeks. If you work reduced hours during your notice period, use vacation to backfill up to 40 hours per week. This strategy works only if your average hours are below 40 weekly. For example, if you are scheduled for 25 hours in your last week, submit 15 vacation hours to bring that week up to 40 total hours. This converts your vacation bank into compensation without actually taking time off.
Time your resignation strategically. If you live in a state that requires vacation payout, confirm whether Target has any policy requiring notice periods or working through a notice period to receive benefits. Some companies deny vacation payout to employees who quit without proper notice or who abandon their jobs. Providing two weeks’ notice and working through that period typically protects your payout rights.
Request vacation for your final scheduled weeks. In states without mandatory payout, consider requesting vacation time for your last few weeks of work if you want a break before starting your next job. This approach gets you paid for the time off, whereas quitting without using vacation might forfeit those hours. However, verify with HR whether Target will approve vacation during a notice period—some companies have policies against this practice.
Understand your state’s payout timing requirements. California requires unused vacation to be paid in the final paycheck on your last day of work. Other states may allow the company to pay out vacation in the next regular payroll cycle. Know your state’s requirements so you can follow up if payment is delayed.
Document your accrued balances before termination. Take screenshots or print your paystubs showing your vacation, sick time, and other PTO balances in your final weeks. This documentation protects you if any dispute arises about how many hours you had accrued. Your final paystub should clearly show any vacation payout if you are entitled to it.
Mistakes to Avoid With Target PTO
Team members make predictable mistakes with Target’s PTO system that cost them hours, benefits, or money. Learning from these common errors helps you maximize your earned time off.
Waiting until you are below 25 hours average to start backfilling. Many team members do not realize their hours are dropping until they receive a benefits eligibility warning. By that time, they may have lost months where they could have backfilled vacation to maintain their average. Check your average hours monthly and backfill proactively when you see your average declining. You have up to six months to backfill vacation, so act quickly when hours drop.
Failing to submit PTO through the myTime app. Some team members try to request time off verbally or through text messages to their leaders. Target’s system does not recognize these informal requests, which means you do not get credit for using PTO and you may receive attendance occurrences for the absences. Always submit PTO electronically through myTime, even if you also verbally inform your leader.
Letting well-being hours expire unused. Target provides four free hours of paid time off annually through well-being hours. These hours do not roll over and cannot be paid out, yet many team members forget to use them before the December deadline. Set a reminder in October or November to use your well-being hours before they disappear. Taking a half-day off using well-being hours preserves your vacation bank for larger time-off needs.
Using vacation when sick time is appropriate. Vacation accrues slowly and has valuable flexibility—you can use it for any reason, and it may be paid out when you leave. Sick time is use-it-or-lose-it and state-mandated, making it less valuable overall. When you are genuinely sick, always use sick time first to preserve your vacation hours. Save vacation for planned time off, reduced work weeks, and extending holidays.
Not understanding the maximum accrual cap. Target limits how much vacation you can accumulate to 1.5 times your annual limit. Once you hit this cap, you stop earning vacation until you use some hours. Team members with 90 hours accumulated (the cap for 0-5 years service) are leaving vacation earnings on the table every pay period. Use vacation regularly to stay below the cap and ensure you continue earning hours.
Requesting vacation during blackout periods. Target restricts vacation during fourth quarter (November-December) due to holiday shopping demands. Team members who submit vacation requests for Thanksgiving week or Christmas shopping season face near-certain denial. Plan major vacations during first through third quarters when approval rates are much higher. If you must have specific dates off during fourth quarter, request the time off six months in advance.
Missing documentation deadlines for bereavement leave. Target may request proof of death when you take bereavement leave. Team members who delay providing documentation risk having their leave changed from paid to unpaid. Obtain an obituary, funeral program, or death certificate as soon as possible and proactively submit it to HR. Do not wait for HR to ask—volunteer the documentation when you request the leave.
Failing to track your own PTO balances. Your paystub shows your accrued vacation, sick time, and current average hours. Many team members never check these numbers and only discover problems when they try to use PTO they thought they had. Review your paystub every pay period to monitor your balances. If the numbers look wrong, immediately contact HR to investigate potential system errors.
Not understanding state-specific sick leave rights. If you work in a state with mandatory paid sick leave, you have legal protections that override Target’s policies. Team members sometimes accept incorrect information from leaders who are not aware of state law. Research your state’s sick leave law and know your minimum guaranteed rights. Target must follow whichever standard is higher—their policy or state law.
