Under current 5 U.S.C. 6323(a), covered federal civilian employees generally receive 20 days of military leave per fiscal year for qualifying duty. The former 15-day figure is outdated. OPM identifies the amendment effective December 23, 2024. [1]
Coverage and orders matter
The employee’s appointment and schedule affect coverage and proration. OPM describes coverage for full-time employees whose appointments are not limited to one year, with proportional rules for qualifying part-time employees. The authority on the military orders determines which leave provision applies. [1]
Carryover is limited
Section 6323(a) permits the specified carryover, generally up to 20 days. Do not confuse annual accrual with an unlimited bank. Different provisions, including section 6323(b), address certain emergency or civil-authority service and can have distinct day limits and pay-offset rules. [2]
An employee using qualifying subsection (a) leave generally receives civilian pay as well as military compensation. That does not mean every kind of military absence permits identical dual-pay treatment.
Review payroll before departure
Provide orders, identify scheduled civilian work hours, and ask which leave code applies. Check the accrued balance, carryover, and whether annual leave or leave without pay will cover additional time. Charge only the time properly chargeable under the governing work schedule.
For example, a long activation can exceed the annual paid military-leave bank without eliminating other reemployment or leave rights.
Count the civilian time actually charged
The leave calculation follows the covered employee’s civilian schedule and the applicable military-leave provision. A military order spanning a weekend does not automatically mean every calendar day is charged against a standard civilian workweek. Uncommon schedules and part-time proration need their own calculation. Keep the orders and civilian time record together so payroll can explain the charged hours. Also distinguish subsection(a)’s fiscal-year bank from subsection(b)’s separate calendar-year provision and compensation rules. An employee may need another authorized leave category once one bank is exhausted. A supervisor should not conclude that the military duty itself is unauthorized merely because a particular paid-leave balance has run out; other service and reemployment rules may govern the absence. [1] [2]
See reserve retirement eligibility and military divorce procedures for separate consequences of service. Neither retirement points nor family-court obligations determine the civilian leave balance.
Primary sources
Sources checked: October 31, 2026.