| Day 1 (Day of Hire) | Day 91 (First of the month following 90 days of employment) |
| Medical | Basic Life and Accidental Death and Dismemberment (AD&D) Insurance |
| Dental | Supplemental Life/AD&D Insurance |
| Vision | Short-Term Disability |
| Flexible Spending Account (FSA) | Long-Term Disability |
| Voluntary Critical Illness, Accident and Hospital Care |
Employee Stock Purchase Plan (ESPP)
Enrollment open during the next available option period.
|
Welcome to Planet Fitness!
Planet Fitness provides a comprehensive employee benefits program to ensure the health and well-being of employees and their families. We are pleased to offer the following benefits to Planet Fitness full time employees who are regularly scheduled to work at least 30 hours per week; please note that some benefits are offered to employees working less than 30 hours per week.
Open Enrollment
Open enrollment is a period of time, when employees may elect coverage, cancel coverage, add/remove eligible dependents, or change their benefit options.
Benefit changes made during open enrollment will become effective January 1st of the following year.
Open enrollment is typically held in November. Employees will be notified of the open enrollment dates, by direct email, newsletters and on this portal.
Open Enrollment: Active vs. Passive What is the difference?
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Active Enrollment: Your current benefits will not roll over. You must log in ADP and select plans to have coverage for the new year.
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Passive Enrollment: Your current choices will automatically roll over if you do not make changes. If the current plan is discontinued, you will be mapped to a similar option.
Important Note: Certain benefits—such as the Flexible Spending Account (FSA)—never roll over. You must actively re-enroll every year.
Be sure to review the open enrollment communication each year!
New Hire Benefit Enrollment
All full-time employees scheduled to work 30 or more hours per week are eligible for benefits.
Full time new hires have 30 days from their date of hire to enroll in coverage.
They may elect coverage for themselves and their eligible dependents, such as their spouse or domestic partner* and their children or the children of their spouse or domestic partner up to the age of 26.
Verification documentation is required to enroll eligible dependents
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Marriage certificate/DP* Affidavit
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Birth certificates for dependent children
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Verification documents should be uploaded directly into ADP
*DP=Domestic Partner:The domestic partner portion of the employee paid
portion is not considered a pre-tax benefit
The domestic partner employer paid portion is subject to imputed income tax
How to Enroll
Enrolling in your benefits is a simple, step-by-step process:
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Log into your ADP account.
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Go to myself >> benefits >> enrollments
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Start enrollment.
Once submitted, your benefit selections will remain in effect for the plan year unless you experience a qualifying life event.
Qualifying Life Events
A qualifying life event is an event that happens in your life that allows you to make certain changes your benefits outside of open enrollment.
Any change you make must directly correspond to and be consistent with the event. For example, if you lose other health coverage, you can enroll in medical coverage. However, an event affecting only medical coverage does not allow you to make unrelated changes to your dental or vision plans unless those specific plans were also impacted by the life event If you and/or your eligible dependents lose or gain coverage, you can enroll in the coverage that was lost and cancel the coverage that was gained.
Timing Matters: Your eligibility to enroll or change coverage is based on the date your coverage actually begins or ends, not necessarily the date the life event occurs. You must provide verification documentation and process the change within 30 days of this coverage change date.
Examples of How This Works
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Birth or Adoption: The event date and the coverage date are the same. Coverage for your newborn is effective on the date of birth.
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Spouse Loses Job: If your spouse loses their job on April 15th, but their health insurance remains active until April 30th, your qualifying life event date is May 1st (the day the coverage actually ended).
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Gaining Other Coverage: If you qualify for a new plan through a spouse's open enrollment starting January 1st, your event date to cancel your current plan is January 1st (the date the new coverage begins).
This site will be available to you on demand all year.
Take some time to review this information and return to this site whenever you or your family members have questions or want to review your benefits.
Questions? We're here to help.
Contact Us
For Internal Use Only
Health and Welfare Benefits
Planet Fitness is committed to offering a variety of medical benefits that provide generous coverage for both employees and their covered dependents. We are offering three medical plans, administered though Cigna Healthcare, to fit your budget and needs.
2026 Medical and Prescription Coverages
Cigna provides three medical plans that use the Open Access Plus (OAP) network. The plans include prescription coverage and an annual comprehensive eye exam through the EyeMed network. They also provide a wide range of services, including behavioral health resources, virtual care and personalized health advocacy.
Have questions?
Call Cigna at 1-800-401-4041 either before or after you are enrolled for questions regarding coverage, network providers and more.
Not sure which plan to choose?
Use the Cigna Easy Choice Tool to help determine which plan would be best for you and your family.
