[loeber]

This is correct.

Best case: unlimited/flexible PTO policy simply reflects a company taking the attitude of "you are a responsible adult and we trust you," and skipping the need for a cumbersome tracking system.

Worst case: constant pressure + an unclear PTO policy induces workers to take less vacation than the norm.

[logicuce]

There is another sort of worst case (company's perspective): An employee thinks they need to rebuild their house and needs to do it all by hand, hence will be on leave for the next six months. Or, say, wants to explore Europe backpacking and hence needs break for the next two months.

With unlimited PTO the biggest challenge is to define (both ways) what qualifies for a good reason to go on a leave.

I have enjoyed unlimited PTO wherever I had. But I tried to have my own benchmark of about four weeks in a year. Of course, there have been times when I needed more, and it was fine. There have been times when I didn't need four weeks either, and I was okay with that too!

[demondemidi]

No, that's not correct, read the top rated post above yours. It's not about responsibility, it's about accounting rules.

[loeber]

Oh, that's a good point. I had missed that.