Unlimited PTO for remote teams: benefit or trap?

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My new remote job offers ‘unlimited PTO’. Sounds amazing, but I’ve heard mixed things. Is it a genuine employee benefit, or does it subtly pressure people into taking *less* time off, especially in a remote setting where work can bleed into personal time?

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C.W. 17 May 2025
It can be a trap. Without a defined number of days, there's no 'use it or lose it' incentive. People often default to taking minimal time, especially high achievers. Ask current employees how much vacation they *actually* take and if they feel supported doing so.
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R.S. 19 May 2025
The biggest downside for me was no payout of unused vacation time if you leave the company, because there's no 'accrued' time. That can be a significant financial difference compared to traditional PTO policies.
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J.L. 20 May 2025
Some companies with unlimited PTO also implement *minimum* vacation day requirements (e.g., everyone must take at least 3 weeks). This is a good sign that they are serious about employee well-being and not just using it as a cost-saving measure.
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Νello Vergou 22 May 2025
It puts the onus on YOU to advocate for your time off. You need to be proactive in planning and communicating it. In a good culture, this is fine. In a high-pressure one, it's tough.
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Taylor Smith 22 May 2025
I love it. I take more time off now than I did with a fixed amount because I don't have to hoard days 'just in case'. But my manager is super supportive and models taking time off himself. It's all about the culture.
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Cameron Clark 24 May 2025
For remote teams, it can be even harder because the visibility of who is taking time off might be lower. Clear team calendars and out-of-office messages are crucial. And managers should actively check in on PTO usage.
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Anonymous 24 May 2025
Make sure there are clear processes for requesting and getting approval for time off. 'Unlimited' doesn't mean 'take off whenever with no notice'. It still needs to be coordinated with team needs.
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Accepted Answer · 2025-05-17T13:30:00+00:00

It HEAVILY depends on company culture. If leadership actively takes and encourages vacation, and there's no unspoken pressure to be 'always on', it can be great. If not, it often means people take less time off due to guilt or fear of falling behind/being seen as less committed.

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