Your Complete Guide To Getting Time Off as a Freelancer

Key Takeaways

W-2 freelancers can sometimes access paid sick leave or holidays, depending on the client and assignment details.
Independent contractors should budget for unpaid time off, including holidays, sick days, and longer breaks.
Make sure to ask clear questions up front to avoid confusion and set expectations around time off before accepting an assignment.

Listen: Your complete guide to getting time off as a freelancer.

If you’ve ever gotten that unexpected call from the school to pick up a sick child, or worked through a cold because you didn’t feel like you could take a day off, then you know just how valuable paid time off really is.

As a freelancer, figuring out how to get that paid time off isn’t always simple. It depends on your employment classification and how your contract is structured. Whether you’re a W-2 freelancer working through a staffing agency, a 1099 independent contractor, or making the shift from a full-time role, it helps to understand what benefits you already have, what’s missing, and what you might be able to negotiate.

Time-off benefits by worker classification

Your employment classification often impacts the benefits you can access. Full-time employees usually get a standard package with paid time off, holidays, and sick leave. Freelancers, on the other hand, can see more variability.

For example, one staffing agency might offer paid sick days to W-2 freelancers, while another leaves all time off unpaid. Knowing where you fall helps you set the right expectations from the start.

Time-Off Benefit	W-2 Freelancer (via Staffing Agency)	1099 Freelancer	Traditional Full-Time Employee
Paid Time Off (PTO)	Occasionally offered; depends on client	Not included	Standard and usually accrued
Sick Leave	Occasionally available based on agency policy and local laws	Not included	More common; sometimes legally required, depending on state
Holiday Pay	Occasionally offered; depends on client	Not included	Typically included
Unpaid Time Off	Allowed with notice; not guaranteed	Fully self-managed	Usually allowed with approval
Health Benefits	Often available if minimum number of hours are worked	Must be arranged independently	Standard in many roles

This chart provides a high-level overview, but you’ll get a clearer picture of what’s available by digging into the specific policies for each assignment, especially if you’re working with a staffing agency.

What W-2 freelancers might be eligible to receive

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W-2 freelancers often receive more structured benefits than 1099 contractors. Some staffing agencies, such as Aquent, offer paid sick leave to W-2 freelancers in every state, even when the law doesn’t require it.

However, paid holidays and vacation time are less common. When these benefits are offered, they usually depend on the client. Some assignments include paid time off in the contract. Others allow time off but don’t pay for it.

If you work as a W-2 freelancer, check whether your assignment includes paid holidays. Even if a client gives its full-time employees the day off during a company-wide closure, you might not receive pay unless the contract covers it.

What 1099 freelancers should expect

If you work as an independent contractor, you manage your own schedule, including your time off. You won’t receive paid sick leave, holiday pay, or vacation time from a staffing agency or client. Any break you take is unpaid and up to you to plan.

That’s why it’s important to build downtime into your rates and schedule. This includes unpaid holidays, sick days, and longer breaks when you need time to recharge. For example, if you want to take a week off around the holidays to visit family, make sure to account for that when planning your workload and rates.

How time off looks for full-time employees

In traditional full-time roles, time off tends to be the most straightforward. Employees typically receive accrued PTO, paid holidays, sick leave, and other benefits. Company closures, floating holidays, and emergency leave policies are also more common in this space.

For freelancers who have previously worked in these roles, it’s easy to assume similar policies will apply in their W-2 freelance assignments, but that’s not always the case, especially when working through a staffing agency.

What can be negotiated?

Freelancers, especially those working as W-2 employees, might not receive traditional PTO, but there are still plenty of areas where time off can be negotiated. Here are a few to consider:

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Holiday pay: Some clients offer holiday pay as part of the freelance assignment, particularly during company-wide closures. It’s not guaranteed, of course, so it’s important to ask during the interview process as you consider new opportunities.

Unpaid time off: Many clients are open to freelancers taking time off, provided there’s enough notice and coverage. While the time might not be paid, knowing you can step away when needed can make a difference.

Client-specific closures: It’s also worth asking whether the client has seasonal or company-wide shutdowns, such as during the last two weeks of the year. If they do, negotiate that time as paid.

Assignment flexibility: In longer-term assignments, freelancers may be able to negotiate unpaid vacation time into the schedule. These requests are typically considered on a case-by-case basis, depending on the nature of the assignment and the client’s flexibility.

Questions to ask before accepting a role

Because time-off policies vary so much between clients and assignments, it’s helpful to ask the right questions early in the process of checking out a new opportunity. Here are a few that we recommend:

Does this assignment include any paid time off or holidays?
Will I be paid if the client's office is closed during major holidays?
If I need to take time off during the assignment, how should I request it?
Are there any blackout periods where time off is discouraged or restricted?
Is sick leave offered to W-2 freelancers?

These questions can help prevent misunderstandings and make sure there are no surprises if you need to step away from work.

Moving forward with a new opportunity

Time off can look a little different for every freelancer based on how you’re classified and the specifics of the assignment. A W-2 freelancer with a staffing agency might have access to sick time and client-specific holidays, while the 1099 contractors are fully responsible for managing their own breaks. Full-time employees, on the other hand, might have more formal policies and paid time off.

That said, freelancers aren’t without options. Many time-off policies are negotiable, especially with proactive communication and careful planning. When you know what you’re entitled to up front, it helps you make more informed decisions when pursuing that next new opportunity.

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About the authors

Nicki Howell is a freelance writer and content strategist with deep expertise in benefits, insurance, and technology trends. As a contributor to industry publications like BenefitsPRO and PC360, she covers topics ranging from pet insurance and workplace presenteeism to employee assistance programs and mental health. With over a decade of experience, Nicki specializes in translating complex industry concepts into engaging, accessible content for professionals.

With over 16 years of experience in Human Resources and Benefits, Sharrell is a leader in designing programs that foster employee well-being, inclusivity, and engagement. As a Benefits Manager for the past three years at Aquent, she has spearheaded transformative initiatives, including equalizing Canadian benefits to align with U.S. offerings and building a robust wellness program focused on the four pillars of wellness: physical, mental, financial, and social well-being. She is excited to embark on more global initiatives as well. In her role, Sharrell has also championed inclusivity by enhancing health insurance benefits to better serve all employees. Her efforts include adding gender affirmation coverage and expanding fertility benefits, ensuring that the company’s offerings reflect the diverse needs of its workforce. She combines strategic vision with a people-first approach to create benefits strategies that align with organizational goals and foster a culture of care.Sharrell holds a Master’s degree in Human Resources Management and the PHR (Professional in Human Resources) certification. A passionate advocate for Diversity, Equity, Inclusion, and Belonging (DEIB), she is an active member of her company’s DEIB council, working to advance equity and belonging through benefits programs and workplace initiatives.