On Leave Associate FAQs

The personal information on file must match the same information last shown in Workday to authenticate yourself.

Your W-2 delivery method depends on whether you consented to electronic delivery and when that consent was completed.

• If you consented to online delivery by January 7, 2026:
  • Your W-2 will be available online beginning January 15, 2026. A paper copy will not be mailed.
• If you did not consent by January 7, 2026 (or did not consent at all):
  • Your W-2 will be mailed to your home address on file by January 31, 2026. In addition, your W-2 will be available online beginning February 1, 2026.
  • You may update your W-2 delivery preference in the system; however, changes made after January 7, 2026, will not impact the mailing of the 2025 W-2 and will apply to future tax years.

• If you consented to online delivery by January 7, 2026:
  • Your W-2 will be available online beginning January 15, 2026. A paper copy will not be mailed.

No. Address updates had to be completed by January 7, 2026.

The W-2 has already been mailed to the address on file at the time of processing, and updating your address now will not change delivery.

Updating your address once you return from leave is still recommended for future documents.

W-2s for deceased associates will be mailed to the last known address on file.

As of February 1, 2026, you can access your 2025 W-2 online. If you need assistance, see the question How can I get a copy of my W2?

If you wish to request a paper copy to be emailed, postal mailed, or faxed, you can call Equifax at 1-888-481-5721 or 1-877-325-9239 (Lowe’s employer name/code is: 11116).

Monday - Friday 7:00 a.m. – 8:00 p.m. (Central) and Saturday 8:00 a.m. - 5:00 p.m. (Central).

The mailed copy of the W-2 cannot be rerouted or remailed. Address corrections made after W-2 processing do not update previously mailed forms.

However, associates can still access their W-2 electronically. Beginning February 1, 2026, the W-2 is available online through the W-2 portal, where it can be viewed, downloaded, and printed securely. Associates should also update their address in Workday once you return from leave to ensure future tax documents are mailed correctly.

Delivery options had to be made by 11:59 p.m. Eastern on January 7, 2026.

You can change your delivery option for future tax seasons by navigating to myHR > My Pay > Quick Links > W-2 Tax Form once you return from leave.

• Select Menu on the left pane of the screen.
• Select My Account.
• Under Delivery Selections, you will see what your current delivery option is. If you wish to change the delivery option, you will click the box in the top right corner.

No. Form 1095-C is not required to file your federal tax return and is not used when filing. It is provided for informational purposes only. 

Your current 1095-C will be available on January 31, 2026, through the Lowe's Benefit Service Center website at www.mylowesbenefits.com and log in with your username and password. Once the form is available, click the 1095-C tile in the To-Do section.

No. Delivery options had to be made by 11:59 p.m. Eastern on January 7, 2026.

You can change your delivery option for future tax seasons by navigating to myHR > My Pay > Quick Links > W-2 Tax Form once you return from leave.

• Select Menu on the left pane of the screen.
• Select My Account.
• Under Delivery Selections, you will see what your current delivery option is. If you wish to change the delivery option, you will click the box in the top right corner.

You will need to reach out to the Internal Revenue Service (IRS) for a W-2 older than seven years.

If your account at www.mytaxform.com is locked, complete the Inquiry Form to send a request to the Associate Care Center.

No, an incorrect address will not affect your federal tax return, and you do not need a corrected W-2 for this reason alone. It is a good practice to update your address for future correspondence. You can do this by following myHR > My HR Tools > Workday > Personal Information once you return from leave.

For security and identity protection, Lowe's masks Social Security numbers on employee copies of the W-2, so only the last four digits are visible. The full SSN is still reported to the IRS.

This is normal. Your payslip shows your year-to-date gross pay, which includes everything you earned before any deductions. Your W-2, however, shows your taxable pay, which is the amount remaining after pre-tax deductions such as medical, dental, vision, Health Savings Account (HSA), Flexible Savings Account (FSA), or retirement contributions are taken out. Because the W-2 does not include income that was not taxed, the amounts will not match.

Bonuses and rewards are considered supplemental wages and are federally taxed at a flat 22% rate as required by the IRS, regardless of Form W-4 elections.

