Was ist PTO (Paid Time Off)?

Paid Time Off (PTO) is an employee benefit that provides a pool of paid leave hours or days that employees can use at their discretion for vacation, illness, personal appointments, family matters, or any other reason without requiring justification. PTO consolidates what many older policies administered separately — vacation days, sick days, and personal days — into a single flexible bank. This simplification reduces administrative burden and gives employees more autonomy over how they use their time.

PTO can be structured in several ways. Traditional accrual models accumulate hours at a set rate based on hours worked or length of service (e.g., 0.05 hours per hour worked, equivalent to about 6.5 days per year for a full-time employee). Front-loaded PTO grants the full annual allotment at the start of the year or on a set date. Unlimited PTO policies — increasingly popular in tech and professional services — allow employees to take as much leave as needed with manager approval, though research shows employees often take less leave under unlimited policies due to unclear norms.

U.S. federal law does not require employers to provide paid vacation or sick leave, but a growing number of states and municipalities mandate paid sick leave specifically. As of 2025, over 20 states have mandatory paid sick leave laws with varying accrual rates, employer size thresholds, permitted uses, and carryover requirements. Some states, including California, Illinois, and Maine, treat earned PTO as wages — meaning employers cannot forfeit accrued but unused PTO when an employee leaves without paying it out.

PTO payout upon separation is one of the most common sources of wage disputes. In states that treat PTO as earned wages, employers who fail to pay out unused PTO at termination or resignation may face wage claims, penalties, and attorney's fees.

PTO policy design affects employee morale, retention, and legal compliance simultaneously. A policy that accrues leave but voids unused hours at year end may violate state law in states that treat PTO as wages. An unlimited PTO policy without clear guidelines can expose companies to inconsistent application and claims of discriminatory enforcement. Getting the structure wrong also creates real liability: unpaid PTO can become a wage claim.

An HR consultant can help you design a PTO policy that balances competitive benefits with cost control and administrative feasibility. An employment attorney familiar with your state's wage and hour laws should review any PTO policy before implementation to ensure it complies with applicable paid leave mandates and does not create inadvertent wage obligations.