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Paid bi-weekly, use code: TKEW-6427
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Paid weekly, use code: KFCQ-6283
Provider: Cigna
Plan ID# 3345932
Phone: 800-244-6224
Cigna Vision Phone: 888-353-2653
| Coverage | 2026 Bi-Weekly Cost |
2026 Weekly Cost |
| Single | $88.93 | $44.46 |
| Plus, Spouse/Domestic Partner | $246.83 | $123.41 |
| Plus, Child(ren) | $200.61 | $100.31 |
| Family | $349.50 | $174.75 |
| Coverage | 2026 Bi-Weekly Cost |
2026 Weekly Cost |
| Single | $74.48 | $37.24 |
| Plus, Spouse/Domestic Partner | $206.91 | $103.46 |
| Plus, Child(ren) | $168.12 | $84.06 |
| Family | $293.06 | $146.53 |
| Coverage | 2026 Bi-Weekly Cost |
2026 Weekly Cost |
| Single | $38.22 | $19.11 |
| Plus, Spouse/Domestic Partner | $188.80 | $94.40 |
| Plus, Child(ren) | $153.23 | $76.62 |
| Family | $267.59 | $133.79 |
Dental Insurance
Good dental health is just as important as your annual physical. According to the
American Academy of Periodontology, dental diseases (if left unattended) can
contribute to health issues like heart disease, stroke, pre-term birth, and
diabetes. In fact, gum health is as good an indicator of heart disease as high
cholesterol is!
Dental plans protect you from major dental expenses, and usually cover everything from preventive care, like exams and cleanings, to major care like root canals and dentures. If you have an HSA or an FSA, you can use these funds to cover eligible out of pocket dental expenses.
Provider: Delta Dental
Plan ID #11427
Phone: 800-832-5700
https://www.nedelta.com/Home
| Coverage | 2026 Bi-Weekly Cost |
2026 Weekly Cost |
| Single | $3.08 | $1.54 |
| Plus, One | $9.03 | $4.52 |
| Family | $14.07 | $7.03 |
Vision Insurance
If you need glasses or contacts, vision coverage is a no-brainer. But even if you have 20/20 vision, you should still consider enrolling in a vision plan. Why? Eye exams are good preventive care for your eyes—they can help find eye problems early, when they’re most treatable.
And did you know that vision exams can also detect other health problems like glaucoma, diabetes, high blood pressure and high cholesterol? If you have an HSA or an FSA, you can use these funds to cover eligible out of pocket vision-related costs like your deductible, glasses or contact lenses.
Learn more about your VSP vision coverage and how
you can save money!
Provider: VSP
Plan ID# 30078607
Phone: 800-877-7195
| Coverage | 2026 Bi-Weekly Cost |
2026 Weekly Cost |
| Single | $0.64 | $0.32 |
| Plus, Spouse/Domestic Partner | $1.93 | $0.96 |
| Plus, Child(ren) | $2.06 | $1.03 |
| Family | $3.30 | $1.65 |
COBRA
Consolidated Omnibus Budget Reconciliation Act commonly known as COBRA
COBRA is a federal law that allows certain individuals to continue with their employer sponsored health insurance coverage after they leave their job or experience a qualifying event. Qualified individuals pay the entire premium plus an additional 2% administration cost to continue their coverage.
Planet Fitness arranged for Voya to be their COBRA administrator. Qualified individuals will work directly with Voya to continue their coverage under COBRA.
Questions? We're here to help.
Contact Us
For Internal Use Only
Health Savings & Spending Accounts
Planet Fitness provides both an HSA and FSA to help employees budget and save for qualified medical expenses incurred over the course of the plan year. We also provide commuter benefits for transit and parking.
Healthcare Flexible Spending Account (FSA)
A Flexible Spending Account (FSA) allows you to pay for qualified out-of-pocket health expenses using pre-tax dollars. Funded directly through payroll deductions, an FSA reduces your taxable income and increases your take-home pay. Planet Fitness partners with Voya to administer this benefit.
Key Features:
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Immediate Access: Your full annual election amount is available on day one of the plan year.
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Eligible Dependents: Covers qualified expenses for you, your spouse, and any qualified IRS dependents.
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What's Covered: Medical copays, coinsurance, prescription drugs, dental care, and vision costs.
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Use-It-or-Lose-It: Plan carefully! Any balance remaining after 12/31 will be forfeited.
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HSA Restriction: You cannot enroll in the HealthcareFSA if you are actively contributing to a Health Savings Account (HSA).
Check out the FSA Store for eligible purchases www.fsastore.com
Voya Financial
Phone: 888-401-3539
Website: www.voya.com
Email: HASinfo@voya.com
Health Savings Account (HSA)
A Health Savings Account (HSA) is a tax-free account that you can use to pay for current and future medical expenses.