You may validate your federal tax withholding by reviewing IRS Publication 15-T for 2025. Compare your taxable wages per pay period (after pre-tax deductions), your filing status, and your pay frequency to the IRS wage bracket tables. Lowe’s payroll systems calculate withholding using these IRS-required tables.

The official IRS guidance is available in IRS Publication 15-T (2025), Federal Income Tax Withholding Methods. Employees may review the publication here: https://www.irs.gov/pub/irs-pdf/p15t.pdf

Employees are responsible for keeping their Form W-4 and personal information up to date. Payroll applies federal, state, and local tax rules based on the information provided.

Tax withholding is calculated per pay period based on where wages are earned and the associate's information on file at the time of payment. Withholding does not automatically adjust retroactively.

New York taxes wages earned while you are a New York resident or while working in New York. If you move into or out of New York during the year, you are considered a part-year resident, and those wages must be reported.

State and local tax withholding is based on your home and work location information on file at the time wages are earned. Lowe’s is legally required to withhold taxes based on where wages are earned and the information available at that time.

It is possible an associate may receive more than one W-2 depending on positions held over the course of the year. A simple transition from a store position to a corporate position within the same calendar year will result in multiple W-2s for an associate. Another example would be a corporate position that has transitioned to a remote position within the same calendar year (typically for out-of-state workers), and the associate changes their home location. If you have additional questions related to multiple W-2s, please complete the Inquiry Form to send a case to the Associate Care Center

It depends on who paid the disability benefits.

• If your disability pay was issued through Lowe’s, those wages are included on your W-2, since they are considered taxable wages paid by the company.
• If your disability pay was issued through a state or local program, it is not included on your Lowe’s W-2.
• Exception – New Jersey: Disability pay issued through the New Jersey state plan is included on your W-2, per NJ reporting requirements.

If you received disability payments from both Lowe’s and a state program during 2025, only the Lowe's-paid (and NJ state) amounts will appear on your W-2. 

If you are trying to track the total cost of your health insurance (including what your employer pays), check box 12 on your W-2 for code DD. This code shows the combined amount of what you and your employer contributed.

Earnings shown under YTD (Year to Date) Gross are based on the date the associate or former associate was paid, not the calendar year in which the hours were worked. For example, if an associate last worked on December 30, 2025, but was paid for those hours on the January 9, 2026, paycheck, the earnings will be included in the 2026 YTD gross. For tax purposes, these earnings will count toward 2026, even though the hours were worked in the prior calendar year.

“Associate on Leave” limited access enables you to:

• Update contact information
• View or print paystubs

Your log in information will be different while you are on leave – single sign on (SSO) will not work. Access Workday the same way you normally would – through the mobile app or by visiting https://wd5.myworkday.com/wday/authgwy/lowes/login.html

1. Instead of clicking Lowe’s, like you would when active, click Former Associate/On Leave.
2. When accessing for the first time during your leave, click Forgot Password?
3. When prompted, enter your sales ID number (without leading 0’s) and the personal email address on file in Workday.
4. Click Submit.

If the information you entered (sales ID and personal email address) matches what is on file in Workday, you will receive a password reset email from [email protected].

Note: The reset email is valid for one (1) hour. If the link expires or you do not receive the password reset email, complete the Inquiry Form to send a case to the Associate Care Center.

1. Log in to Workday.
2. Under Timely Suggestions, click Update Contact Info.
3. Click the pencil icon for the contact information you need to update (home address, phone, or email).
4. Click the pencil icon to edit the contact information.
5. When finished, click Done in the upper right corner.
6. Click Close in the upper left corner.
   **If you need to update additional contact information, repeat steps 3-6 for each type**
7. Once all necessary updates have been completed, click Submit at the bottom of the screen.
8. A Success screen will pop up.

Yes. You and any family member may use SupportLinc Employee Assistance Program (EAP) and Work/Life services. Call a confidential SupportLinc counselor at 1-888-506-7008 or visit www.supportlinc.com and enter group code: lowes.

You can re-enroll when you return from leave.

Paid leaves include Full-Time Short-Term Disability (STD), Maternity (MAT), or Parental (PAR).

• Premiums are deducted from your bi-weekly paycheck.

