Decisions, decisions, decisions. Just like an employee trying to decide if they should use some of their “unlimited vacation,” an HR professional can have an intensely difficult time deciding whether to install such a policy in the first place. Both decisions require more thought than one might initially believe. At first blush, the concept of unlimited vacation (also known as flexible time off, discretionary PTO, etc.) sounds like a dream, not only for employees but employers as well. In theory, employees gain the freedom to take as much time as they need without worrying about accruing hours, while employers gain a recruiting tool that improves employee happiness and costs almost nothing to implement. What could be better
