Home > Companies Q&A > Managing Remotely > What is your time off policy for remote workers?

    What is your time off policy for remote workers?

  • Toptal

    Everyone gets an unlimited number of paid vacation days. Few people ever take them. We love our work, and we’re constantly traveling and working from beaches anyway.

     11 votes |
  • Groove

    You must take time off. That’s about as far as the written policy goes. We don’t have limits; it’s especially easy to get burnt out working solo, so it’s important that the people you hire are mature enough to know — and not be afraid to say — when they need a break. Vacation time is valued here.

     5 votes |
  • Teleport

    You take it when you need it. The responsibility that everything you promised gets shipped when promised is still yours. And you are the one who makes sure that no-one else’s dependency on your work gets dropped and everyone is informed in due time about your absence.

     5 votes |
  • Attentiv

    If tasks are getting completed to the team’s satisfaction and in a timely manner, we’re not too concerned about time off. We trust our team members to manage their own time, and so long as we have a heads up before they take off, we aren’t too concerned about the occasional vacation day.

     4 votes |
  • Balsamiq

    In short, “take some”. We used to not track days off, but it resulted in some people (mostly US employees) not taking enough time off. So we set a “minimum number of days you’re expected to take off” limit. There’s no maximum limit.

     

     4 votes |
  • Toggl

    First of all, we have a flexible schedule and the only condition for the remote team members is to have at least some overlapping time with the rest of their team.

    As for vacation, each employee is entitled to 28 work days off and everyone celebrates the national holidays of the country they’re located in.

     4 votes |
  • Articulate, Inc.

    Take whatever time you need.  We’re a ROWE environment.  

     3 votes |
  • GitHub, Inc.

    We have an unlimited paid time off policy. As long as people coordinate any leave they take with their teams to make sure the schedule makes sense and doesn’t leave anyone hanging, then we want people to be able to take the time off they need so that they can be as switched on as possible when they are working.

    The biggest problem with “unlimited” though is that it often means people don’t end up taking enough time off, which is counter-intuitive. There’s been some really interesting discussions on this topic in the technology industry lately, and we’ve definitely been discussing internally how we can make our policies more effective too.

     3 votes |
  • Intridea/Mobomo

    Unlimited.  Take what you need – we don’t count your sick or vacation days.

     3 votes |
  • NodeSource

    Unlimited.  We encourage people to take time to recharge.  Over the long term, people are more productive and frankly happier when they have time to themselves without being held to some archaic “accrual” system for PTO.  We simply don’t buy into that model.  Finally, since we are globally distributed, the concept of only 2 weeks paid vacation is ridiculous to nearly every non-American worker so unlimited vacation days is a win-win for everyone.

     3 votes |
  • TeamSnap

    No specific policy. Work when you want, take time off when you need it. Coordinate with your teammates so your time off is not disruptive to everyone’s progress. Use your best judgement on what’s right for you and for the company. Maximize your productivity over time. Avoid burnout. Have a life.

     2 votes |
  • WooThemes

    We have an open leave policy which reinforces our hierarchy of needs. Take care of yourself/family first and your team second which will create the healthiest environment for us to take care of our customers. Healthy environments foster teamwork, focus, clarity, etc.

     2 votes |
  • Automattic

    We have an open time off policy, which translates to take the time off that you need. We ask each person to discuss time off with their team lead and post to a time off P2. That way, it’s transparent when people are available and when they’re offline.

     1 vote |
  • Big Universe, Inc.

    Currently, we provide a typical 2-week off with 11 paid holidays (including 2 floating holidays). However, we are seriously considering moving to an unlimited PTO model as many small and large companies (e.g. Netflix, Virgin) have.

     1 vote |
  • Blossom

    Every employee has 45 days off (this also includes official national holidays). This way we balance the fact that some countries have a lot of public holidays while others have not.

     1 vote |
  • Collage.com

    We’re very flexible when it comes to time off, so long as employees make sure their work is being taken care of and aren’t missing important deadlines or meetings.

     1 vote |
  • DataStax

    We prefer to trust employees to do the right thing with time off and provide a discretionary time off policy. To stay in compliance with local laws our policy is slightly different in different jurisdictions, but our overall culture is very time off friendly.