Note: If paid benefits don’t cover the full premium—or if claim approval is delayed and you miss a payment—the unpaid amount goes into an arrears account payable when you return from LOA.

Unpaid LOA includes Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Personal Leave, Military Leave, Worker’s Compensation, Administrative Leave, and Unapproved Leave.

• You’re billed monthly at your home address for your portion of the group insurance premiums and have three (3) payment options:
  • Online payments using your bank account with Pay Now at www.MyLowesBenefits.com.
  • Automatic direct debit from your bank account, which you can set up online at www.MyLowesBenefits.com.
  • Mail a check or money order, payable to Lowe’s, to the statement address.
• If you don’t get a statement within two (2) weeks of your leave start date, call 1-833-877-1975.

Note: If your payments lapse, you’ll get a benefits cancellation notice.

If you don’t wish to change your current benefits — except for Flexible and Dependent Spending accounts that require annual election — no action is needed during Annual Enrollment.

Visit www.MyLowesBenefits.com to make the appropriate selections during the Annual Enrollment period.

If you are on an unpaid leave, you can request cancellation within 31 days of your leave start date at www.MyLowesBenefits.com or call 1-833-877-1975.

Visit www.MyLowesBenefits.com and select the appropriate qualifying life event at Family Changes/Continuing Coverage through COBRA.  If your life event isn’t listed, contact the Benefits Service Center at 1-833-877-1975. You have 31 days to enroll eligible dependent(s). 

You may continue coverage, but you can’t change or add coverage or dependents. You may elect coverage changes during Annual Enrollment or drop coverage at any time on COBRA.

• If you have met the full-time threshold under the Affordable Care Act and are within a stability period, you will continue your full-time medical plan.  If you wish to change your election to the part-time medical plan, you will need to make your election within 31 days of your transfer.  All other benefits will follow the part-time benefit offerings.
• If you did not meet the full-time threshold under the Affordable Care Act, you can continue full-time benefits at full price under COBRA for 18 months or enroll in benefits at the part-time associate rate.

Your limited access to Workday allows you to view, print, or email payslips as needed.

To email one or more payslips to your personal email:

• From Workday, select Pay Hub from either the Top App section or the Menu icon in the top left corner.
• Select Payslip - Email/Subscribe tile under Overview or under Suggested Links.
• Select Payslip for Requested Period to email specific payslips only
  • Select the desired payslips from the dropdown, select Email Address, and click OK. You will receive a "Success" pop-up once complete.
• Select Subscription - Automatic Email Delivery for recurring email delivery each pay cycle.
  • Toggle the subscription On (should see blue), select Email Address, and click OK. You will receive a "Success" pop-up once complete.

Review your claim status, and be aware that:

• Pending claims are not paid until approved.
• Sedgwick approves payments, but Lowe’s pays them. That may delay approval and payment.
• If you live in a state with a paid disability or leave plan, it offsets your Sedgwick payment. There could be a reduced payment or non-payment.

Note: For state-paid leave or disability, apply separately through the state administrator. Supply Sedgwick with the award or denial letter.

This varies depending on the incentive(s). Send a case to the Associate Care Center at Inquiry Form. Include the name and date of the incentive(s) you’re asking about.

Contact The Work Number® at one of the following options (Lowe's employer code is 11116).

• www.theworknumber.com/verifier
• 1-800-367-2884 (interactive voice response system)
• 1-800-996-7566 (live customer service representative, available Monday-Friday, 8:00 am to 9:00 pm, Eastern Time)

Visit https://employees.theworknumber.com. Log in or register to create a free account.  Lowe's employer code is 11116.

• For work history available at The Work Number, select Employment Data Report.
• For an employment or income verification letter, select Letters Center.
• To grant a verifier one-time access to your salary information, select Grant Access to Salary Info.

Lenders or other third parties can visit www.theworknumber.com or call The Work Number Client Service Center at 1-800-367-5690.

• Lowes uses The Work Number® service from Equifax to provide automated income and employment verifications for all Lowe’s associates.
• The Lowe’s employer code is 11116.

If the lender or third party can’t use The Work Number®, complete the Inquiry Form to send a case to the Associate Care Center.

Requests made through The Work Number® are completed instantly. If for any reason a lender or third party can’t use The Work Number, verification by Lowe’s HR can take up to ten (10) business days to complete.

