alt Hacker News> But what happens in practice is no one feels like they are entitled to the time they should be entitled to, and negotiations from the employee side always come from a place of weakness. It's a terrible system
> Undoubtedly someone will respond to this post with just how amazing their manager is and that they have never had a problem.
That me! Except I don't think it has anything to do with my manager or company.
I've worked 5 different jobs over the last 12 years with 8 or 9 different managers and literally never had an issue with taking the time I want while taking 6-8 weeks of PTO a year. I've hit the point where when I'm looking for a new job unlimited PTO is kind of table stakes.
I manage a few teams now with some people in the US where my company does unlimited PTO and others in Canada where our company cannot give unlimited PTO. Looking at my teams, the amount of PTO people take has almost no correlation to whether they have unlimited PTO or a set number of days. I have US employees who take a ton of PTO and Canadian employees who have burned through their entire balance and then some and I have employees in both places who take essentially none.
I get that if you're in that second group it's preferable to be in a place where you'll get paid out for the days you didn't take, but I'm pretty convinced that unlimited vs set days has almost no bearing on how many PTO days someone will actually take.
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Some people do like it, and I'm glad it's working out for them--I really am.
But adding all that manager and corporate discretion sets one up for abuse when things go wrong at either the manager or corporate level. For some, I suppose the benefit is worth it--but if "unlimited vs set days has almost no bearing on how many PTO days someone will actually take", then people are giving up a lot of guarantees for very little benefit on their side. Especially the payout when you leave.
> Looking at my teams, the amount of PTO people take has almost no correlation to whether they have unlimited PTO or a set number of days.
If the number of PTO days taken is the same between the groups, isn't it CLEARLY superior from an employee perspective to have a set amount? That way, you get paid out if you leave or are fired.
I know quite a few people who use their PTO as a sort of emergency fund if they are laid off... they will at least get paid that amount to hold them over until the next job.