March 6, 2014
At Return Path, we’ve had an “open vacation” policy for years, meaning that we don’t regulate the amount of time off people take, and we don’t accrue for it or pay out “unused” vacation if someone leaves the company. I get asked about this all the time, so I thought I’d post our policy here and also answer a couple follow-up questions I usually get about it.
First, here’s the language of our policy:
Paid Time Off
You’re encouraged to take as much time off as you can while maintaining high performance and achieving your goals. We don’t count the hours you work, so why should we count the hours you don’t? (Unless you’re a non-exempt employee, and only then because we have to!) Take what you need, when you can, and make sure to arrange coverage with your team. If you haven’t had a vacation in a while, you can expect to get a friendly nudge from your manager to get away from the office!
Use your Paid Time Off (PTO) for planned vacations, days off for appointments, religious, or personal holidays that are not offered in your country, community service days, or if you need an unanticipated, last-minute day off to care for a sick child or family member. Statutory or legally protected leaves of absence, such as medical leave, maternity/parental leave, family medical leave or unpaid leave, are governed by separate regulations that will not be affected by our PTO policy. See the Regional section for a list of statutory leaves of absence in your country.
Paid Time Off scheduling is subject to approval by your manager, who has sole discretion to approve or deny requests under this policy. Requests of greater than two consecutive weeks or more than two weeks in one three-month period require approval of your Executive Committee member.
The first question I always get is, “Wow – does that really work? What issues have you had with it? My response:
No issues with it at all, other than it’s a little weird to apply internationally, where we have 50 people across 7 countries, since most of those countries have significantly more generous vacation policies/customs than the US. But we generally make it work.
The second question I get is whether people abuse it or not:
In all the years we’ve done it, we only ever had one person attempt to abuse the policy, one time. People do still have to ask their managers if it’s ok to take time off, and they do still have to get their jobs done.
Finally, people ask me for general advice on implementing this kind of policy:
Continue to track days off and generate reports for managers every quarter so they at least know whether their people are taking not enough or too much – generally people will take not enough, and you will need to encourage them to take more. Also, our managers were *really* worried about launching this, so we had to do some hand-holding along the way.
The results of this policy for us have generally been great. People take about the same amount of true vacation they used to take, maybe a little more. They definitely take more half-days and quarter-days where they probably still get a full day worth of work done, without worrying about counting the hours. Best of all, there’s a strong signal sent and received with this kind of policy that we trust our team members to do what they need to do in order to live their lives AND get their jobs done.