Villanova University recognizes the necessity of rest and relaxation in supporting a work/life balance. That's why we are happy to provide a robust vacation program, coupled with holidays, sick time and flexible work, to help our dedicated and committed staff achieve this healthy balance.

Vacation is calculated based on salary band and your employment classification (exempt vs. non-exempt, full-time vs. part-time). Details on your vacation entitlement are available in the Vacation Appendix, which provides year of hire schedules and pro-ration schedules based on your number of full months worked each year.


Years of Service 12-Month 10-Month 9-Month
Initial January 1 after hire 10 days 8 days 7 days
After 5 years 15 days 13 days 11 days
After 10 years 20 days 17 days 15 days
After 20 years* 25 days 21 days 19 days

*Applies only to those hired prior to 1/1/00

Full-time, non-exempt employees may record vacation in 15-minute increments.


Years of Service Up to Band I & Health Center RNs Bands J through M
Initial January 1 after hire 15 days 23 days
After 3 years 23 days 23 days

Exempt employees may record vacation in either full or half day increments.

Full-time exempt employees scheduled for 9, 10, or 11 months per year will be eligible for a pro-rated share of vacation based on their work schedule as determined by Human Resources - please see the Vacation Appendix for your exact allotment.


Years of Service 12-Month
Initial January 1 after hire 20 hours 18 hours 17 hours 15 hours
After 5 years 40 hours 37 hours 33 hours 30 hours

Part-time non-exempt employees may record vacation in 15-minute increments.



Vacation Procedures

Requesting Guidelines

Vacation must be approved in advance by the employee's direct supervisor and requests should be submitted at least two weeks in advance of the scheduled vacation or in accordance with departmental policy. Vacation schedules within a department are generally arranged according to the needs of the department, seniority, and employee preference and approval is subject to the business needs of the department.

Unused Vacation Time

If you do not use all of your vacation time in a year, the unused vacation time is lost.

Planned Vacations & Illness

If you are on a planned vacation period and become ill, you are still charged for the vacation time which you had originally planned. Similarly, if you are on a planned vacation period or scheduled for vacation time when the University closes for weather or other emergency reasons, you are still charged for the vacation time which you had originally planned.

Employment Classification Changes

If you move from a part-time to a full-time position, HR will calculate an adjusted date of hire that will be used for tuition, retirement eligibility and vacation entitlement. Your vacation allotment is pro-rated based on the month you change to full-time. If you previously worked for Villanova and were rehired, previous service may be applied to retirement plan eligibility.

Separation from Villanova

If you end your employment with the University before the end of the calendar year, you will be paid a pro-rated share of the vacation allotment based on the number of full months you worked for the University minus the number of vacation days actually taken. When you terminate your employment, accrued but unused vacation days will be paid out per the formula below except in three instances: failure to give two week's notice of a resignation; less than one year of service as of the date of termination; and certain discharge situations. In these cases, you will not be paid any unused vacation.

For example, if your annual vacation allotment is 15 vacation days and you took two days in January, then you resigned your position with the University effective May 11th, you would be paid for three unused vacation days.  The three days paid is 4/12th’s of your annual allotment of vacation time for the four full months worked from January to April minus the two days already taken.


Please contact with questions regarding use of vacation time.