If you're enrolled in a consumer-driven High Deductible Health Plan (HDHP with HSA), you're eligible to contribute on a pre-tax basis to an HSA. Planet Fitness contributes up to 20% of your plan deductible. You must contribute to the HSA in order to receive the company per pay period contribution. You can use these funds to cover medical, dental and vision expenses.
Money you don't spend rolls over from year to year. So, if you change jobs, switch to another medical plan or even retire, your HSA and the money in it is still yours to keep. You can choose to save it for eligible healthcare expenses tax-free in retirement.
Check out the HSA Store for eligible purchases www.hsastore.com
Provider: Cigna
Phone: 800-401-4041
www.mycigna.com
Health Reimbursement Arrangement (HRA)
An HRA is a health spending account provided by and owned by an employer.
HRA funds are provided 100% by the employer.
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HRA funds are fully available at the start of the Plan year.
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You are not able to add funds to an HRA.
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You do not pay taxes on money that is paid on your behalf from an HRA.
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If you leave the company, unused HRA funds remain with the employer.
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You pay for certain expenses under the Plan first prior to claims being paid from your HRA account.
How does the HRA work?
The HRA is integrated with the Cigna OAP HRA plan. After the participant pays their portion of the plan’s deductible, the HRA will pay the remaining deductible amount.
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If the expense is covered by your HRA: Cigna pays your doctor directly from your account. You receive an explanation of benefits that confirms the amount that was paid from your account. It will also tell you how much money is left in your account.
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If the expense is not covered by your HRA: You will receive an explanation of benefits letting you know that you are responsible for payment to your doctor and how much you owe. Your doctor will bill you directly for any amount that you owe.
Commuter Benefits
Did you know you could reduce your work-related commuting and parking expenses by enrolling in Commuter Benefits?
Our commuter benefits allow you to use pre-tax dollars to pay for eligible work-related transit and parking expenses. This account is separate from a healthcare flexible spending account, or FSA, that assists with eligible healthcare expenses, though they are sometimes referred to as Commuter or Transit FSAs.
Currently, the IRS limits pre-tax contributions to commuter benefits accounts. Other than the amount you choose to contribute, there’s no cost to maintain a commuter benefits account. The IRS limits tend to change annually so be sure to look up the current monthly contribution limits on www.irs.gov.
Voya Financial
Phone: 888-401-3539
Website: www.voya.com
Email: HASinfo@voya.com
Questions? We're here to help.
Contact Us
For Internal Use Only
Life and Disability
While no one likes to think about it, planning for your family’s financial security in the event of sickness, serious injury, or death is one of the greatest gifts you can give your loved ones.
Life Insurance and AD&D
Planet Fitness offers basic life and AD&D coverage at no cost to eligible employees.
Life Insurance and Accidental Death & Dismemberment (AD&D) insurance provide valuable financial protection for you and your loved ones. Life insurance pays a lump-sum benefit to your designated beneficiaries in the event of your death, helping cover expenses such as funeral costs, mortgage payments, and everyday living expenses. AD&D insurance provides an additional benefit if you experience a covered accidental death or serious injury, such as the loss of a limb, sight, speech, or hearing.
Together, these benefits help provide financial security when it matters most. Whether helping your family maintain financial stability after a loss or assisting with expenses related to a serious accidental injury, Life and AD&D insurance offer added peace of mind and an extra layer of protection for you and your loved ones.
UNUM
Plan ID#940708
www.unum.com
Supplemental Life
In addition to the basic life insurance coverage provided, you have the opportunity to purchase supplemental life insurance at competitive group rates. This allows you to increase your coverage to better match your individual financial needs and obligations, such as paying off significant debts or funding future education costs.
Life insurance options are designed to be flexible and affordable, making it easy for you to secure the right level of protection for your family.
Disability (STD and LTD)
If you have an illness or injury that keeps you from working you may be able to protect your finances with the help of Short-Term Disability (STD) and Long-Term Disability (LTD). These benefits provide income replacement when you are unable to work because of an illness or injury. In other words, you still receive a portion of your paycheck, even when you can’t work. LTD benefits usually take over when Short Term Disability benefits end. This is a company paid benefit.
Questions? We're here to help.
Contact Us
For Internal Use Only
Voluntary Benefits
Add an extra layer of financial protection for your loved ones with optional coverage that helps offset out-of-pocket costs when unexpected health events happen.
Critical Illness Insurance
Medical insurance does not eliminate all the financial strain of a major illness or injury. Supplemental medical benefits, such as Critical Illness Insurance, can help cover these out-of-pocket expenses at a reasonable cost. Critical Illness Insurance pays a lump sum benefit directly to you if you are diagnosed with a covered illness that meets the plan criteria.
