PTO anxiety leaves employees struggling to switch off

Paid time off is meant to recharge employees, but professionals are returning from vacation more stressed than when they left.

According to new research from global talent solutions provider Robert Walters, 74% of professionals feel anxious upon returning to work after PTO, with 66% admitting to checking emails while away to reduce the backlog they'll face upon return. Another 46% say they would relax more easily if their teams were also on leave, pointing to a culture of constant connection and the "fear of falling behind." 

"Returning to work can trigger many anxieties for professionals, falling behind on important projects, missing major updates or even being handed much heavier workloads," Sean Puddle, managing director of Robert Walters North America, said in a release. "PTO should offer professionals a moment of relief and a chance to recharge — it shouldn't leave them feeling more stressed than before they left." 

Read more: Why it's OK that fewer companies are offering unlimited PTO 

The findings highlight a troubling pattern in today's workplace, as technology tools like Slack and Microsoft Teams, while helpful for collaboration, can blur the lines between work and rest. Nearly one-third (28%) of respondents check their emails during PTO for urgent matters, while many more do so simply to avoid an overwhelming inbox.

Only 22% of professionals report feeling refreshed after a vacation, with the rest citing anxieties about missed updates, heavier workloads, or lagging behind colleagues. Compounding the issue, nearly half of U.S. employees with paid leave don't even use all of it — often due to guilt, "vacation shaming," or fears about looking less committed, according to data from Pew Research. 

To address PTO anxiety, some organizations have implemented "summer shutdowns," when entire businesses close for part of July or August. While more of a trend abroad, over half (53%) of U.S. professionals said they'd be interested in trying such a model, though 35% of employers worry about costs and disruption.

At beverage company Olipop, which already touts an unlimited PTO policy, CEO Ben Goodwin instituted an additional week of summer break between June and September.  The "Summer Recharge" benefit program aimed to combat persistent burnout, and employees are even entered into a raffle to win $1,000 toward their vacation plans. 

"Americans are overworked, many are struggling with cash and we're all under a lot of stress as a country right now," Goodwin says. "You want your employee base to be seen and feel cared about by the company." 

Read more: Olipop's new PTO benefit encourages employees to take a summer vacation 

Leaders can help staff optimize their PTO by encouraging teams to communicate their holiday schedules so everyone stays informed, while reinforcing that the amount of leave taken has no bearing on an employee's capability or commitment. Additionally, offering flexible leave arrangements tailored to individual needs can make it easier for staff to take meaningful breaks, and requiring thorough handovers before time off helps reduce the temptation to check in while away. 

Above all, companies should strengthen their messaging around the right to switch off, making it clear that rest and recovery are valued.

"There isn't a one-size-fits-all solution for PTO or holiday policies," Puddle shared in the release. "Instead, strategies should be customized to prioritize employee well-being, engagement, and productivity."

How managers can set the example

While policy is important, culture often follows the leader's behavior. Managers can help normalize healthy PTO use by taking their own leave and fully unplugging — no email, no Slack, no exceptions — and openly sharing that experience with their team afterward. They should also voice support for team members' time off, reassure them that stepping away won't harm their reputation or workload. 

Read more: Leader on leave? This platform helps fill the gap

Avoiding after-hours or PTO-time communications unless absolutely necessary, and making it clear no response is expected if a message is sent, further protects employees' downtime. Celebrating PTO usage as a sign of healthy work-life balance — rather than silently tracking absences — helps reinforce that taking time away is a vital part of sustaining engagement and productivity.

"I don't think that as a leader you can just be maniacally focused on end point productivity if you aren't aware of the drivers [of burnout] and whether or not you're cultivating them," Olipop's Goodwin says.