Re:Spending more on retaining developers reduces the cost of...
by borski on Monday March 14, 2022 @05:56PM
(#30678952)
There are a lot of assumptions here.
1) Having a set number of PTO days can also often come with pressure to not take them. When I worked at Morgan Stanley, you got vacation, but taking it made you look bad.
2) Plenty of HR systems support unlimited vacation; ADP and Gusto both do, at a minimum. My company used Gusto, and the acquirer used ADP; both had unlimited.
3) Mandatory minimums are a fantastic idea, and it's something we implemented as well. Agreed there.
Whether PTO usage drops dramatically when unlimited is entirely dependent on how the company treats unlimited vacation; if they encourage it, that isn't true. Also, the flexibility of being able to 'not run out of sick days' and take a longer vacation during the holidays, etc., is something that all of our employees greatly appreciated.
Point is: just like anything else, it can be done poorly, but that's not as a result of it being unlimited.
1) Having a set number of PTO days can also often come with pressure to not take them. When I worked at Morgan Stanley, you got vacation, but taking it made you look bad.
2) Plenty of HR systems support unlimited vacation; ADP and Gusto both do, at a minimum. My company used Gusto, and the acquirer used ADP; both had unlimited.
3) Mandatory minimums are a fantastic idea, and it's something we implemented as well. Agreed there.
Whether PTO usage drops dramatically when unlimited is entirely dependent on how the company treats unlimited vacation; if they encourage it, that isn't true. Also, the flexibility of being able to 'not run out of sick days' and take a longer vacation during the holidays, etc., is something that all of our employees greatly appreciated.
Point is: just like anything else, it can be done poorly, but that's not as a result of it being unlimited.