The entire point is that the
  employer doesn't care how many
  days off people take each year.

Of course they do. Just they call it "abusing the policy" or "not getting your work done" and don't tell you what the lines you shouldn't cross are.

> Of course they do. Just they call it "abusing the policy" or "not getting your work done" and don't tell you what the lines you shouldn't cross are.

I don't know how many times I need to repeat this, but if your company doesn't communicate expectation it's a problem with the company, not with unlimited PTO policies in general.

If there's a trend that's affecting the industry as whole, and if most places are abusing that trend, then it's worth looking at the trend to see what's going not. It's not very helpful to say what you're saying when statistics speak otherwise. It's very lazy to say "it's an implementation problem" and is not giving the question enough thought.

So where are these statistics? All I've seen in this thread, and others on the topic, are anecdotes. If people are going to complain about how it didn't work for them then it's only fair to mention how well it worked for the company I was at.

I also disagree that my comments haven't been helpful. There's a difference between the concept of "unlimited PTO" and any particular implementation of it, and it's important to know where a problem is coming from. Perhaps there should be regulations around it, but getting rid of it entirely, as suggested elsewhere in this thread, isn't the answer.

We wouldn't ban all cars because one brand is unsafe, so let's not get rid of all unlimited PTO policies just because some companies do it wrong.

>All I've seen in this thread, and others on the topic, are anecdotes.

Great observation! Statistically, there are more anecdotes in this thread with employees with negative experiences with good ones. I think that's a great starting point.

And, as usual with self-reporting, accept that folks with experiences on the extreme are more likely to be motivated to speak up.

I don’t know about you, but any time off (even when unlimited) is still subject to approval by my manager.

If I take one day off 30 times a year nobody raises an eyebrow, but if I take 30 days off in one go it might.

> It would be ludicrous to outlaw unlimited PTO policies just because some people don't like them.

I can appreciate this opinion if you've had a good experience with an Unlimited PTO policy, but regulation isn't for the best experiences. Unlimited PTO is an HR/Marketing dark pattern.

EDIT: > It's disappointing so many people want to ruin things for everybody because they've worked at crappy companies in the past.

@jlarocco: I am disappointed you prioritize protecting your arrangement than the well being of others at crappy companies. As I mention in my other comments in-thread, you can still arrive at something similar to "Unlimited PTO" while still instituting regulations to prevent worker abuse (minimum PTO days issued + a process to request additional days). I do not understand the disdain for regulation that simply enforces what is being offered.

There has to be a limit somewhere though.

Say I booked the entirety of June off this year. Are they still cool with that? How about if I also decide I'd like July off too. That's an extreme I know but there's a limit somewhere.

I thought this was common sense, but can't you just ask? "Unlimited PTO" does not mean "do whatever you want". Your manager can deny requests when you have limited PTO, too, so I don't see what you're getting at.

FWIW we did have somebody take an entire month off to visit family in China. He was responsible for tons of code and functionality, and it worked fine because management knew about it and planned around it.

If you can't handle the responsibility, don't ruin it for everybody, just go work somewhere else.

I agree with you. I've seen people take 8 weeks for a similar reason. Over that time period they checked in, fixed a few bugs related to work they had done but were generally gone.

In a strict PTO environment that would have been almost impossible for them to do.

Some people are going to respond and be upset that they want to work exactly 8 hours, get exactly 41.5 hours of PTA and get paid that way. That's fine, although I hope they are giving the company back money for browsing HN.

I on the other hand like the freedom and flexibility that unlimited PTO provides along with a flexible work schedule. Do I end up working more? Probably, but I have way less stress. I much prefer working that hour on a rainy Saturday instead of the beautifully sunny Friday.

I've never worked at a place with unlimited PTO. I don't know. This is me asking :P

Only ever worked at UK companies where we get 5.6 weeks PTO as standard. Never had a request denied as long as I've given 2 weeks notice of a long'un

You're probably requesting with a degree of sense.

If you requested your 5.6 weeks off all at once and over an go-live date that you were 100% responsible for, you might receive a request to see if you could move those holidays a bit later

Booking those whole two months wouldn't even blow through standard 25 day allotment of PTO :) Which makes it even more obvious just how shortchanged you get with unlimited.