SLB recognizes that at certain times in your life you may need to take some time away from work. Whether it’s to focus on a family matter, pursue a personal interest, or further your education, SLB has options available.
Click on the sections below for more information.
In an effort to support career flexibility, SLB Canada offers employees the option to apply for a Personal Development Leave (PDL). PDL is a mutually agreed-upon period of time, not to exceed 2 years, during which the employee is not required to perform his/her usual occupation. Every employee with 5 or more continuous years of seniority is eligible to apply for this program.
SLB Canada will grant a Personal Leave of Absence of up to 12 months at the company’s discretion for compelling personal reasons. Every employee with 26 weeks or more of continuous seniority is eligible to apply for this program.
Each province and territory in Canada provides additional legislated job protected leaves to employees. The type, length, and eligibility of these leaves vary greatly across jurisdictions. SLB Canada will adhere to the legislation in the province or territory in which the employee is based.
Compassionate care benefits are Employment Insurance (EI) benefits paid to people who have to be away from work temporarily to provide care or support to a family member who is gravely ill and who has a significant risk of imminent death. The EI program is administered by Service Canada, not SLB Canada. For information about all EI benefits and eligibility requirements, visit the
Service Canada website.
All employees who are Reservists for the Canadian Forces are eligible for Military Leave of Absence without pay in accordance with provincial/territory and federal laws.
An employee who is served notice or subpoenaed to serve as a jury member, other than on a grand jury, is placed on a paid absence. Formal notification is required to verify the absence. The employee will receive full pay for the duration of required jury duty absence.
In the event an employee does not have sufficient time outside of working hours to vote in an election, the employee may take off sufficient working time to vote. This time should be taken at the beginning or end of the regular work schedule (whichever allows the most free time for voting and the least time off from work). An employee will be allowed a maximum of 3 hours of voting leave on Election Day without loss of pay unless otherwise required by local law.