The trade in for time off

One of the most common questions asked by job candidates during an interview is, “What time off do you offer?”

For hiring teams, this question can spark concern—will the candidate accept our current PTO structure? And more importantly, why is their focus on time away from work?

Striking a balance between offering time off and maintaining team performance is a challenge for most companies. Larger corporations often rely on blanket policies, which may provide consistency but lack the flexibility the human experience demands. Life is not linear—mental health, family needs, and unexpected loss all highlight why one-size-fits-all policies don’t always work.

A study from Florida Atlantic University found that paid time off reduces resignations and supports long-term employee retention—a clear win for both employer and employee. Similarly, NIH research shows that family-friendly policies such as maternity and paternity leave attract stronger candidates during the hiring process.

Despite this, many businesses hesitate to expand PTO benefits. Yet with proper organization and team collaboration, time-off policies can be structured to flow smoothly without disrupting productivity. Concerns about labor shortages are often mitigated when proactive planning, scheduling, and clear procedures are in place.

In the trades, it’s often joked that managers “work even when they’re off.” To make time off truly restorative, teamwork is essential. Partnering with a colleague before taking leave, communicating client points of contact, and establishing clear backup plans help ensure operations continue seamlessly.

Planning for the Holidays

Everyone wants Thanksgiving and Christmas off—but for seven-day operations, that creates a scheduling puzzle. Incentivizing holiday work can help. Some companies offer overtime pay, while others provide an additional day off later in exchange for working a major holiday.

Offering select holidays as paid days off is also a strong attractant for quality candidates and aligns with standard business practices.

Ensuring your PTO package is competitive within your industry is vital to promoting a culture of retention, satisfaction, and consistent attendance.

Equality and Action

Your PTO policy should be consistent across roles to maintain fairness. All salaried employees should expect the same benefits, reducing burnout and promoting professional growth.

Still, flexibility matters. Open-door discussions about unique or challenging circumstances—such as family emergencies or personal crises—can foster trust and empathy within the workplace.

However, when time-off policies are abused, prompt and consistent management is essential. One employee’s misuse can quickly impact team morale and overall productivity.

Time Off and Compliance

In cases of workplace injury, it’s vital to follow proper procedure. Consult your workers’ compensation insurance team and comply with all state and federal regulations to ensure ethical and legal protection for both your employees and your business.

Additionally, ensure your PTO policies align with HR standards and employment laws. Protecting your people and your organization should always go hand in hand.

The Value of Not Working

Time off provides value far beyond workforce maintenance. Studies consistently show that rest and personal time improve overall job satisfaction and well-being. Simply put—taking a day for self-care today often leads to better performance tomorrow.

Supporting employees in attending life milestones—weddings, family gatherings, or even a simple day off—pays dividends in morale and loyalty. Consider which leader you’d rather work for: the one who denies your request to attend your child’s recital, or the one who approves it and asks how it went.

At Phoenix, we prioritize our team. From medical appointments to family emergencies, understanding why our staff need time away allows us to build a workplace that nurtures both personal and professional well-being.