Assuming you will receive vacation payout without checking state law. Team members in states without mandatory payout laws sometimes accumulate large vacation banks expecting to cash them out when they quit. When they resign and receive no payout, they lose potentially hundreds of hours of earned time. Check whether your state requires vacation payout before counting on termination payment. If your state does not mandate payout, use vacation before resigning.
Do’s and Don’ts of Managing Target PTO
Effective PTO management requires following best practices while avoiding actions that jeopardize your benefits. The following guidelines help you maximize your time-off benefits.
Do’s
Do check your PTO balances on every paystub. Your paystub displays your current vacation hours, sick hours, and rolling 12-month average hours. Regular monitoring helps you catch system errors quickly and plan your time off strategically. Make paystub review a routine habit so you always know where you stand with your benefits.
Do submit time-off requests as far in advance as possible. Leaders can plan staffing better when they have advance notice of absences. Requests submitted months ahead receive much higher approval rates than last-minute requests. For major vacations or important events, submit your request at least 30 days in advance to improve your chances of approval.
Do use sick time for its intended purpose without hesitation. Sick time exists to protect you during illness without financial penalty. If you are genuinely sick, use sick time rather than forcing yourself to work and potentially spreading illness to coworkers and guests. Do not feel guilty about using a benefit that exists specifically for health situations.
Do communicate proactively with your leader about scheduling needs. If you know you will need certain dates off months in advance, mention it to your leader even before submitting a formal request. This informal notice helps your leader plan the schedule around your needs. Strong communication builds goodwill that may help you get approvals for future requests.
Do understand how your average hours affect benefits eligibility. Your rolling 12-month average determines whether you qualify for health insurance, vacation accrual, holiday pay, and bereavement pay. Track this number and use vacation backfilling strategically to maintain eligibility when your scheduled hours decrease. Losing benefits due to a declining average costs you far more than the vacation hours you use to maintain that average.
Do take your vacation regularly throughout the year. Spreading vacation use across the calendar year ensures you never hit your maximum accrual cap. Regular time off also supports your mental health and prevents burnout. Team members who never take vacation often accumulate to their cap and then lose potential earnings because they cannot accrue more hours.
Do save documentation for sensitive absences. If you take sick time for serious medical treatment, bereavement leave for a death, or safe leave related to domestic violence, keep copies of relevant documentation. While Target may not ask for proof, having it available protects you if questions arise later. Store documents securely and provide them only to HR, not your direct leader.
Do explore your state’s paid leave laws independently. State requirements often exceed Target’s company policies, especially for sick time. Understanding your state law ensures you receive all the benefits you are entitled to by law. Many state labor department websites provide free resources explaining employee rights in simple language.
Don’ts
Don’t wait to use PTO until you are desperate. Team members who save all their PTO create unnecessary stress during emergencies. If you have 80 vacation hours banked, taking periodic days off reduces the pressure when unexpected situations arise. Hoarding PTO often means you hit your accrual cap and stop earning, which wastes potential benefits.
Don’t share your PTO balances or private health information broadly. Your PTO hours and the reasons you take time off are personal information. While you can discuss general policies with coworkers, sharing your specific balances or health details creates privacy risks. Keep detailed PTO discussions limited to HR and your immediate leader.
Don’t submit sick time requests for non-qualifying reasons. Sick time can only be used for health-related purposes defined by law. Using sick time for vacation-like activities violates both company policy and state law. If Target discovers sick time abuse, you may face discipline up to termination and could be required to repay improperly used sick time.
Don’t assume verbal time-off approval is sufficient. Even if your leader verbally agrees to give you a day off, you must submit the request through myTime. Without the electronic submission, the system treats your absence as unauthorized and you will not receive PTO pay. Always complete the formal request process regardless of verbal agreements.
Don’t neglect to use your well-being hours each year. Four hours of free paid time off disappears every December if you do not use it. This waste equals $60-80 of value for most team members. Schedule a half-day off in November or December specifically to use well-being hours before they expire. Think of it as free money that you forfeit by not claiming.
Don’t ignore notifications from the myTime app. The app sends alerts about request approvals, denials, schedule changes, and other important information. Team members who ignore app notifications sometimes miss critical messages about denied time-off requests or schedule adjustments. Enable push notifications and check the app daily during weeks when you have pending requests.