Covered illnesses typically include heart attack, stroke, cancer, major organ failure/transplant, coronary artery disease/bypass graft, and certain infectious diseases. The benefit is paid in addition to any other insurance coverage you may have. For specific conditions like coronary artery disease/bypass graft and certain infectious diseases, a partial benefit is paid once per lifetime.
Contact Cigna
800-351-9214
Critical Illness insurance provides a cash benefit when a Covered Person is diagnosed with a covered critical illness or event after coverage is in effect. See State Variations (marked by *) in the summary of benefits.
Who Can Elect Coverage:
Regular, full-time employees scheduled to work at least 30 hours per week. You must also be legally authorized to work in the United States. If you enroll, you may also cover your eligible dependents, including:
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Your legal spouse or domestic partner up to the age 10, as long as you apply for an are approved for coverage yourself
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Your children (or the children of your spouse/domestic partner) up to the age of 26
You will be required to submit official documentation (such as a marriage or birth certificate) to verify your dependents’ eligibility before their coverage can be approved.
Available Coverage:
The benefit amounts shown will be paid regardless of the actual expenses incurred. The benefit descriptions are a summary only. There are terms, conditions, state variations, exclusions and limitations applicable to these benefits. Please read all of the information in this Summary and your Certificate of Insurance for more information. All Covered Critical Illness Conditions must be due to disease or sickness
Hospital Care Insurance
If you are admitted to a hospital, it doesn’t take long for the out-of-pocket costs to add up. Hospital Indemnity Insurance pays benefits directly to you if you are admitted into a hospital for care or childbirth. Benefits are paid even if you have other coverage.
You receive a benefit as soon as you are admitted and then an additional benefit based on the number of days you are confined to the hospital. The benefit increases if you are admitted and confined to an intensive care unit. The following are covered: first-day hospital confinement, daily hospital confinement, daily Intensive Care Unit confinement, and hospital observation/short stay.
Contact Cigna
800-351-9214
Hospital Care coverage provides a benefit according to the schedule below when a Covered Person incurs a Hospital stay or undergoes a broad range of medical treatments or care resulting from a Covered Injury or Covered Illness (marked by*) in the summary of benefits.
Who Can Elect Coverage:
Regular, full-time employees scheduled to work at least 30 hours per week. You must also be legally authorized to work in the United States. If you enroll, you may also cover your eligible dependents, including:
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Your legal spouse or domestic partner up to the age 10, as long as you apply for an are approved for coverage yourself
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Your children (or the children of your spouse/domestic partner) up to the age of 26
You will be required to submit official documentation (such as a marriage or birth certificate) to verify your dependents’ eligibility before their coverage can be approved.
Available Coverage:
The benefit amounts shown in this summary will be paid regardless of the actual expenses incurred and are paid on a per day basis unless otherwise specified. Benefits are only payable when all policy terms and conditions are met. Please read all the information in this summary to understand the terms, conditions, state variations, exclusions and limitations applicable to these benefits. See your Certificate of Insurance for more information.
NOTE: This insurance is NOT a substitute for comprehensive or major medical insurance coverage.
Accident Insurance
Accident Insurance can pay for expenses resulting from a covered accident or accidental dealth and dismemberment not covered by your medical plan.
This benefit can complement your medical and disability insurance to help you pay for unexpected or common costs such as your medical deductible, coinsurance, emergency room visits, physician office visits and hospital charges. This coverage is available to purchase for yourself and dependents.
Accident insurance is an extra layer of protection and an affordable way to supplement the additional expenses associated with your injuries, treatments and services.
Contact Cigna
800-351-9214
Accidental Injury coverage provides a fixed cash benefit according to the schedule below when a Covered Person suffers certain injuries or undergoes a broad range of medical treatments or care resulting from a Covered Accident. See State Variations (marked by *) in the Summary of Benefits.
Who Can Elect Coverage:
Regular, full-time employees scheduled to work at least 30 hours per week. You must also be legally authorized to work in the United States. If you enroll, you may also cover your eligible dependents, including:
-
Your legal spouse or domestic partner up to the age 10, as long as you apply for an are approved for coverage yourself
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Your children (or the children of your spouse/domestic partner) up to the age of 26
You will be required to submit official documentation (such as a marriage or birth certificate) to verify your dependents’ eligibility before their coverage can be approved.
Available Coverage:
This Accidental Injury plan provides 24 hour coverage. The benefit amounts shown in this summary will be paid regardless of the actual expenses incurred and are paid on a per day basis unless otherwise specified. Benefits are only payable when all policy terms and conditions are met. Please read all the information in this summary to understand terms, conditions, state variations, exclusions and limitations applicable to these benefits. See your Certificate of Insurance for more information.
Questions? We're here to help.
