You want your employees to take their PTO, but how can you encourage them to make the most of it? After spending time within the WECA led Good Employment Charter and fellow member Rich Roberts from Enrich it struck me that it can be boiled down to 4 areas of focus.

Taking paid time off (PTO) can sometimes feel more like a guilty pleasure than a necessary break. Latest research has now indicated that nearly 60% of the UK workforce takes less time off than their holiday allotment allows. Many employees hesitate to take their PTO, fearing they’ll fall behind or be seen as less dedicated. But not taking time off can lead to burnout, decreased productivity, and overall dissatisfaction.

Encouraging employees to use their PTO is essential for their well-being and the company’s success. Here are four effective strategies to ensure employees feel empowered to take their well-deserved time off.

1. Build a culture that prioritises rest

The foundation of encouraging PTO starts with company culture just ask fellow member Rich Roberts. It’s one thing to offer time off, but it’s another to cultivate an environment where rest is genuinely valued. Leadership plays a crucial role here. When managers and business leaders visibly take their own PTO and fully disconnect from work, it sets a powerful example. Employees need to see that taking time off is not only acceptable but encouraged.

Normalise conversations about PTO in team meetings and one-on-ones. Ask employees about their plans for using their time off and encourage them to schedule it in advance. Make it clear that taking breaks is a sign of a healthy work-life balance, which in turn leads to better productivity and creativity. When rest is embedded in the company culture, employees feel more comfortable taking their time off without fear of judgement.

2. Implement a use-it-or-lose-it policy

One of the most direct ways to encourage employees to use their PTO is by implementing a “use-it-or-lose-it” policy. This policy motivates employees to take their time off within the year or risk forfeiting it. The idea of losing something they’ve earned is often enough to prompt employees to plan their holidays.

However, it’s important to support this policy with regular reminders and adequate time to use the PTO. Quarterly reminders of remaining PTO balances and upcoming deadlines can help keep it top of mind. This approach not only boosts PTO usage but also ties directly into the company’s broader commitment to employee well-being.

For instance, linking this policy to other wellness initiatives—like mental health days reinforces the idea that taking time off is crucial for overall health. This integration helps employees see PTO not as a luxury but as essential.

3. Eliminate the guilt around taking time off

One of the biggest barriers to using PTO is guilt. Employees often worry that taking time off will burden their colleagues or be seen as a lack of commitment. To counter this, companies need to actively work to remove the stigma associated with PTO.

Start by clearly communicating that the company values and expects employees to use their time off. Establish clear protocols for handling workloads when someone is on holiday, such as assigning a backup or redistributing tasks. This reassures employees that their responsibilities will be managed in their absence, reducing the anxiety of taking time off.

Additionally, celebrate PTO usage. Create a culture where taking time off is recognised and even celebrated. Some companies I have seen encourage employees to share their holiday experiences, fostering a sense of community and normalising the use of PTO. When taking time off is viewed positively, employees are more likely to take advantage of their PTO without feeling guilty.

4. Make PTO a core part of your wellbeing strategy

To truly highlight the value of PTO, integrate it into your broader wellbeing strategy. When PTO is positioned as a key element of overall employee health, it shifts from being just another policy to a vital part of your company’s approach to health and wellbeing.

Start by linking PTO with other wellness initiatives, like mental health programs, stress management resources, and flexible work options. Align PTO with wellness days, offer incentives for taking time off, and provide health and wellbeing employee benefits. This integration helps employees see how taking time off directly supports their mental, emotional, and physical well-being.

Take time to run employee benefits presentations clearly showing how PTO fits within your broader benefits package highlighting how regular time off can enhance day to day life. When employees see that their time off is a crucial part of staying healthy, they’re more likely to use it without hesitation.

So an employee “benefit” might not be an obvious paid piece of the jigsaw such as a pension, it could be as simple as encouraging employees to take their paid time off and creating a supportive culture that values rest and balance. By fostering an environment where PTO is encouraged, implementing smart policies, removing guilt, and integrating PTO into the broader benefits strategy, companies can ensure their employees feel empowered to take the breaks they need. The payoff is significant: a more engaged, productive, and satisfied workforce that drives the company forward. When employees are rested and recharged, everyone wins.

Feel free to speak to me further if this resonates with you.

About Un:Fade Employee Benefits Consulting

Specialists in seamless employee benefits, payroll and fintech solutions consulting. Helping you stand out as an EMPLOYER OF CHOICE by examining your benefits program to ensure cost-effectiveness, and alignment with employee and business goals