Fill out the Inquiry Form to send a case to the Associate Care Center.

Fill out the Inquiry Form to send a case to the Associate Care Center. Provide all request-related details. All requests will be reviewed in a timely manner and fulfilled when state or local law requires it.

Allow 48 hours after you’ve notified Sedgwick for your information to update in all systems.

Notify your people leader in writing.

You’re expected to return to work; but if you can’t return on the date indicated on your leave approval, you may request additional leave. Contact Sedgwick at 1-855-286-8980.

Note: If you don’t return to work or contact your people leader or Sedgwick, it may be considered a voluntary employment resignation or unapproved time off.

If you must extend your military service leave, contact Sedgwick and your people leader.

Note: Failure to do so may result in your time away not being approved and could impact your employment. Contact Sedgwick for details.

Contact Sedgwick and your people leader at least two (2) business days before your desired return date.

Note: If returning from a medical leave, you may need to provide a medical release form to Sedgwick and your people leader.

Note: Once you’ve entered your return in Workday, it can take up to 48 hours for full system access. If you still have access issues, contact Lowe’s IT support.

Contact Sedgwick online or by phone:

• Visit www.MyLowesBenefits.com and click on Sedgwick: Leaves, Accom. & Workers Comp to access the mySedgwick portal
• Call 1-855-286-8980

Using the mySedgwick portal allows you to view details about your claim, as well as upload documents. You can also communicate with your leave/disability/ADA specialist through mySedgwick, as an alternative to phone calls and wait times.

Hours are different based on the service needed:

• To submit a leave claim: 24/7/365 days per year
• For basic questions: Monday – Friday 7:00 a.m. – 8:30 p.m. (CST)
• To speak with leave/disability/ADA specialist: Monday – Friday 8:00 a.m. – 5:00 p.m. (CST)

Send documents by upload, fax, email, or mail. Include your name and claim number on each page you submit.

• Upload: visit www.MyLowesBenefits.com and click on Sedgwick: Leaves, Accom. & Workers Comp to access the mySedgwick dashboard
• Fax: 1-859-280-4983
• Email: [email protected]. Documents should be submitted as attachments, not inserted into the email.
• Mail: PO Box 14671, Lexington, KY 40512

Yes, Sedgwick has Spanish speaking team members to help callers. However, all written communications are in English.

Yes, if you’re eligible. Here’s how to apply:

• Sedgwick sends you an FMLA eligibility packet and medical certification form and asks for documentation to validate your request. Please follow all instructions.
• Read the Sedgwick approval notification carefully. FMLA can run concurrently with other LOA requiring a different approval decision.
• Email: [email protected]. Documents should be submitted as attachments, not inserted into the email.

Mail: PO Box 14671, Lexington, KY 40512

Note: Supply the required documentation within 20 calendar days from the eligibility letter date or first day of absence—whichever is later. Otherwise, your request may not be approved, or job protected.

With approval, you’ll be notified in a determination letter.

• Your absences from work are protected under FMLA and/or state leave law(s).
• You’ll get information about your applicable rights.
• We’ll inform your people leader about your leave status.

FMLA or state leaves are unpaid, unless required by state law.

• If applicable, you’ll be paid all accrued, unused sick pay beginning the first day of continuous leave, when not approved for another paid leave benefit (Short Term Disability (STD), Parental, etc.).
• Don’t want to use all your unused sick pay on LOA? Contact the Associate Care Center (ACC) within seven (7) days of your first date of absence.
• Hourly associates can choose any accrued sick, vacation, or holiday time to cover intermittent FMLA leave; salaried associates must submit accrued sick, vacation, or holiday time to cover it.

Note: Accrued holiday and vacation pay are not automatically applied on a continuous FMLA leave. If you prefer to use them, contact the ACC.

• Under the attendance policy, absences may not be job protected or excused.
• Contact Sedgwick at 1-855-286-8980 for potential options for leave as a workplace accommodation (for your own medical condition) through the Americans with Disability Act (ADA) or a personal LOA (for a family member’s condition).

Note: If you don’t return to work or contact Sedgwick, it may constitute a voluntary employment resignation.

