With open enrollment underway, many employees face the task of determining which benefits best suit their needs. A prominent benefit that holds significant value for employees is paid time off (PTO). Surprisingly, approximately 46% of American workers do not utilize all their PTO, as revealed by a recent Pew Research survey. Notably, managers are less likely than non-managers to take the time off they are entitled to. These statistics are particularly surprising in light of the fact that nearly 90% of all employees reported experiencing high levels of burnout and other mental health challenges over the past year, as per Aflac’s 13th annual WorkForces Report.
Some employees who don’t take all their time off express concerns about falling behind at work, while others fear that utilizing their allotted days off may hinder their opportunities for career advancement. Despite the underutilization of paid vacation days, the Pew Research survey also found that 62% of the 5,900 respondents felt that having PTO is "extremely" important, with an additional 27% considering it "very" important. In fact, more workers rated PTO as extremely important compared to those who valued health insurance. As a result, a growing number of employers are offering increased PTO as a perk to attract top talent in a competitive hiring market. Some companies even use unlimited time off and flexible time off as recruitment incentives.
Given the proliferation of various forms of leave, it can be challenging to discern the differences between flexible time off and PTO. Let’s delve into understanding the distinctions between these two options to help you make an informed decision.
What is flexible time off (FTO)? Flexible time off is a form of PTO that grants employees paid time off that can be used at their discretion, without the need to earn or accrue those hours. A popular policy known as unlimited PTO, or discretionary time off, has gained traction, particularly among tech companies such as Netflix, Salesforce, and Microsoft. For instance, Microsoft’s unlimited time off policy includes 10 corporate holidays, leaves of absence, sick and mental health days, and time off for jury duty or bereavement. Typically, employees need to provide prior notice and obtain approval from their manager before taking flexible time off, thus reducing the likelihood of policy abuse or simultaneous time off taken by multiple employees.
Advantages of FTO for employees: The most evident benefit of FTO is the freedom and flexibility it provides. Employees need not worry about depleting their vacation days and can take time off when necessary, within specified guidelines, without waiting to accrue it. FTO also fosters mutual trust between employees and employers, leading to a more productive and fulfilling work environment.
Disadvantages of FTO for employees: However, some employees may struggle with the open-ended nature of FTO, and the lack of structure may place added pressure on them, potentially resulting in fewer days off taken compared to employees with a fixed number of vacation days. Additionally, FTO does not carry over from year to year, and since it is not earned, departing employees would not be compensated for unused time off.
FTO vs. PTO: The primary distinction between flexible time off and PTO lies in the fact that a PTO policy requires employees to accrue days throughout the year, whereas flexible time off is provided upfront and accessible as needed. While unused PTO is paid out if an employee leaves the company, FTO is typically not earned or tracked.
For employees, understanding their time off policy is essential in order to maximize its benefits. Job seekers may find that companies offering flexible or unlimited time off as a benefit could be a deciding factor in comparing job offers, as it demonstrates trust and provides the freedom to take the necessary time off.