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You can definitely take the time off but it would highly depend on the mercy of your superiors. Lol
Firms give unlimited PTO so they can get accumulated balances for employees who live in states like CA off their books. That way they don't have to pay out vacation time when someone leaves. It's a scam. I was at EY when they moved to unlimited PTO and we all saw the leaked email from our head of talent to firm leadership saying this was one of the main reasons for the move. Not to mention, studies show employees take less PTO when it's undefined, so this makes the whole wellness and work-life balance thing at EY BS. We do not want this at Deloitte.
It was not handled well at all.
Chief
It’s entirely up to your engagement teams. I’m in tax and I’m on double digit engagements. It’s hard coordinating with all of them. Someone is always denying your vacation. I was able to take multiple 1 or 2 week vacations when we had a finite number because we were “entitled” to a certain amount that expired and/or didn’t carry over. Now teams say we need to be cognizant of client needs. Taking a day off here or there is more doable, but if I already worked the entire weekend, it doesn’t really feel like I’m getting a “vacation” day. I’m sure there are people who use more now than they did before, but I think it’s entirely dependent on your teams and office culture. Vacations still need approval and for some counseling families, partners require everyone’s vacation days to be input on a team calendar to monitor office availability. At one time, you can only take off three consecutive weeks (which seems approval from the top). If you extend it past three consecutive weeks, the additional days are unpaid. This probably doesn’t impact many people though, but I had a fair amount of coworkers who used to save all their vacation and then go back to Asia from late November until the end of the year.
There’s a psychological and political advantage you get by having accrued PTO that you need to use. In an unlimited setting that advantage goes away and it’s purely up to your superiors.
and financial benefit!!!
Its an illusion. Firms offer it as the stats say people actually take less holiday overall. If you need to get it all approved and you also have client deadlines on several projects, can be difficult to take your holiday.
Between vacation days and holiday, PwC gives more days than I can use most years, but I can accrue some of it and will get paid out on accrued days if I ever leave. Unlimited pto would likely give me zero additional days off (probably would actually take less time off since using expiring days is great reason to take off), and wouldn’t get paid anything when leaving firm. Sounds great but really just saves the company money for most employees.
Unlimited PTO was great for me because they froze my balance, transitioned me to unlimited, and then paid out the bank as a bonus.
This didn't happen at all firms though, and honestly I only ever take PTO on slow summer weeks and a few long weekends here and there now that I'm a manager.
When I was an associate I just took off like every Friday of the summer, two weeks around Christmas, a week around Thanksgiving, and like 1 or 2 full weeks elsewhere while just flexing or admining my time elsewhere to make up for my lack of accrued days.
I miss those days.
Having the payout when you leave is nice.
Having whatever time you want/need is nicer. Especially not having to calculate how much you have left when something pops up.
I haven't had any pushback on my requests and I've taken 5 weeks since July through the end of December with another week scheduled in a few months. This doesn't include any time I took sick or to care for my kid when sick.
I can see it being an issue when you have many engagements or difficult supervisors though.
Ultimately utilization is what matters. Pto is really no different than unbillable time from a management perspective
In many groups, EY has switched to only looking at chargeable hours. In these groups they dropped looking at utilization and therefore dropping making any adjustments for vacation, training, counseling, or business development.
Leveraging unlimited PTO to the max falls on you as an individual plus the people approving your PTO.
I was able to justify taking this week plus next week off on the basis that the PTO spent would be consistent/comparable to the time I’d be taking off if PTO wasn’t unlimited
You deserve to take time off for all the hard work you do… but I’m going to schedule these client calls during those days, so make sure you have access to internet