Research suggests employees often take less time off under unlimited policies than traditional ones. Read more at straitstimes.com.
NEW YORK – Microsoft, Adobe, Netflix and Goldman Sachs are among a growing list of companies switching from offering employeesTo workers, it may seem like a dream. Such plans also can have benefits for businesses and even save them money. Yet, there are potential pitfalls in the mix for both employees and employers that can make time off with no limits too much of a good thing.
Executive freedom: Such policies are more common for executives whose jobs require them to respond to calls and e-mails even on days off, things that benefit the company. It is also generally in line with other policies for executives, such as not clocking their precise office hours.Recruiters like unlimited PTO because it helps them avoid wrangling over vacation time in negotiations.
Without restrictions on vacations, certain times of the year like summer and winter holidays may bring lots of out-of-office messages. That may leave those still working without sufficient resources.The policy does not work with hourly employees, and it can breed inequity and inconsistency because it depends on manager approval.
Of course, it varies by country and industry. The United States is the only advanced economy without guaranteed paid leave; others such as France, Germany and Britain mandate employers provide some amount. That was a marked difference from the 2018 results, which found those with unlimited PTO took 13 days, while those with traditional plans took 15.
So far, unlimited time off is still relatively rare. Only around 6 per cent of employers offer it, according to a 2022 employee benefits survey by the Society for Human Resource Management.
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