Contact Us
For Internal Use Only
Retirement and Financial
Planet Fitness recognizes how important it is to invest in your future, which is why we provide an employer match on our 401(k) retirement plan.
401(k)
Start saving now for your retirement with the Planet Fitness 401(k) Plan. You are eligible to enroll in the plan on the first day of the month following 90 days of employment as long as you are 21 years old. The Plan offers traditional (pre-tax) and Roth (post-tax) contribution options.
Planet Fitness matches 100% of the first 3% of your contribution and 50% of the next 2% of your contribution to a maximum employer match of 4% on your 5% deferral. Employer matching contributions are deposited into the pre-tax account, even if you contribute to a Roth account. You are immediately vested in your contributions and match.
Contact Principal
www.principal.com
800-986-3343
Employee Stock Purchase Plan (ESPP)
The Employee Stock Purchase Plan (ESPP) allows employees to enroll in a savings plan funded through payroll deductions to purchase Planet Fitness stock (PLNT) at a discount in January and July of each calendar year.
All employees that regularly work an average of 20 or more hours per week with at least 90 days of continuous service may elect to withhold from 1% to 10% in whole percentage increments of total pay each payroll period to purchase shares.
Once shares are purchased they are fully vested shares of the Company with no restrictions outside of the company’s Insider Trading Policy. For questions on the company’s Insider Trading Policy, contact the Legal Department.
Eligible employees will receive an email with a link to register and enroll, shortly before an offering period. How does it work? Employees may elect a continuous (post-tax) ESPP payroll deduction of between 1% and 10% of total pay from each pay period occurring during an Option Period.
Option Periods and Purchasing Dates:
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The Option Period of January 1 through June 30 will fund a purchase on the first business day after June 30.
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The Option Period of July 1 through December 31 will fund a purchase on the first business day after December 31.
At the end of each Option Period, PLNT shares are purchased at a discount off of the closing share price occurring on the lower of:
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The beginning date of the option period OR
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The ending date of the option period.Only whole shares can be purchased.
Funds remaining that were insufficient to purchase one whole share at the end of the period, will be rolled into the next period, unless you opt out, in which case funds will be returned.
Tax withholding will occur in the next available payroll following the purchase of shares. (See Purchase of Shares and Tax Withholding Example below).
Enrollment in any option period occurs during an open enrollment window of approximately two months before the beginning of the period but no later than ten business days prior to it.
Contribution elections are final at the close of any enrollment window and cannot be changed. Cancellation of an active enrollment is permitted, in its entirety only, no later than ten business days prior to the end of an option period. Upon cancellation all account funds are refunded through the regular payroll process.
Once enrolled in the program, participation continues indefinitely for subsequent Option Periods unless an Opt Out election occurs.
All employees are prohibited from selling their ESPP shares if they are in possession of material non-public information.
A Full Time Employee making $10 per hour, or $20,800 per year, elects a payroll deduction of 10% of total pay each payroll to fund a purchasing account to buy PLNT shares. Within each pay period of the six month option period, the employee’s election, as a percentage of total pay, is deducted from their paycheck and held by the Company to purchase shares on the next available purchase date. For this example, assume that $1,000 has been withheld during the six month period.
Assume PLNT stock price on the beginning date of the option period is $40.00 and on the ending date of the option period is $45.00. The Plan allows a purchase of shares at a 15% discount of the lowest price of either the beginning or ending date of the option period.
In this case, lowest price is $40.00 and you may purchase the stock at 85% of its value, for a purchase price of $34.00.
At $34.00, the $1,000 account balance will buy 29 whole shares. Purchased shares will be issued to the Shareworks account with the $14.00 remaining rolled into the next withholding period.
Subject to insider trading rules, the 29 shares purchased at $34.00 with a stock price of $45.00 on the date of purchase, would be valued at $1,305.
By purchasing shares at a discount, and including the increased price in stock, the employee would gain $319. $45 (closing price) minus $34 (purchased price) multiplied by 29 shares = $319 gain.
This gain is taxable. At a sample 25% tax rate, $79.75 would be withheld from the employee’s first paycheck in January.
This is an example. Please seek out professional tax and investment advice.
Questions? We're here to help.
Contact Us
For Internal Use Only
Paid time off and Leave Benefits
Here is a quick reminder of the time off and leave benefits available to help you rest, recharge, and take care of what matters most. From standard paid time off and holidays for regular well-deserved breaks, to dedicated sick time and comprehensive family leave for life’s unexpected or major moments, we provide the flexible support you need to balance your personal life and well-being.
Vacation – Planet Fitness is a great place to work, but we also recognize that employees need to have the proper balance between their work life and personal life. We provide paid vacation time to regular full-time employees working a minimum of 30 hours per week, as a part of our benefit program.
