Justin Chen’s Post

At Resultant we have unlimited PTO. I think it's a great policy overall. It allows people to determine their own work-life balance, and puts the emphasis on productivity and goals, rather than hours clocked. But it’s definitely a paradigm shift away from the traditional mindsets of the 20th century workplace, when “hours worked” was a proxy for “work completed.” With unlimited PTO, achieving goals becomes the standard for performance. And that is a CULTURAL shift, not just a clerical one. What’s your take on unlimited or mandatory PTO? What are the essentials for making it work well?

We revisited our unlimited PTO policy for 2025 and here is what we decided. We are without a doubt sticking to unlimited PTO for our full-time employees. Why? We want to promote a work-life balance. We WANT our team members to take the time off. --Not stress about taking the day to be with their sick child. --Not to feel guilty about taking a day just to relax after a long weekend. --Not worry about needing to leave early to run an errand. --Not try to plan their entire year over their time off balance. Only stipulations - you must take at least 15 day (150 hours). Did our employees abuse this? Absolutely not, if anything, they didn't take enough time. We know a happy team, means a happy family at home, and better performance for our clients. It's a win-win. #unlimitedpto #marketingagency

I truly wish more companies would start implanting this policy. One main reason is because of the aging baby boomers who’s children need to both work to support themselves and simultaneously care for their parents/grandparents. If all PTO is spent taking care of parents/grandparents, this will lead to burnout and lower productivity, higher absenteeism, etc.

🟤 How Many Days Employees with Unlimited PTO Take? 🟤 💡 Unlimited paid time off (PTO) is a top benefit desired by employees. 💡 The average time off taken by employees in Europe with unlimited PTO is often similar or slightly less than those with fixed policies, typically around 19 days per year.  💡 American employees with unlimited time off policies take 16 days off per year, compared to the 14 days that employees with specific time off take, according to a report by SHRM. 💡 And the reason? Research says employees are cautious due to concerns about workplace perceptions or unclear guidelines.  💡 What can be the solution? Employers need to be intentional about communication and leadership role modeling to create a culture where employees feel comfortable taking time off. 🟤 Do you have any experience with unlimited PTO? #UnlimitedPTO #EmployeeBenefits #WorkLifeBalance

Ever thought about how PTO days go beyond just 'time off'? Research shows that employees who take their PTO come back more engaged, focused, and motivated—a win for both individuals and their companies. Whether it’s a few days to recharge or an extended break, prioritizing employee well-being through time off can drastically improve retention, job satisfaction, and overall happiness. It’s simple: healthy, happy employees make for a thriving workplace. See our latest post on the value of PTO days for employees, but also employers. 

A few years ago, unlimited PTO sounded like a dream. These days, some people call it a nightmare. But what if we’ve been looking at it all wrong? Unlimited PTO isn’t just about taking vacation. It’s about creating a workplace where balance, trust, and growth thrive. 🌱 Here’s why it’s still worth considering: / Promotes healthier work-life balance: Employees can take time off when they need it, without feeling tied to a set number of days. / Builds trust: It shows confidence in your team’s work ethic and their ability to manage their responsibilities. / Attracts top talent: Flexible policies like unlimited PTO appeal to high-quality candidates looking for forward-thinking workplaces. / Reduces burnout: By eliminating the pressure to “save” days, employees are encouraged to rest when they need it most. / Cuts down on admin time: No more complicated PTO calculations, freeing up valuable resources. Done right, unlimited PTO can still be a dream worth pursuing—one that benefits both employees and organizations alike. #UnlimitedPTO #LeavePolicies

How to Manage Excessive PTO Requests Under Unlimited Policies? Answers: https://lnkd.in/gd3h2vYN #UnlimitedPTO #ManagingEmployees #SmallBusiness #VacationPolicy #WorkLifeBalance Hey everyone! 😊 So, I've found myself in a bit of a pickle as I navigate my new management role, and I'd love your insights. We're a small company with around 10 employees and no HR rep, so I'm figuring things out on my own. Here’s the situation: I have one employee (let's call them Employee) who's been with us since March. They came in with 15 pre-approved vacation days from their previous job. However, they’ve already taken about 25 days off in just 7 months – quite a bit, right? 🤔 What’s particularly concerning is that they’ve also taken extra unscheduled days off after their vacations for reasons like being sick, having a migraine, or just being too tired from late flights. Our CEO isn't thrilled with this, and they've asked me to address it with Employee, which has me feeling pretty unsure about how to go about it. Here are some pain points I’m noticing: Unlimited PTO Confusion: With unlimited PTO, it can be tricky to balance generous time off with the needs of the busines...

Creating an environment where employees feel comfortable requesting and taking PTO is important year-round, but especially in the summer months. ✈️🏖️ Taking PTO not only helps employees unwind while spending well-earned time with their families and friends but can also significantly boost their productivity upon their return to work. At Berger HR Solutions, we encourage our clients to create workplace cultures in which their employees feel empowered to utilize their PTO by following these 4 steps: 1️⃣ Clearly define PTO policies. 2️⃣ Prioritize employee health and well-being. 3️⃣ Provide regular updates on remaining PTO and encourage scheduling time off. 4️⃣ Support from leadership for employees to take breaks and unplug from work. Want to learn more? Check out our latest blog which goes into more detail about our 4 tips and contact us with any questions! ⬇️ https://bit.ly/3L4bn6V #PTO #HRTips #WorkLifeBalance #OutsourcedHR #EmployeeWellbeing

Unlimited PTO is a tricky subject but the companies that embrace it see clear rewards. So, what are the best practices to see these rewards? Here are three ways you can get started in your office: 1️⃣ Encourage PTO Usage: Offering unlimited PTO is not enough—employees should be actively encouraged to use their time off to boost well being (and productivity). 2️⃣ Set a Minimum PTO Requirement: Some companies enforce a minimum number of days off to make sure employees get rest and recharge. 3️⃣ Offer Financial Incentives: Companies motivate employees by offering monetary incentives to take vacations. By taking any or all of these steps, you'll start to see Unlimited PTO in a more positive light, especially when everyone in the office starts to feel, well, more positive and light! #staffing #hiring #wellness

Is it legal for my Texas CEO to send me to a sister company to clear negative PTO? Answers: https://lnkd.in/gJvi-GWa #TexasEmployment #PTOQuestions #WorkLifeBalance Hey everyone! 👋 I wanted to chat about a situation that’s come up for me at work in Texas. My small organization has had some issues with tracking PTO (Paid Time Off), which has led to quite a mess! I went from having a surplus of 50 hours off to suddenly being 40 hours in the hole. Yikes! 😬 Now, my CEO is suggesting something a bit unusual: to “work off” that PTO imbalance at our sister company, and in return, she'll just “zero out” my negative hours. Sounds tempting, right? But here’s the kicker – is this even legal? 🤔 This kind of situation can happen for a few reasons: Poor Tracking Systems: When organizations don’t properly monitor PTO, it leads to confusion and employees feeling overwhelmed. Communication Gaps: If the team isn’t clear about how PTO is calculated and utilized, misunderstandings can easily arise. The emotional rollercoaster this creates can seriously affect work-life balance. Not having clarity on your time off can lead to stress and frustration, wh...