Job seekers nowadays have endless options if they’re looking to switch jobs.
With such a tight labor market, they can afford to be selective. As employers compete for top talent, one aspect increasingly coming under scrutiny is paid time off.
Minimal Leave a Major Red Flag
According to a recent survey of over 1,000 workers by StandOut CV, the number one red flag for job seekers when looking at a job posting is minimal annual leave. More so than issues like a lack of salary range or an absence of diversity, skimpy PTO allotments are an immediate turn-off. This aligns with data from HR leaders indicating paid leave is considered one of the most vital offerings today, behind only health care benefits.
The research sends a clear signal—lackluster vacation and sick day allowances can drive candidates away in droves. With skilled workers in high demand, making sure your paid leave policies are compelling could be key to staffing up talent.
How Much Time Off Is Average?
Paid vacation, holidays and sick days remain near-universal. According to the 2024 SHRM Employee Benefits Survey, over 95% of employers provide all these types of leave. But how much time off is considered the norm?
For a full-time worker with one year of tenure, employers usually offer around 12 vacation days, 10 sickness days, and 20 PTO days encompassing both. While these indicate reasonable baselines, experts emphasize paid leave strategies should foremost reflect employees’ needs.
Barriers Preventing Use of PTO
Unfortunately, simply offering paid time off does not guarantee workers will take it. A 2024 survey unveiled some concerning insights:
- 60% of employees struggled to fully detach from work responsibilities while on vacation
- 86% checked job emails and 56% took work calls during time off
- Nearly half felt guilty for taking leave.
With mounting evidence that failing to recharge heightens burnout and attrition risk, cultural roadblocks preventing employees from utilizing earned PTO present a critical obstacle for organizations to address internally.
Promoting a Healthy PTO Culture
Experts urge a multi-pronged effort from HR professionals and leadership to nurture a culture where employees feel comfortable taking advantage of paid leave:
- Highlight benefits of taking time off for health and well-being
- Institute policies that discourage working outside designated vacation days
- Lead by example – have managers visibly take time away from work
- Offer sufficient leave and flexibility to meet personnel needs.
For more Employee Benefits resources, contact INSURICA today.
Copyright © 2025 Smarts Publishing. This is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice.Â
About the Author
Share This Story
Related Blogs
Personalization Now a Baseline Expectation in Employee Benefits
In 2025, personalization has moved from “nice to have” to “non-negotiable.” Employees expect benefits that reflect their individual needs, values, and life stages. Static, one-size-fits-all plans are being replaced by flexible, modular offerings that empower employees to choose what matters most.
Fertility, Family Planning, and Parental Leave Are Front and Center
In 2025, family-building support has emerged as a defining priority in employee benefits strategy. Fertility coverage, inclusive parental leave, and caregiving support are no longer niche offerings — they’re central to how employees evaluate workplace value. As life paths diversify and caregiving responsibilities expand, benefits managers are rethinking what it means to support the whole employee.
Gag Clause Attestation Deadline: December 31, 2025
Employer-sponsored group health plans must submit their 2025 Gag Clause Prohibition Compliance Attestation (GCPCA) to CMS by December 31, 2025, to confirm compliance with federal transparency rules. This annual filing covers the 2024 calendar year and applies regardless of employer size or funding arrangement.