Regular full-time club employees:
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Vacation is accrued based on hours worked
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Vacation can be used in hourly increments.
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Up to 40 hours of vacation can be carried over to the next calendar year.
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Any time remaining over 40 hours will be forfeited
| Regular Full Time Employees | Accrued Vacation |
| Hire date to 2 years | 1 weeks |
| 2 to 5 years of service | 2 weeks |
| 5 to 10 years of service | 3 weeks |
| 10 + years of service | 4 weeks |
Club Managers:
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Vacation is accrued bi-weekly
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Vacation can be used half day increments
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Up to 40 hours of vacation can be carried over to the next calendar year.
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Any time remaining over 40 hours will be forfeited
| Club Managers | Accrued Vacation |
| Hire date to 2 years | 2 weeks |
| 2 to 5 years of service | 3 weeks |
| 5 to 10 years of service | 4 weeks |
| 10 + years of service | 5 weeks |
Holiday Pay
Planet Fitness is open to the public for most national holidays and observes nine holidays, including New Year’s Day, Martin Luther King, Jr. Day, Memorial Day, Juneteenth, Fourth of July, Labor Day, Thanksgiving Day, Day after Thanksgiving and Christmas Day. Non-exempt employees who work on an observed holiday receive a holiday rate of pay equal to 150% of the employee’s regular hourly rate of pay for all hours worked on the holiday. Non-exempt, full-time employees who work a minimum of 30 hours a week, but do not work on a holiday receive holiday pay equal to their regular hourly rate for their regularly scheduled daily hours. Non-exempt, part-time employees who do not work on a holiday do not receive holiday pay.
Paid sick time begins accruing upon your hire date but may not be used until you have had 90 days of continuous service. After 90 days of continuous service paid sick time can be used in 1-hour increments.
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Regular Full-Time Nonexempt Employees -Sick time is accrued based on hours worked
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Club Managers - Sick time is accrued biweekly
Refer to the US Corporate Club Handbook for the full Sick Time policy.
Club Managers and Assistant Club Managers may use up to 16 hours of work time per calendar year in one-hour increments, to take civic action to support diversity and inclusion efforts, donate time to a charitable organization of your choice or participate in a company sponsored volunteer day. VTO is considered paid time off and should be scheduled in advance subject to your manager’s approval.
Leave of Absence and Disability
A leave of absence is approved time off from work for reasons which can include, medical issues, maternity/paternity time, military, and caring for a family member. When you are on an approved leave of absence, your job is protected.
Disability is a physical or mental condition that limits your movements, senses, or activities, and is a reason why you may need a medical leave of absence.
When you are on a leave of absence, there are two categories.
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Type of absence meaning, what state or federal law does your absence fall under.
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Method of pay meaning, are you eligible and approved for company or state disability pay. Some states also provide family leave pay.
Not all methods of pay provide job protection.
Planet Fitness uses UNUM to work in conjunction with the Benefits Department to administer employee leave of absences. UNUM ensures that you receive the leave benefits that you are entitled to receive based on your eligibility. They will also provide you with the contact information for you to apply for state benefits, if applicable.
You are required to request a leave of absence at least 30 days in advance of your anticipated leave begin date or as soon as you know that you need a leave of absence in an unforeseen situation.
UNUM will also submit a claim for the company paid short term disability and NY state benefits if you are eligible.
Requesting a leave of absence is easy!
Step 1: Request a leave of absence with UNUM at least 30 days in advance of your anticipated leave date or as soon as you know that you need a leave of absence in an unforeseen situation.
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Have your Position ID# handy to use as your employee number. (Your Position ID# is in ADP under your Profile section.)
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Go to https://portal.unum.com from your computer or mobile device. - First time users will need to register for a new account. - Returning users log in with their user ID and password.
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Request your leave of absence and select your notification preference.
If additional assistance is needed, you can call UMUM at 866-868-6737. Leave specialists are available 8 a.m. to 8 p.m. ET Monday through Friday.
Step 2: Provide UNUM with the information they need, (if applicable) by the deadline date they provide, by fax, mail or uploading the documents in the portal.
Step 3: Check the UNUM portal for updates on the status of your leave of absence throughout your absence.
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Ask questions if you need clarification.
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Provide documentation that may be needed for your return to work.
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Return to work when your leave of absence ends.
Click here To know How to request a leave of absence with UNUM.
Click here To know How to use the UNUM portal.
What is FMLA?
Family and Medical Leave Act (FMLA)
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FMLA is a federal law that provides eligible employees either 12 or 26 weeks of an unpaid leave of absence.
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FMLA protects your job and benefits.
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FMLA leave of absence can be consecutive or intermittent/reduced work schedule.
Reasons for FMLA leave.