• You should return to work if you’re ready.
• If you need more leave, Lowe’s may allow it under the Workplace Accommodation Policy:
  • for your own medical condition
  • to care for an eligible family member
• Contact Sedgwick at 1-855-286-8980 to discuss options.

Note: Failure to return to work or contact a people leader may result in unapproved time off and termination.

• Return to work within 365 days of any leave or consecutive, continuous leave combinations.
• If you don’t return, your employment may be terminated (except where prohibited by law).

Note: Lowe’s will consider a leave extension as a workplace accommodation for a qualifying disability. Contact Sedgwick at 1-855-286-8980 for details.

Yes, if you both satisfy eligibility requirements.

• You and your spouse are collectively limited to a combined total of 12 weeks of family leave to cover the time off after the birth or placement of a child or to care for a seriously ill parent.
• Each associate may take any unused portion of the twelve weeks for his or her own serious health condition, seriously ill child, or the care of the other spouse or domestic partner.

No. Personal LOA requests go through a review process.

• Sedgwick will review all non-medical LOA requests to determine eligibility.
• If you’re eligible, the Personal Leave Request form is emailed to your people leader for approval.
• If your leader doesn’t respond or approve, your request will be considered unapproved. Your Lowe’s employment may be terminated.

To qualify, you must be enrolled in the Group Voluntary Short-Term Disability (STD) Option.

• Allstate administers this benefit and can be reached at 877-215-0939.
• Note: Part-Time associates must contact Sedgwick to initiate a leave of absence (LOA) in addition to filing an STD claim through Allstate.

It’s a seven (7) day waiting period beginning the first day of disability – benefits begin after the elimination period.

Note: If you have available sick pay, you can use up to 40 hours of sick pay during the elimination period. If you have no available sick time, the elimination period is unpaid.

If you are receiving STD through Sedgwick, they will automatically initiate the LTD claim with Cigna/NY Life as your leave nears 180 days.

• While your claim is pending, the Cigna/NY Life Claim Manager is your primary contact. Reach your Claim Manager at 1-800-238-2125
  • Option 2 for claims
  • Option 1 for claimant or 2 if you are calling on behalf of someone else (system will ask for their Social Security Number).
• All LTD claims should be filed immediately after the 60th day of disability or as soon as reasonably possible after that date.

Benefits are payable for 10 weeks regardless of whether you’re otherwise disabled.

Note: Maternity Leave benefits must be taken over one continuous 10-week period, which begins with your child's birth. No elimination period applies.

Full-time associates may receive payment through the Lowe’s Short-Term Disability (STD) Plan.

• For details, visitwww.MyLowesBenefits.com > Login > Health & Insurance > Plan Information > Summary Plan Descriptions > Insurance and Other Benefits > Short-Term Disability Plan.
• Note: Non-eligible associates may discuss alternate leave options, including leave as an accommodation, with Sedgwick at 1-855-269-8980.

Any pre-birth leave is considered Short-Term Disability (STD) leave and subject to the seven (7) day elimination period before STD begins.

Maternity Leave benefits and STD benefits for the disability period can’t exceed the Maximum Benefit Period (26 weeks of combined Maternity Leave benefits and STD benefits).

Example:

Note: If your absence qualifies as Family Medical Leave Act (FMLA), leave under the STD plan will run concurrently with all leaves per applicable laws. 

• In some cases, your physician must complete an Attending Provider's Statement and return it to Sedgwick within 20 days from the claim file date or the first date of your absence (whichever is later).
• You must also provide a copy of your newborn child's hospital or birth certificate to start Maternity Leave benefits and confirm the delivery date with Sedgwick.

• Yes, eligible associates receive Maternity Leave benefits for 10 weeks based on your child’s birth date.
• Parental Leave benefits are payable for four (4) weeks to bond or care for a newborn or newly adopted child.
• For associates eligible for both leaves, please work with Sedgwick to ensure claims are open for each type.
• All Parental Leave should be taken before your child’s first birthday.

Submit documentation for your parental relationship to the child. Parental Leave isn’t paid until Sedgwick receives the required document. This includes, but is not limited to:

• Birth and/or Hospital Certificates
• Adoption – adoption paperwork, including placement date
• Any other documents establishing parental rights.