Employees often hesitate to take time off. Some worry about falling behind. Others fear being viewed as less committed. Over time, this leads to quiet burnout, reduced focus and lower morale across the workplace. On the Road2Wellbeing podcast, Sharell Thomas, Speaker and Leadership & Career Coach, explained why leaders need to make time off a core part of their culture, not just a line in the benefits package.
Why Employees Avoid Taking Time Off
Many employees feel uncomfortable using their paid time off. Common reasons include:
Workload pressure
Lack of backup support
Fear of judgment
Worry about returning to a full inbox
Unclear expectations around boundaries
This behavior is common in workplaces where rest is treated as “optional.” When employees keep pushing through fatigue, productivity drops and burnout rises. Encouraging employees to take time off is not just an HR policy; it’s a leadership responsibility that supports well-being, retention and sustained performance.
How Leaders Can Normalize Time Off
Sharell highlighted that leaders must take an active role in encouraging time off. It begins with simple, direct conversations. Managers can check in with employees who haven’t taken any breaks and ask what support they may need.
A sample conversation Sharell recommended:
“I noticed we’re heading into the next quarter and you haven’t taken any PTO. Is there anything I can do to help you take a break and recharge?”
This approach makes it clear that time off is expected. It also shows employees that leaders care about their workload, stress levels and well-being.
Leaders can further normalize time off by:
Asking teams to plan PTO in advance
Building backup systems to reduce stress for those stepping away
Creating predictable workflows so employees feel safe disconnecting
These habits shift the culture from “time off is allowed” to “time off is part of how we work.”
Policies That Encourage a Healthy PTO Culture
Some organizations take formal steps to reinforce the importance of rest. Sharell mentioned examples such as:
Company-wide shutdowns during slow seasons
Required minimum PTO usage
Defined no-contact guidelines for employees on leave
These policies send a clear message: time off is not a perk; it is required for long-term performance. They help protect employees who may hesitate to step away or worry about “letting the team down.”
The Importance of Truly Disconnecting
Sharell emphasized that employees must be able to step away fully. If something urgent happens, the response should not default to calling the person on vacation. Leaders should model this by respecting boundaries and avoiding “quick questions” that interrupt rest.
Healthy disconnection helps employees return energized and mentally clear. This leads to better decision-making, higher creativity and stronger engagement.
Common questions employees have include:
“Will my workload be covered?”
“Will I be contacted while I’m away?”
“Will taking time off affect my performance review?”
When leaders answer these questions openly, employees feel more confident using their benefits.
The Business Case for Encouraging Time Off
A strong time-off culture is not just good for employees; it benefits the organization. Companies that encourage time off see:
Higher productivity
Lower turnover
Reduced stress-related absenteeism
Improved morale and teamwork
Stronger long-term engagement
When employees rest, the whole organization performs better. PTO becomes a strategic tool for preventing burnout and maintaining workplace well-being.
Action Step for Leaders
Sharell’s message is clear: taking time off should be expected, supported and protected. When leaders treat rest as a priority, employees feel more secure using their PTO. This shifts the workplace into a healthier rhythm where people return focused, motivated and ready to deliver their best work.
Wellness360: Helping You Build a Healthier Culture
A strong time-off culture is one part of a larger employee well-being strategy. Wellness360 helps organizations support their teams through structured wellness programs, engagement tools and measurable insights. If you want to build a workplace where employees maintain balance and avoid burnout, our platform can help you get started.
Request a demo to see how Wellness360 can support well-being and productivity in your organization.
FAQs
- Should companies require employees to take PTO?
Required minimum PTO can help prevent burnout, especially in high-pressure environments. It works best when paired with workload support and clear boundaries. - How can managers reduce employee stress around taking time off?
Set clear coverage plans, reinforce no-contact rules and openly communicate that time off is encouraged. - Is encouraging PTO part of employee well-being programs?
Yes. Time off is a key element of mental health and long-term productivity, making it an important part of any wellness strategy.
