5 ways benefit managers can get PTO policies summer-ready

As benefit managers, your role is critical in shaping not just what perks are offered to employees, but how those benefits are understood, accessed and ultimately used. 

One of the most underutilized — but highly impactful — benefits in today's workplace is paid time off. While many organizations provide ample vacation time on paper, the reality is that cultural norms, workload pressures and leadership behaviors often discourage employees from taking full advantage of their time off. This presents both a challenge and an opportunity for HR and benefit leaders to drive meaningful change.

Read more: Employees are refusing to use their PTO in new 'holiday hoarding' trend

Encouraging employees to use their PTO is about more than just filling out forms or tracking days — it's a strategic move to protect employee well-being, reduce burnout and boost long-term productivity. When employees step away from work and truly disconnect, they return with renewed focus, creativity and resilience. 

Yet in contrast, when time off is left unused, stress accumulates, engagement drops and the risk of turnover increases. Promoting a culture that actively supports and normalizes taking vacation isn't just beneficial — it's essential to maintaining a healthy, high-performing workforce.

Read more: This company is paying people to take time off 

For PTO policies to deliver real value, they must be paired with visible support from leadership and clear communication strategies. That means modeling healthy behavior from the top down, proactively addressing PTO anxiety and building flexibility into the system — especially during high-demand times like summer. By championing a time-off culture that prioritizes rest and recovery, benefit managers can help align organizational goals with human needs, turning time off into a powerful tool for retention, satisfaction and overall success.

To reassess and review your current policies, take a page out of these top companies' strategies around PTO. 

1. Mandatory summer vacation: Lessonly's approach to combating burnout

Lessonly, a workplace training platform, not only offers unlimited PTO but has taken a proactive step by mandating additional time off. Recognizing the toll of continuous work, the company requires employees to take two extra weeks off annually, including a designated week in July. This initiative aims to ensure employees disconnect, rejuvenate, and return with renewed energy, thereby fostering a healthier work environment. 

Read more: This company is making summer vacation mandatory 

2. Addressing vacation anxiety: Understanding employee hesitations

A significant number of employees experience anxiety when requesting time off, fearing workload accumulation or negative perceptions. A survey highlighted that 79% of Gen Z workers feel particularly anxious about taking PTO. To alleviate these concerns, experts suggest that managers lead by example by openly taking vacations and encouraging their teams to do the same, thereby normalizing time off and reducing associated guilt. 

Read more: Employees have extreme anxiety about taking vacation 

3. Supporting working parents during summer: The need for flexibility

Summer poses unique challenges for working parents due to disrupted childcare routines. Employers can play a pivotal role by offering flexible scheduling options, allowing parents to balance work responsibilities with childcare needs. Such flexibility not only aids in employee satisfaction but also enhances overall productivity and retention.

Read more: A summer survival guide for working parents 

4. Ensuring health and safety during summer travels

As employees embark on summer vacations, unforeseen health issues can arise. Employers are encouraged to educate their workforce about available health resources, such as telehealth services and urgent care options. Additionally, understanding the nuances of accident coverage and dental emergencies can help employees navigate medical situations efficiently while traveling. 

Read more: Travel assistance, telehealth, urgent care: A benefits checklist for summer vacation safety

5. Reevaluating unlimited PTO: The importance of leadership modeling

While unlimited PTO policies are designed to offer flexibility, studies show that employees with such policies often take fewer days off compared to those with accrued PTO. This paradox can be attributed to the lack of clear guidelines and leadership modeling. When company leaders actively take and promote vacations, it sets a precedent, encouraging employees to utilize their time off without hesitation.

Read more: Get your summer back: How to establish the right PTO policy for your company