The Great Resignation of 2021 forced employers of all sizes and industries to consider new ways to increase employee retention, from expanding benefits to stay interviews. Overwhelmingly, the nation’s workforce is asking for one thing: better work-life balance with work-from-home options and flexible work schedules.
According to a recent survey conducted by the Harris Poll for Fortune, over 60% of Gex X, Millennials, and Gen Z employees cited unlimited time off as one of the most desired benefits when considering a new job–almost on par with remote work options. The idea of being able to take time off whenever desired is understandably attractive to employees; however, the long-term impact of this relatively new benefit should be carefully evaluated by employees and employers alike.
Below, we’ll dive into the pros and cons of unlimited paid time off (PTO) for both employers and employees.
As we weigh the value of unlimited PTO, you may be asking yourself: Is this kind of employee benefit right for my organization?
The answer to that question will, of course, vary from industry to industry, but here are four questions to consider when weighing the move to an unlimited PTO plan.
Having a clear answer to these questions and going in with eyes wide open about the pros and cons of unlimited PTO will help you make the right decision for your business.
The benefit of unlimited time off for employees, while simplistic, cannot be understated. Unlimited time gives employees the time they need to manage the day-to-day of family life along with their own wellness needs.
Every employee’s needs are different, and an unlimited policy allows the employee to make the decision for themselves. The perceived flexibility is invaluable for a talented, motivated workforce.
On the surface, it is hard to imagine a downside to unlimited time off. However, there are some noticeable downsides perceived by some researchers and organizations. For instance, the most surprising side effect of an unlimited time off benefit is employees not taking advantage of it.
Carta Chief People Officer Suzy Walther recently observed that individuals with unlimited time off plans typically take less time off than those with more rigid leave plans.
This could be due to a variety of reasons, but usually the answer boils down to three main causes:
In the end, no one benefits from refusing to take enough time off. It can lead to burnout, high turnover, and a less productive workforce.
There are tangible benefits for employers that switch to an unlimited time-off model, but it is only successful if there are best practices followed at the outset of the offering.
Benefits of unlimited PTO for employers include the following:
When employers think of unlimited time off, it is easy to imagine empty office cubicles or stale project management cards that never move across team boards.
The real downside of an unlimited time-off policy, however, is much more complicated and multifaceted.
Here are a few tips to consider when devising a strategic unlimited PTO benefit plan:
Truly unlimited PTO with no oversight or coordination would be disastrous for any business. However, there are several benefits to having a well-rested and motivated workforce that an unlimited PTO policy can offer employers.
Implementing unlimited time off can reduce the amount of employee attrition you have, recruit top talent, and have a more productive workforce.
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