EY needs to revisit their “unlimited” PTO policy! Even new job postings have been edited to reflect the new term “flexible” time off. Do you equate this to stack ranking during the performance review cycle? Positioning teams and peers against each other due to pressure not to take time off unless on the bench which you can’t exactly plan or predict.

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Posting as :
works at
You are currently posting as works at

It’s easier to get to the moon that to get >1 week off with this unlimited PTO scam.

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I don't work at EY so I'm interested in what people say, but in my experience, there are people that:

- Kill themselves to get ahead and get burned out
- Fall behind the curve of expectations and get managed out
- Strike a balance and have sustainable careers

Unlimited PTO is almost never an employee-centric benefit, but as to how it impacts your performance reviews, I think the game is still about managing expectations and creating impact.

MD1, kind of the same concept as working on a project and telling the junior staff they need to manage their time to 45 billable hours per week maximum instead of allowing to bill actual hours worked?

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