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Target full-time hourly team members start earning about 60 hours of PTO per year, with increases based on tenure. The company also offers up to 4 weeks of paid family leave at 100% pay, which puts Target ahead of most retail competitors on parental benefits even if the base PTO number feels slim.

Here is your complete checklist for understanding and using Target’s PTO in 2025.

Your Target PTO Checklist

Use this as a quick reference. Each item is covered in detail in the sections that follow.

• Know your annual PTO accrual (~60 hours/year for FT hourly, more with tenure)
• Understand the difference between PTO, sick time, and holiday pay
• Learn how to request time off through MyTime for Target or Workday
• Check whether you qualify for paid family leave (4 weeks at 100%)
• Review adoption/surrogacy benefits ($10K/child)
• Know the DailyPay option for accessing earned wages early
• Check your 401(k) match (dollar-for-dollar up to 5%)
• Confirm your health insurance eligibility (25 hours/week threshold)

PTO Accrual: What You Actually Get

Target’s PTO for full-time hourly team members starts at approximately 60 hours per year. That works out to about 7.5 days. The number increases as your tenure grows, though Target does not publish a detailed public accrual table.

Part-time team members also accrue PTO, but at a lower rate. Your accrual shows up in Workday (wd5.myworkday.com/target), where you can track your balance and see how much you are earning per pay period.

Compared to Walmart’s 120 hours in year one (which includes PPTO) or Publix’s 176-hour bank for year-one full-timers, Target’s 60 hours is on the lower end for retail. Target makes up for it in other areas, though, especially family leave and healthcare access.

Key Dates and Deadlines to Know

How to Request Time Off

Target uses two systems that overlap. MyTime for Target (mytime.target.com) handles scheduling and time tracking. Workday handles HR, payroll, and benefits. For PTO requests, you will typically go through MyTime for Target.

Log in with your TEID (Target Employee ID). Navigate to the time-off section and submit your request. Managers receive a notification and approve or deny based on store staffing needs. For unplanned absences, follow your store’s call-out procedure as early as possible.

One issue that comes up frequently: MyTime and Workday are separate systems, and sometimes the PTO balance displayed in one does not immediately match the other. If you notice a discrepancy, give it a day or two to sync. If it persists, contact Target HR at 1-800-394-1885.

Paid Family Leave: Target’s Standout Benefit

Target’s family leave policy is its biggest advantage over other retailers. The company offers up to 4 weeks of paid family leave at 100% of your pay. This applies to all eligible team members, not just salaried or management.

On top of that, Target provides $10,000 per child for adoption assistance and $10,000 per attempt for surrogacy support. These benefits are unusually generous for the retail industry.

Target also offers CirrusMD for 24/7 virtual healthcare at no cost, and Spring Health for free mental health support. These services are available to benefits-eligible team members without a copay.

Healthcare at 25 Hours Per Week

One of Target’s most competitive policies is the health insurance eligibility threshold. You qualify for health benefits at just 25 hours per week, which is lower than the ACA requirement of 30 hours. This means many part-time team members at Target can access medical, dental, and vision coverage that they would not get at other retailers.

That matters because many retail workers hover in the 25 to 30 hour range and fall through the cracks at companies that stick to the 30-hour minimum.

401(k) Match and Financial Benefits

Target matches your 401(k) contributions dollar-for-dollar up to 5% of your pay, with 100% immediate vesting. That means the company match is yours from day one, with no waiting period to own it fully. This is better than many retail competitors, where vesting schedules can stretch over several years.

DailyPay is another perk to be aware of. Target lets you access a portion of your earned wages before payday, which can help if unexpected expenses come up between checks.

What PTO Does Not Cover

Target’s PTO is a general bank that covers vacation, personal time, and in some cases sick leave. It is not unlimited, and there are situations where PTO alone may not be enough:

Extended medical leave typically falls under FMLA or Target’s short-term disability program, not your PTO bank. Jury duty and bereavement have separate policies. Holiday pay is handled separately from your PTO balance.

If you need to take an extended leave, start with Target HR to understand which programs apply before you drain your PTO bank on something that has its own coverage.

Blackout Dates and Q4 Scheduling

Target, like most retailers, restricts PTO approvals during the holiday shopping season. From roughly late October through the end of December, getting time off approved is extremely difficult. This applies across most store positions.

If you have specific dates you need off during Q4, submit your request as far in advance as possible and talk to your team lead directly. Some locations handle blackout periods more flexibly than others, but you should not count on approval during the busiest weeks of the year.

Outside of Q4, most managers are reasonable about PTO requests with adequate notice. Two weeks ahead is a good minimum for planned time off. Same-day requests for unplanned absences follow your store’s standard call-out process.

PTO Tips for Part-Time Team Members

Part-time team members at Target accrue PTO at a slower rate than full-time, but they do accrue. The exact rate depends on your average weekly hours. If you regularly work 20 to 25 hours per week, you should see PTO building in Workday over time.

One thing part-time workers should know: if you consistently work 25 or more hours per week, you may qualify for health insurance and other benefits that significantly increase the value of your compensation beyond just the hourly rate. Check with HR if you are close to that threshold.

When You Leave Target

What happens to your unused PTO at termination depends on state law. Some states require payout of accrued PTO, others do not. Target follows applicable state requirements. For specifics on your situation, check the Target PTO payout when you quit guide.

For more on Target’s benefits beyond PTO, visit the Target employee benefits page. You can also find information about Target’s employee discount (10% plus 20% on wellness items, stackable with RedCard savings), login help, and all other workplace topics on the Target company hub.