PTO Nobody Takes

Plenty of workers leave earned vacation on the table, and this conversation digs into why that happens and what leaders can do about it. Jackye Clayton and John Baldino unpack how micromanagement, guilt, and unclear policy quietly discourage people from using time they have already earned, and why unlimited PTO often means employees take even less. They make the case that managers should actively advocate for time off, treat PTO usage as a signal about culture and retention, and design policies that give people real freedom to step away.

Key Takeaways:

• Micromanagement is one of the biggest reasons earned PTO goes unused; if your first instinct is to police how people spend their time off, that habit needs a hard look.
• Managers do not get to ration or judge requests based on personal opinion. Accrued time is earned, not a favor to be negotiated down.
• Unlimited PTO frequently backfires. Employees average less than two weeks a year, while structured or earned plans push people to actually take what they have.
• Good managers advocate for time off proactively, asking early in the year whether people have anything on the books instead of waiting to be asked.
• PTO usage belongs in conversations about retention and team health. A team that never unplugs signals a culture problem, not extra dedication.
• A sudden shift from taking no time off to burning all of it is often an early sign that someone is preparing to leave.
• Separate sick time from the vacation bucket. A single pool makes people feel guilty using a sick day, and some cities and states require the distinction.
• Blackout periods can be reasonable, but only when you explain the why, such as peak retail season, and apply them consistently rather than granting quiet exceptions.
• Frame company closures honestly. Give people vacation they control plus separate company days off, and name those days neutrally rather than tying them to specific holidays.
• A day off should mean off. No checking email, no logging into Slack, and no working two hours of a day you claimed as time away.

Keywords: PTO, paid time off, unlimited PTO, employee burnout, manager coaching, employee retention, workplace culture, time off policy, sick leave, work life balance