FMLA entitlement is twelve workweeks of leave in a 12-month period for:
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the birth of a child and to care for the newborn child within one year of birth;
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the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
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to care for the employee’s spouse, child, or parent who has a serious health condition;
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a serious health condition that makes the employee unable to perform the essential functions of his or her job;
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any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or
Or twenty-six workweeks of leave during a single 12-month period to care for: a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave.)
What is the ADA?
Americans with Disabilities Act (ADA)
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ADA is a federal law that prohibits discrimination against individuals with disabilities.
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If an employee is not eligible for medical leave under the FMLA, they may be eligible for leave under the ADA as a reasonable work accommodation.
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The amount of leave granted depends on the job and the disability. This is handled case by case.
What is Workers’ Compensation?
Workers' compensation (WC) insurance provides benefits to employees who get injured or sick from a work-related cause. Planet Fitness provides employees with WC insurance through our insurance carrier Nationwide.
Each state has their own WC laws and procedures. Nationwide will ensure the WC laws and procedures are followed with each state. They also process benefits employees are entitled to receive per state law, such as medical benefits and compensation for time missed from work if the claim is approved. The goal of any work-related injury or illness is for the employee to completely recover.
What is the WC process?
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Employees are required to notify their manager right away if they are injured or sick from a work-related cause.
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The manager must complete an Employee Injury Form and submit the form to the benefits department at benefits@planetcsc.com within 24 hours. Failure to submit an Employee Injury Form timely may violate certain state reporting regulations and could result in fines or other penalties.
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The benefits department will submit a claim to Nationwide as soon as the form is received, and a claim number will be assigned.
Other documents may need to be completed depending on the state where the injury/illness occurred. The benefits department will work with the employee and their manager to ensure the necessary documents are completed.
What happens next?
After a claim is processed, the employee will be assigned a WC adjuster from Nationwide. They will receive a letter from their WC adjuster with information on how to contact them if they have any questions. The letter will also provide the claim number and the address to submit medical bills related to their injury/illness. The WC adjuster may contact the employee if there is time loss from work or for any other information needed. If an employee receives medical treatment as a result of the reported injury, they need to inform their medical provider that the injury occurred at work and have them submit all the medical bills to
Nationwide at the address below.
Nationwide Insurance Company
PO Box 4113
Clinton, IA 52733
Fax: 1- 800-363-8904
Ebill ID: LV164
Policy Number: WCC331191B
The WC claim number needs to be on all medical bills submitted to Nationwide. You may contact the benefits department at benefits@planetcsc.com for the claim number.
Processes based on the severity of the injury/illness
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If emergency medical treatment is needed:The manager must complete the Employee Injury Form within 24 hours and email it to the benefits department at benefits@planetcsc.com.
The employee should seek medical care right away and stay in touch with Nationwide, their manager and the benefits department. The employee is required to provide the medical documents and a fit for duty certification upon each medical appointment to the benefits department at benefits@planetcsc.com.
Important information for Georgia and Pennsylvania Employees:
All GA Team Members: If you need medical treatment, it is required, by law, that you visit a health care provider listed on the GA provider panel. Click here for a list of the provider panels. The list is also posted in each GA club.
All PA Team Members: If you need medical treatment, it is required, by law, that you visit a health care provider listed on the PA provider panel. Click here for a list of the provider panels. The list is also posted in each PA club. -
If medical treatment is not needed:
The manager must complete the Employee Injury Form and email it to the benefits department at benefits@planetcsc.com. The form will be submitted to Nationwide, for reporting purposes only. If the employee should need medical treatment at a later date the claim will be opened.
Parental Leave Benefit – Club Manager
Starting January 1, 2026, under the Parental Leave Benefit, Pla-Fit Franchise, LLC (“Planet Fitness”) provides up to 8 weeks of leave with full pay to use within 12 months from the birth or adoption/placement of your child for all Club Managers. This benefit is available for either parent in coordination with an approved leave of absence. There is no waiting period to be eligible for this benefit. The Parental Leave Benefit may be used intermittently in 4 week increments or consecutively.
Employees must apply for a leave of absence with our leave vendor at least 30 days in advance of their anticipated leave begin date (or as soon as they know they need a leave if the leave is not foreseeable.) Unused Parental Leave Benefit time is not eligible for payout, under any circumstance.
If a Club Manager is eligible for any comparable leaves that may be provided under federal and/or state laws, Parental Leave Benefit must be taken contemporaneously.
If a Club Manager is eligible for any paid parental leave that may be provided under state laws, this Parental Leave Benefit will be used to supplement that pay not to exceed an employee’s full pay and 8 weeks of time.
If a paid holiday falls within the paid Parental Leave Benefit taken, you will not be paid that holiday and your leave entitlement will not be extended by any holidays that may occur during your paid parental leave.