     1 vote |
  • DVMelite

    You can take off whatever days/weeks needed and as long as you have someone covering for your clients, we are fine.  

     1 vote |
  • FMTC

    We have “unlimited time off” for our salary workers. Our rule of thumb is if you’re wondering if you’re taking too much time off, then you are. At the same time, we review employees time-off calendars and make sure they’re actually taking vacation as well. We’ve issued warnings to vacationing employees to not check in or risk having their accounts temporarily disabled; we value our time off and want others to as well.

     1 vote |
  • Go Fish Digital

    Remote working is great because you have the luxury of not using vacation days while traveling if you don’t want to.  Our policy is that if you work, great, work from anywhere.  If you want to take time off, that is fine too, and we provide vacation days for that.

     1 vote |
  • Greenback Expat Tax Services

    We focus on the outcomes of work, not on specifics of time off. As mentioned above, we generally have people working too many hours, not too few. So we do encourage time off, and because we have built trust with our team members, we don’t really ‘track’ the time and accept or deny requests based on a set number of days. Our team limits vacation requests during our busy season and because they typically work a lot of extra hours during that time, we are more liberal with time off requests in the slower months. As long as someone coordinates with other team members to ensure their job is ‘covered’ while they are out and the time off doesn’t negatively impact the business (which it rarely does), we are happy to give them time to ‘recharge their batteries’.

     1 vote |
  • Hanno

    We don’t track time off with much attention, other than to make sure that people are taking enough of it! We have self-set salaries, which means that we leave it up to employees to decide how they want to balance work and personal life. Some favour a higher salary and feel like taking less holiday. Others feel that salary is less of a priority and that they’d rather have much more time off. Either way is fine–the key thing for us is to make sure that employees are looking after themselves well enough and taking enough time away from screens and projects to recharge properly. That’s easy to neglect when you’re a remote team, but it’s something that’s very important to us.

     1 vote |
  • Help Scout

    We provide unlimited time off, and we highly encourage at least 4 weeks off out of the year. If someone hasn’t taken off in a long time, we ask them to. We trust that every employee will be smart with this, and so far, there has been no issues.

     1 vote |
  • Hubstaff

    Our employees are all virtual and free to take time off as they want. We work with responsible team members who will be reasonable with this, ie. no leaving for a year-long vacation with 5 minutes notice. As long as the work is covered and we’ve had ample notice, we all understand the perks of the digital nomad lifestyle.

     1 vote |
  • AgileBits

    Be respectful of company deadlines and crunch times, and also be respectful of your health. We continue to work on improving redundancy so that no one person keeps the house standing.

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  • Aha!

    Aha! currently offers 15 days of paid time off to all employees each year, as well as 10 paid holidays. We also offer extremely flexible working hours and locations. Many of our team members have children, and all of them have full lives alongside Aha!

    Since people can work from anywhere in the U.S., this allows them to work from diverse locations without sacrificing time with their loved ones — or their own passions.  One of our team members has a deep love of travel. She lived abroad for two years and has friends and family spread out across the country. Aha! allows her to work hard while experiencing new places at the same time. Thus far, she has worked from six North American cities this year — not including her own home.

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  • AirTreks

    It varies according to the country you were hired in to match the norms and laws of that country.

    We also enjoy unlimited unpaid time off. 

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  • AnswerConnect

    We are pretty flexible. We allow the majority of our employees to self-schedule, so this helps team members to schedule around things they might otherwise have to request time off for. Of course, employees can request time off, and that is done pretty easily as well.

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  • AnswerFirst

    We require 21 days notice for requested time off.

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  • Appen

    Our full-time employees receive four weeks of vacation a year. One of our most prominent core values is work-life balance, so we encourage our teams to take advantage of their PTO to rest and rejuvenate.

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  • Appirio

    Appirio has a very generous policy when it comes to time off. Employees are given 15 days of vacation annually in their first and second year of employment, and then 18 days annually in their third, fourth, and fifth years of employment. Employees that have been with us over six years are given 20 days of vacation. We also offer 9 paid holidays each calendar year.  

    We have do not have a policy when it comes to sick time or personal illness. Appirio recognizes that an employee may need to miss work due to emergencies, personal, or immediate family illness, or medical appointments during office hours. We just ask that this does not exceed a reasonable amount.  