Don’t call out sick without proper notification. Target requires you to call the designated call-out line (not text your leader) when you cannot work due to illness. Improper notification can result in attendance occurrences even if you have sick time available. Follow your store’s exact call-out procedure to ensure your absence is properly documented.
Don’t expect vacation approval during blackout periods. Fourth quarter vacation restrictions exist to ensure adequate staffing during the busiest shopping season. Submitting vacation requests for November or December usually results in denial unless you have a protected reason like medical leave. Plan major holidays and family events during other months when approval is realistic.
Don’t quit without using PTO in non-payout states. If you live in a state that does not require vacation payout, resignin with 60 unused vacation hours means you forfeit that earned time. Strategic planning allows you to take vacation during your notice period or backfill your final weeks to convert vacation into compensation. Research your state’s law and use accrued time before your last day.
Don’t rely solely on your leader for PTO policy guidance. Store leaders are not HR experts and sometimes provide incorrect information about complex PTO rules. For detailed policy questions or situations involving state law, contact your HR representative directly. Leaders can help with scheduling and request approvals, but HR provides authoritative guidance on eligibility, accruals, and legal requirements.
Frequently Asked Questions
Does Target offer paid vacation to part-time employees?
Yes. Part-time team members who work over 25 hours weekly average and complete six months of service accrue vacation based on hours worked and years of service.
Can you use Target PTO immediately after being hired?
No. Vacation accrual begins after six months of employment. Sick time accrues from day one but cannot be used until the 90th day of employment.
Does Target pay out unused vacation when you quit?
It depends. States like California, Colorado, and Illinois require vacation payout. Other states follow Target policy which may not require payout, especially for cause terminations.
How many paid holidays does Target observe?
Seven. Target provides Holiday Pay for New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day, and typically Juneteenth.
Can Target deny your vacation request?
Yes. Target can deny vacation requests based on business needs, inadequate staffing, blackout periods, or too many simultaneous requests from your department.
Do seasonal Target employees get paid time off?
Limited benefits. Seasonal workers typically receive Holiday Premium Pay when working holidays but do not qualify for vacation accrual or most other PTO benefits.
Can you use sick time for mental health days at Target?
Yes. State sick leave laws generally include mental health conditions as qualifying reasons. You can use sick time for mental health treatment or diagnosis.
Does Target PTO roll over to the next year?
Vacation yes, others no. Vacation hours carry over indefinitely up to your maximum cap. Sick time may carry over depending on state law. Well-being hours do not.
Can Target require a doctor’s note for sick time?
Sometimes. Target may request documentation after three or more consecutive sick days. States regulate how employers can require medical documentation for sick leave.
How do you check your PTO balance at Target?
Check your paystub. Every paystub shows your current vacation hours, sick hours, and average hours worked. You can also view balances in the myTime app and Workday.
Can you use vacation and sick time in the same week?
Yes. You can use different types of PTO during the same week as long as you have sufficient hours accrued and use each type appropriately.
Does working overtime increase vacation accrual at Target?
Yes. All hours you receive payment for count toward vacation accrual, including overtime hours. More hours worked means faster vacation accumulation.
Can Target take away your accrued vacation?
Generally no. Once earned, vacation typically cannot be forfeited except upon termination in non-payout states. State law may protect accrued vacation as earned wages.
Do Target distribution center employees get the same PTO?
Mostly yes. Distribution center team members follow the same PTO policies as store employees, though specific eligibility thresholds may vary by facility.
Can you donate PTO to other Target employees?
No. Target does not have a PTO donation program allowing team members to transfer their accrued hours to coworkers facing hardships or medical situations.
What happens to PTO during a leave of absence?
Accrual stops. You do not earn vacation during unpaid leaves of absence unless required by state law. Accrued balances remain available when you return.
Does Target pay holiday premium for overnight shifts?
Yes. Team members working overnight shifts receive Holiday Premium Pay for hours worked on the actual holiday date, not the observed date.
Can you use PTO to increase your paycheck?
Yes, through backfilling. You can submit vacation hours for past weeks to bring your total weekly hours up to 40, effectively supplementing your paycheck.
Are Target managers eligible for the same PTO benefits?
No. Exempt salaried managers (ETLs and above) typically receive frontloaded vacation allotments rather than hourly accrual. Their PTO structure differs from non-exempt team members.
Can Target discipline you for using too much sick time?
No, if legitimate. State laws prohibit retaliation for using sick time for qualifying reasons. However, patterns of suspicious usage may trigger investigations of abuse.