If both parents are Club Managers and employed by Planet Fitness, they may split the Parental Leave Benefit not to exceed a total of 8 weeks between both parents.
Eligible Club Managers that may not otherwise qualify for any comparable leaves provided under federal and/or state laws (such as a newly hired employee), may still be eligible for the Parental Leave Benefit subject to the terms outlined here. Full-time & Part-time Club team members, seasonal team members, temporary staff, contractors, and interns are not eligible for the Parental Leave Benefit.
Please reach out to the Benefits Department at benefits@planetcsc.com with any questions.
Planet Fitness reserves the right, at its sole discretion, to change, modify or terminate this benefit at any time.
Questions? We're here to help.
Contact Us
For Internal Use Only
Perks
Here is a quick reminder of the perks available to support your whole journey; personal and professional. From tuition reimbursement to family resources, we are here to make balancing life a little easier. It is important to celebrate your journey, which is why we shout out milestone anniversaries, cheer each other on through employee recognition, and keep things fun with regular team engagement events.
The EAP is a confidential counseling resource for you and members of your household. Professional counselors can help you deal with life's adventures or challenges, no matter how big or small. You can call the EAP when you need help with things like legal assistance, financial counseling, emotional support, dealing with aging parents, finding child care, coping with grief or loss, managing stress, managing depression, finding balance, etc.
| Can I access information online? | Yes. Go to www.mycigna.com Employer ID: PlaFitEAP |
| How do I reach a counselor? | Call: 1-877-622-4327 |
| What types of issues can the EAP help me with? | Wellness Seminars, Monthly Behavioral Awareness Seminars, Suicide Awareness and Prevention, Home Life Referrals, Financial and Legal Assistance. |
| Is the EAP free? | The EAP is a free resource that provides up to 5 face to face counseling sessions, and tons of resources for a work/life balance. |
Planet Fitness offers tuition reimbursement after 6 months of employment for certain expenses towards the pursuit of a college degree up to $5,250 per calendar year.
At Planet Fitness, we value the professional and personal development of our team members and have adopted the following policy relating to reimbursement for certain expenses relating to the pursuit of a college degree. This includes courses toward the pursuit of an Associate's, Bachelor's, or Master’s degree in a program that is job-related.
Eligibility:
To be eligible for tuition reimbursement you must:
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Be a full-time employee (working 30+ hours per week);
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Have continuous employment of 6 months prior to enrolling in a course;
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Pursuit of a degree in a major that is related to your current role or a future role that PF offers;
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Be actively employed upon the course completion and reimbursement;
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Be an active employee in good standing at the time of reimbursement; and
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Be able to prove successful completion and grade in course (see guidelines below)
How to get started:
To get started, you will need to complete the following steps:
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Complete the Tuition Reimbursement Request Form at least 2 weeks prior to starting any coursework;
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Have your manager sign the Request Form; and
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Submit the completed form to benefits@planetcsc.com for final approval
Please note that your classes must be scheduled to not interfere with your normal work schedule.
Benefits will reply to you via email to confirm the status of your request within 5 business days. What will be reimbursed:
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Tuition, including course fees and textbooks for all passing grades
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C or better for undergraduate
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B or better for graduate courses
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Pass is acceptable if it is a Pass/Fail course
Employees must submit proof of the course grade and paid tuition, fees and books to benefits@planetcsc.com within 30 days of the completion of the course
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Reimbursement via payroll will occur within 30 days following the receipt of the items mentioned above
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If you withdraw from an approved course or the course is canceled, you will not be reimbursed
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Reimbursement is not for expenses underwritten by other forms of financial aid, including scholarships
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Application fees, parking expenses, exam fees, travel and lodging are not eligible for reimbursement
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Maximum reimbursement per calendar year is $5,250 USD per person
Reimbursement Process:Reimbursements will be processed through payroll within 30 days of receipt of the required documentation.
Planet Fitness offers employees a free Black Card Membership starting on their first day of work! Black Card Membership includes access of all clubs in the Planet Fitness chain as well as use of the spa equipment, 50 percent off all cooler drinks, and the opportunity to bring a guest.
Here at PF, recognition is a huge part of our culture. To keep our hybrid team connected, we celebrate and recognize team members through a digital recognition and rewards platform called Thumbs Up. Login to www.planetfitness.achievers.com today to start recognizing today! Questions? Contact engagement@planetcsc.com.
Another great benefit to Planet Fitness employees is a discount retailer called LifeMart. LifeMart can be found in the “myself” tab in ADP and offers discounts on shopping, travel, meal delivery services, theme parks, and much more.
Questions? We're here to help.
Contact Us
For Internal Use Only