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  • Authentic Form & Function

    At this time we allow three weeks of paid time off, as well as many of the major holidays where we typically see families gathering for events. Beyond formal time off, we also try to be as flexible as possible for a little time off here or there—e.g., taking a long weekend as long as project priorities are taken care of before leaving the office.

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  • Beutler Ink

    All our team members have at least 10 days of paid vacation per year, in addition to Federal holidays. The number of days increases with tenure. We also provide paid time off for illness, and paid leaves for maternity / paternity leave.

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  • Canonical

    When working with a globally remote workforce, it’s important to observe local laws, regulations, and customs.  We observe country specific holidays and offer a leave policy anywhere from 15-25 days off per calendar year depending on the location.   

    To support the work life balance of our workforce, Canonical provides team members ‘Swap days’ which can be used to make up for time lost due to travel requirements.

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  • Chargify

    4 weeks paid vacation

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  • Ciao Bambino! Inc.

    We do not have a time off limit. However, for it to be worth my while to manage our resources, they have to contribute a minimum amount.

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  • CloudPeeps

    In the early days of CloudPeeps, we had a really flexible vacation policy that I called “Aussie-style”. (In Australia, you get four weeks of paid vacation.) We didn’t really monitor it. As we’ve scaled, we’ve become tighter with our operations and more aware of the stage we’re at. We now have two weeks of paid vacation that accrues, and unlimited additional time off that is unpaid.

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  • Coalition Technologies

    We have a generous leave accrual system and and we also have paid holidays. Coalition Technologies encourages a healthy work-life balance. We recognize that a healthy reward structure is an important part of motivating team members, and part of that structure includes giving people time away from work. Overworking only leads to declines in productivity, so we would rather have a refreshed staff than an overworked one.

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  • DevriX

    DevriX has an open time-off policy that allows people to take time off whenever they choose. This, however, should be coordinated upfront and be in compliance with the status of the projects a team member works on in order to ensure 1st class customer service in any way possible.

    Occasionally we force people to take time off if they seem to be burning out, as we don’t want to cross the line when they burn out completely and need a few months off to recover.

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  • Doist

    Work-life balance is something we take very seriously.  We set the expectation from the get-go that no one should be working long hours or during the weekends. Eight hours of effective work five days a week is more than enough to get everything done (we are in the productivity business, after all). We enforce this rule strictly!

    In addition to a balanced day-to-day schedule, full time employees have 25 days of mandatory vacation per year and of course all national holidays in their country of residence.

    Full-time employees who have successfully passed their three-month trial period are eligible for Doist’s maternity and paternity leave which is 18 weeks of PTO for mothers and 5 weeks of PTO for fathers or adoptive parents.

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  • Eyeo GmbH

    26 vacation days plus Christmas Eve and New Year’s Eve; unpaid leave is possible.

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  • ezhome

    We have an unlimited paid time off policy for all of our staff. It’s easier for employees to simply work with their manager to take the time off that they need to stay refreshed and engaged vs. having to work within the confines of a restricted number.

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  • Five Q

    Nothing atypical here. Typical holidays and vacation time and sick days.

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  • FlexProfessionals, LLC

    Vacation, sick and personal leave are lumped together. We take time off seriously. When an employee formally requests time off for an extended period of time (i.e. longer than a long weekend), we make sure there is a plan in place to handle that person’s workload so that he/she is not bothered while out of the office. For smaller breaks, we do not monitor hours and time off, as long as the employee is responsive to clients and maintaining productivity standards. This gives our trusted employees a lot of flexibility to balance work and home without having to feel guilty about it. In return, they are motivated to remain productive.

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  • Fog Creek Software

    Each Fog Creek employee gets unlimited sick time and 20 vacation days per year. After being an employee for 3 years, that vacation time bumps up to 25 days.

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  • Formstack

    All employees are offered 18 days a year of paid time off, which is built up over their first year on the job. Over time, their PTO offering is increased. We do cap PTO accumulation so as to encourage vacations. We have the belief that unlimited PTO actually increases the number of days people work.  

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  • GitLab

    We don’t frown on people taking time off, we encourage them to take care of themselves and others. Working hours are flexible and it’s all about communicating your needs. We suggest to take the official days off in the country the person lives in.

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  • Goodway Group

    We offer 15 paid time-off days per year.

