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Chief
Happy new year
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KPMG 4 weeks + summer holiday + winter holiday + 3pm EOD in Summer
Also our PTO and holidays get utilized in our adjusted which was unheard for me.
6 weeks at Deloitte don’t compare since no one used it bc of utilization targets.
We get the week of July 4 off and then the week of Christmas to new year! It’s a company wide disconnect.
Kpmg had 4 weeks of pto and about 17 total firm holidays throughout the year. 10 days of that being the summer and winter shutdown. I loved having 6 weeks off a year. It was dope
Pro
Idk, but look into it - ton of research. Unlimited PTO is a scam, you end up taking less and very inequitable. Also you can’t cash out when you leave.
Really depends on your company culture. If your run my toxic a-holes then it’s a scam. If your run by decent leadership it’s a good deal.
Chief
There are only 3 other companies in the world outside of EY
I’m clearly talking about big four
PwC - 15 vacation days for new hires, 1 week July shutdown, 1 week December shutdown, and then the standard holidays.
Also unlimited sick/mental health days.
PwC, does using your holidays, including floating, affect your utilization or are they removed from your rate denominator?
Deloitte has 5 weeks of PTO. For manager & above it is 6. Also we have summer disconnect and Christmas disconnect
Chief
D4 Only true for DC, the other FSS get dinged for PTO from the jump
Pro
I used to work at D and I never took vacation bc I was always worried about my PTO payout when I eventually leave. Now I have unlimited PTO at EY and I take more than ever before. Like weeks (not consecutive), way more than I otherwise would have if I was worried about a number. I literally have no idea why anyone is complaining about it, for context I’m in Tech Consulting, and I’ve never had any issue taking PTO. In fact I was approved for a 3 week consecutive vacation to bookend the week of collective disconnect we get for Xmas. I really don’t get the EYers who complain about this
EY3, my experience has been people only complain about your pto or really focus on your utilization if your work quality is questionable or you’re trying to take off during a rollout planned months in advance that you play a critical role in, etc. Or maybe if you’re in your first year as a Staff and it’s the only baseline comparison metric they have.
I know I rarely question my devs vacation - even when it’s not optimal, we’ve managed to have other team members cover. Ultimately, what goes around comes around, and has the unintentional benefit of knowledge transfer.
So… maybe you’re just good at your job and managing your commitments around pto. (You know, like an adult). Or maybe I’m not the typical EY Manager. My guess is both.
Pro
Accenture has great PTO
25 days for a manager AND PTO does NOT count toward utilization
But shitty firm holidays/breaks
Waiting for PwC to drink that kool aid. It’s honestly better for the firm but looks good for recruitment. Employees take less time off in the end.
The whole unlimited vacation came about because when EY laid off about 4% of the workforce during the pandemic, they had to pay out somewhere in the realm of $39 million. As a result, leadership spun this into we, the workforce, asked for unlimited vacation, so they gave it to us. Which is complete BS. EY gave it to us to not have to pay back unused vacation time for their employees, except for the few states where the firm is required to.
Chief
Does EY vacation count against utilization? Or is there any cushion?
Chief
A1, EY uses full utilization when it comes to review, not effective. They both exist, but full utilization will determine your bonus and performance against peer
Rising Star
I honestly think RSM had the smartest PTO policy. Staff(associates) are on accrual PTO to get 16 days per year., but any remaining bank you have when getting promoted to senior you get paid out for because seniors switch to unlimited. Works as a an excellent retention tool and seniors and up are mature enough to be on unlimited and know how to set boundaries.
Unlimited/flexible PTO is terrible because we are measured on full utilization, not effective utilization (ie PTO does not reduce the total hours in the utilization calculation).
When we had fixed days, we were measured via effective utilization (for most practices).
Doesn’t work in our culture if you want to keep progressing, results in people pushing for high utilization and not using unlimited PTO. This was evident based on the analysis conducted prior to this policy going into effect…
You actually fell for "unlimited" vacation? LOL! #easilyfooled
Pro
PwC has 3 weeks for anyone with 2 years tenure or manager and above. Then we also get the July shutdown and other standard holidays. The only downside is it’s hard to keep utilization up if you use it all. You can basically have no bench time.
15 days is for new hires and up to 2 years tenure. For everybody else it's 22 days, plus all the shutdowns, holidays etc
Been with D for 7 years started with 200 hours PTO and for the past 3 years have 240 hours PTO, plus disconnect from Christmas Eve to new year and long weekends and holidays.
Always carry 5 weeks of PTO forward to cash in when I quit
Make sure you negotiate a sign on bonus with new org
Deloitte also has unlimited PTO. Curious though what would happen if I take off a week before Christmas break?
Pro
You get two weeks off, nothing curious about it
Tbh, unless you work for the government, you really cannot be taking those many PTOs regardless of them saying “Oh…take your PTO….recharge….blah blah”. You are allocated to a specific role in the project which only you would be doing, so every time, you are off, that project takes a hit. No different than any other job like an athlete in a sports team. No fan cares about the players PTO. Similarly, no client cares about your PTO neither do any of the Big 4. I’m not saying don’t take your PTO especially if it’s for a legitimate reason like getting married. Yea, go ahead, but please don’t fall for “unlimited PTO” scam, they will count that against your performance in the end.
Unlimited - Yes. But EY only allows 3 weeks consecutively.
At Deloitte our PTO counts as adjusted utilization now so I really don’t think twice about using it