How to Revamp Your Talent Acquisition Strategy with Competitive PTO

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This story is a guest contribution from Compass Business Solutions, which helps customers maximize organizational performance through a variety of programs designed to empower the backbone of any organization — its people.

Over the past two decades, paid time off (PTO) policies have evolved significantly in response to shifting workplace dynamics, changing employee expectations, and legal regulations. As employers continue to grapple with labor shortages, PTO policies have also evolved to play a significant role in a company’s talent acquisition strategy.

Competitive PTO policies are a crucial aspect of an organization’s benefits package and can even be a deciding factor in whether an employee accepts a job offer. Today’s more appealing policies have evolved to focus on being flexible, accommodating, and tied to employee well-being. These changes reflect a broader recognition of the importance of work-life balance and the diverse needs of the modern workforce.

Competitive PTO as a competitive talent acquisition strategy

Companies with competitive PTO policies often go beyond the standard vacation and sick leave allowances, offering employees a comprehensive approach to time off, or what’s known as unlimited or undefined PTO. While some see this as a trend, this benefit differentiates a company as one that trusts its employees to do their best while enjoying their lives outside of work. When it’s executed within a culture of trust, the data points to this benefit as positively affecting individuals, their loyalty to the company, and overall organizational strength.

Large companies like LinkedIn, Virgin, and Netflix lead the way and have offered undefined PTO for years. Many start-ups also offer undefined PTO from the outset as it fits with their culture of flexibility and mutual trust. Other companies have dipped their toes into the undefined PTO water by offering the benefit to executives and employees with a certain level of seniority.

Organizations offering this benefit note that their employees place it on the top of the list of benefits and as a tactic for in their company’s talent acquisition strategy. Surprisingly, employees actually take about the same amount of time off that they would have taken if they were given a set amount of paid vacation days. 

Ready to revamp your PTO policy?

Companies looking to create a competitive PTO strategy should start by considering the pros and cons. Some of the positive outcomes of offering undefined PTO include:

  • Better life-work balance: Employees appreciate the acknowledgement that they have responsibilities and interests outside of work. They also appreciate employers that understand not everything can be scheduled in advance.
  • More empowerment: Employees feel empowered and responsible for ensuring their tasks and projects are completed regardless of the time they take away from the office.
  • Greater trust: Employees like being trusted to take time off, without question, as they need, not as dictated.

Additionally, this type of competitive PTO policy can help employees feel a greater connection to the organization’s mission and values, increase their productivity, and reduce the load of HR, freeing up time for strategic initiatives instead of tracking PTO balances.

Considerations to keep in mind

While unlimited PTO policies offer many benefits to employers and employees, they also come with potential drawbacks and challenges. Some organizations have experienced difficulty in these areas:

  • FMLA complications:  Undefined vacation policies may reduce some administrative support needs, but employers subject to the Family and Medical Leave Act (FMLA) should still track and require proper documentation for any unpaid FMLA leave. A determination will need to be made whether all or a portion of the 12 weeks qualifies as unpaid FMLA leave and is included in the undefined PTO/vacation policy, and the separate FMLA policy should be referred to in the undefined PTO/vacation policy.
  • Alignment with sick leave policies: State and local sick leave guidelines should be reviewed and followed. A separate sick leave policy or additional language may be needed for employees in jurisdictions with specific guidelines.   
  • Job Limitations and fairness: Some jobs require workers to be physically present on a regular basis, making undefined PTO difficult to implement companywide.
  • Abuse of PTO policy: Potential abuse of undefined time off is a concern. Goal setting and guidelines should be set for each role and reviewed on a regular basis to ensure extra time off is not affecting productivity.

Other organizations also worry about unintended impacts to employees, including stress that can come from an increased level of autonomy and a lack of clear guidelines. Some workers may struggle to uphold the self-discipline needed to get their work done with the option to take time off more frequently, while others might fear they’re taking too much time off and would prefer specific guidelines to follow. Additionally, some workers might miss having an end-of-year PTO payout for unused vacation days that they rely on for expenses.

More flexibility means more productivity

Implementing an undefined PTO policy may include some initial challenges, but the benefits that come from creating a healthy life-work balance will improve the employee experience and remain a key feature in an organization’s talent acquisition strategy. Additionally, employers that demonstrate a commitment to employee well-being will not only enhance morale, but can also boost productivity, ultimately contributing to their overall success and reputation as employers of choice.

This is an adapted version of an article published by Compass Business Solutions, a UKG Partner. Read the original post here.

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