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  • Incsub

    We ask that everyone let their team members know about any planned time off with as much advance notice as possible. There’s not limit, but everyone is always expected to make sure there projects are taken care of.

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  • Inpsyde GmbH

    Since our working hours are pretty flexible, we don’t really have a time off policy, but we prefer, that everyone is at their computer between 10am – 3pm, but if they have some errands, they just have to tell us in a Slack channel and that’s ok.

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  • Inspired HR

    We have no formal vacation policy. It is important that our client’s needs are still met when a team member is away, so we make sure there is always sufficient coverage.

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  • InVisionApp

    We have an unlimited time off policy. Everybody’s trusted to take time off as they see fit.

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  • Jackson River

    We have a fairly standard PTO policy where people accrue time off for vacation and sick time. We have a high number of part-time workers too, in keeping with our beliefs about workplace flexibility.

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  • Jungle Scout

    Unlimited paid vacation. Many team members travel and work on the go, mixing the two. But we wholeheartedly encourage and support all team members to take real time off and get some downtime, too.

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  • Knobs.co

    Each person takes as much time off as they need, though they are expected to coordinate with other staff to make sure nothing falls through the cracks in their absence.

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  • LiquidSpace

    We’re a results-driven company, and we have a flexible time-off policy. We technically offer unlimited vacation days because we know the importance of work-life balance to individual success.

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  • Melewi

    Melewi has an unlimited leave policy. As long as it’s within reason, of course. Surprisingly though, since we’re remote and it’s quite easy to bring work, most of us travel around while working.

    Our only requirement for filing blocked leaves is enough notice so we can plan around it and make sure all parts are covered by someone else if needed.

    Personally though, with the flexibility our setup provides, I think the team enjoys working together so much that it’s rare that anyone takes blocked leave longer than a couple of days.

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  • Mokriya

    Mokriya has a flexible vacation policy. Meaning we don’t measure vacation time. We grant each team member the trust to take time off when they need it and encourage a healthy balance between work and life outside work.

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  • MomsRising.org

    As a mom friendly organization we have a generous time off policy that includes paid sick days and paid family leave.

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  • OnTheGoSystems

    We have days per years worked in the company policy, days increase the longer you stay with us.

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  • OpenSnow

    Everyone gets unlimited time off. If goals are clearly communicated and employees are responsible, we don’t need to babysit with restrictive PTO policies.

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  • Packlane

    Ten days of paid time off, plus nine public holidays.

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  • Pagely

    We have minimum three-week vacation policy to prevent burnout. We also provide parental leave of up to 12 weeks. Our team is really good at managing their time and so no formal policy is really needed. If we did have one, it would be to not leave your team hanging. You want to go Asia for two weeks, that is fine. Just make sure you are not putting the team in a pinch and remember you’ll have to cover someone else when they want to go to the beach for a month in the summer.

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  • Parse.ly

    We offer time-off to our employees with 24-hour notice. We’re an incredibly collaborative and connected team, so this is important mostly to give your co-workers notice about when you’ll be available. We also employ a Work From Home model, which gives some flexibility for team members with children or those who might have an errand or doctor’s appointment in the middle of the day. It makes the journey of commuting a little less burdensome.

    In addition to time off and vacation, we offer sabbatical and generous paternity/maternity leave. After five years with Parse.ly, team members are offered a 5-week, paid sabbatical. Your sabbatical is meant to be taken “all at once” — a nice, extended break from work that could be used to travel, to explore alternative interests, volunteer for an organization, or simply have the world’s greatest paid staycation. Two weeks of this sabbatical can also be preemptively added to your paid maternity/paternity leave, assuming you will stay at the company long enough to earn said sabbatical.

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  • Plex

    We have an open vacation policy.  People typically take around 4 weeks.  We don’t track it, but we do ask that employees make sure their teammates have plenty of notice and that important projects don’t fall through the cracks.

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  • Remote Year

    We utilize an unlimited time off policy. As a global company, we find this is the best policy to apply across all of our team members to account for differences in local holidays and a variety of other factors. This also allows employees who need to to recover from illness or time to dedicate to family.

