Use the Dang PTO: Why Time Off Isn’t a Perk. It’s a Practice
Let’s start with a hard truth:
PTO doesn’t matter if people don’t feel safe using it.
And yet, here we are—again—creeping toward the end of the year while employees sit on weeks of unused time off like it’s a trapdoor.
If you’re an employee, you might be thinking:
“I can’t take time off...everything will fall apart.”
“My manager says it’s fine, but the side-eyes say otherwise.”
“I’ll rest after this next deadline...and the next one...and the next...”
If you’re a leader, maybe you’ve noticed:
People aren’t using their PTO, but no one’s saying why.
Your team looks tired. Disengaged. Maybe even resentful.
You tell people to take time off—but then you email them while you’re on vacation.
Let’s just call it like it is:
We have a culture problem.
Not a PTO policy problem.
The Myth of “Earning” Rest
Somewhere along the way, we were taught to wear burnout like a badge of honor.
Work late. Push harder. Don’t complain. Grind your way to greatness.
But that mindset? It’s toxic. And it’s costing us—physically, emotionally, and professionally.
There is no trophy for skipping your vacation.
There’s no extra credit for burnout.
And if you’re waiting until you “earn” a break, you’ll be waiting forever.
To Employees: Your PTO Is Yours. Use It.
Read that again. Then put your Out of Office on the calendar.
PTO isn’t a “maybe.” It’s a benefit—and you are entitled to use it without guilt, apology, or fear.
That one trip you keep putting off?
That staycation you swear you’ll take “when things slow down”?
They’re not going to happen unless you make them happen.
✨ Pro Tip: Taking time off doesn’t make you less dedicated. It makes you more sustainable.
If your company punishes you (subtly or not) for using your earned time off?
That’s not a red flag. That’s a marching band with flares.
And it might be time to look elsewhere.
To Employers: Your Culture Is Louder Than Your Policy
You can offer unlimited PTO and still have a team that never takes a day off.
Why?
Because people don’t take PTO where they don’t feel safe.
Where they fear being replaced.
Where they know the workload will still be waiting—and heavier—when they get back.
Where leadership says “take time off” but rewards the ones who don’t.
If that’s your culture, it’s not just bad for morale. It’s bad for business.
Rested teams are more creative, loyal, and productive.
Burnt out teams? They quit quietly...or loudly.
Want to build a culture where people actually use their PTO?
Make it normal. Talk about your own time off.
Create real coverage plans so the work doesn’t pile up.
Reward results, not overwork.
Stop glorifying the hustle.
PTO Is a Culture Check
At the end of the day, PTO is a litmus test.
Do your people feel like they can really unplug?
Do they know they’re trusted even when they’re not constantly visible?
Are you leading a team of martyrs? Or a team of humans?
Time off should be part of the rhythm of your workplace.
Not a panic-button. Not a last resort. Not a luxury.
Whether you’re the one writing the policies or the one trying to survive them, remember this:
We don’t need more heroes. We need more healthy people.
Use the dang PTO.
And if you need help creating (or finding) a workplace that actually supports that, we’re just a conversation away.
Need help creating a healthy culture in your workplace?
We offer trauma-informed HR consulting, human capital assessments, and hiring audits to get your people strategy aligned with your values.
[Book a strategy call here.]
Or if you're a job seeker looking for a workplace that actually values rest?
Let’s find it—together.