As I pack my bags for a two-week trip to the Philippines, I find myself reflecting on something many tech workers might take for granted: the ability to truly disconnect from work without anxiety or guilt. While “unlimited PTO” has become a common phrase in job listings, the reality often falls short of the promise. But what happens when a company actually means it?

Beyond the Policy

In tech, we’re familiar with the pattern: companies advertise unlimited PTO, but the unspoken expectation is that you shouldn’t actually use it. Team members compete to show who can take the least time off, wearing their minimal vacation days like badges of honor. It’s a culture that ultimately leads to burnout and resentment.

My experience has been different. Here, unlimited PTO isn’t just a recruitment tool — it’s a lived value that starts at the top. Our C-suite regularly blocks off days for family time. My manager encourages the team to plan extended breaks. More importantly, when they’re off, they’re truly off — no “just checking in” or “quick questions” that blur the lines between work and rest.

The Impact of Leading by Example

This approach cascades through the organization. When leadership demonstrates that it’s not just okay but encouraged to take time off, it transforms the company culture. We see that our value isn’t measured by our constant availability but by our contributions when we’re present and engaged.

As I prepare to spend time with my family in the Philippines, I’m struck by how different this feels from previous roles. There’s no underlying current of guilt, no pressure to stay connected “just in case.” Instead, there’s an understanding that these moments — reconnecting with family, experiencing different cultures, or simply taking time to recharge — make us better both personally and professionally.

The Broader Implications

This isn’t just about vacation policy — it’s about trust and respect. When a company truly honors its unlimited PTO policy, it sends a clear message: we trust our employees to manage their time and energy. We respect that they have lives, relationships, and responsibilities outside of work.

It’s also about sustainability. In an industry known for burnout, having genuine support for work-life balance isn’t just nice to have — it’s essential for long-term success, both for individuals and organizations.

Moving Forward

As our industry continues to evolve, we need to move beyond seeing unlimited PTO as just another perk to list in job descriptions. Instead, let’s focus on building cultures where taking time off is truly normalized and encouraged.

For companies, this means:

  • Leadership actively modeling healthy PTO usage
  • Creating clear coverage plans so employees can disconnect completely
  • Celebrating rather than penalizing those who take time for themselves

For employees, it means being willing to actually take that time off, setting boundaries, and supporting our colleagues in doing the same.

As I head off on my trip, I’m grateful to be part of an organization that gets this right. More than that, I’m hopeful this approach becomes the norm rather than the exception in our industry. After all, we’re not just workers — we’re human beings who need time to live, love, and experience the world beyond our screens.

Author Of article : Sam Jeet Read full article