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  • Scrapinghub

    We give everybody 20 paid vacation days per year (they generate 1.66 vacation days per month worked) and the local country holidays wherever they happen to live in. We’ve found that having local holidays off reduces friction. Most people prefer to enjoy their own country holidays off and we are OK with that. It is a bit harder to manage, but it’s worth the effort. We have also made time off management completely distributed.

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  • Seeq

    We have an open PTO policy, meaning that employees don’t accrue paid time off and we don’t track the time that they take. We measure our employees’ success based on their performance rather than their attendance.

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  • Simple [A]

    We have a fairly standard PTO plan for full-time [A]gents.

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  • SimpleTexting

    We’re very loose with time off and people don’t take advantage. We don’t have a formal sick-days policy either—so you can call it unlimited. It’s all about trust.

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  • SitePen

    On top of 10 company-observed holidays, SitePen offers four weeks of paid time off to start which increases with seniority. Very flexible and always provided when requested!

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  • Sococo

    Pretty basic – any PTO needs to be checked with your team and cleared with your manager. There’s nothing more formal than that in place, as our Agile framework keeps communication really clear on the team. On a small team, even one person’s absence can have an impact, and recognizing this emphasizes the importance of clear communication.

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  • SoftwareMill

    People charge daily. If they do not work, they don’t make money. It is also possible to have a lower daily rate and include 20 days off each year.

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  • Stack Overflow

    20+ vacation days, with unlimited sick days. We also have generous parental leave and benefits.

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  • Sticker Mule

    We don’t track time off but expect people to take roughly 4 weeks vacation. Most of our team doesn’t have set hours so it’s really at their discretion how to approach work.

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  • Summit CPA Group

    Flex time with two weeks first year, three weeks second year, and four weeks thereafter.

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  • Sutherland Global Services

    Employees earn paid time off.  Consultant level employees begin to accrue PTO after 6 months of employment at the rate of 80 hours per year, thru year two.  Salaried employees earn PTO from the very beginning of their employment.

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  • TaxJar

    We have a MANDATORY vacation policy. We realized that an unlimited vacation policy was having the opposite effect – team members weren’t taking the time they needed to rest and recharge. Now we require everyone to take at least 2 weeks per year off, and we offer a $250 stipend for each of those two weeks. Our culture is based on rockstars who spend their days executing, and it’s important to use that we not burn out.

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  • TeamGantt

    Everyone has a set amount of days per year that they can use as they like.

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  • The Cheat Sheet

    We have a flexible time off policy which provides employees with a generous amount of vacation, allowing them to take off whichever holidays they want.

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  • ThirdPath Institute

    Employees start with two weeks of paid vacation.  We also accommodate employees with school age children by letting them take extra unpaid time off over the summers.

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  • Tortuga

    We offer unlimited vacation. I know that some companies have changed policies to minimum vacations, required vacations, or something else. As a travel company, our team has been pretty responsible about taking time off. If that ever changed, we may change course as other companies have. I try to set a good example by taking time off myself and by reminding people to take breaks, especially between big projects, to recharge.

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  • Tradeconductor

    You write me when you need (weeks of vacation). You do not have to tell me if you are sick, not working on Wednesday, etc. I only need that information if it is for a longer period of time.

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  • Trello

    Our vacation policy is 4 weeks/year, in addition to holidays and unlimited sick days.

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  • Ushahidi

    As you need. Minimum 25 days/year. Get your work done, and if you don’t, it’s a problem.

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  • VIPKID

    Teachers make their own schedule! They can teach one class a month or 100 if they like. It’s totally flexible and lets teachers be their own boss.

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  • Wordfence

    Best in the industry. We provide 21 days PTO. We thought through this carefully and we considered doing what Netflix and a few other companies are doing where we provide unlimited time off. But we felt that this creates a weird situation where, because it’s not specified, our team doesn’t take too much time off because they feel like they’re being judged. So we stated a specific PTO number and then told our team that we want them to actually use the full 21 days. That way we’re sure that they’ll take the breaks they need rather than being uncertain about how much is OK. 21 days is the highest we’ve seen in our industry.

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  • World Wide Web Hosting

    All staff members receive 20 days of paid time off per year that increases to 25 days after 3 years. Managers receive 25 days after 1 year with us. Since we are a global company with staff from all over the world, we group holidays into this paid time off. We respect our team’s varying cultures and holidays, so we allow each staff member to determine which holidays are important to them to take off work.

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