Unlimited Leave Isn’t Always a Win: Lessons from Bolt’s Pivot
3 Jul 2025
Let’s keep raising the bar in how we define - and support - a healthier work-life balance.
In a bold move that’s sparking HR conversations across industries, Bolt CEO Ryan Breslow recently ended the company’s unlimited paid time off (PTO) policy. What many hailed as a progressive benefit now finds itself under scrutiny - not because it lacked generosity, but because it lacked accountability.
Unlimited PTO sounds ideal on paper. It suggests autonomy, trust, and a culture where employees feel free to take time off when they need it. But Bolt’s experience underscores a critical flaw: without structured guidance or cultural reinforcement, many team members hesitate to use the benefit at all.
Breslow noted on LinkedIn that while some took healthy time off, others felt pressure to always be available which caused the employees to burn out. The lack of clear boundaries caused vacation guilt and imbalance - a paradox in a policy designed to support well-being. So instead of doubling down, Bolt pivoted toward a more structured approach with clear minimums, aiming to ensure that time off isn’t just offered, but actively encouraged. "We mandate everyone take all four weeks off."
For openHR, this serves as a timely reminder that policy design must go hand in hand with cultural reinforcement. Whether it’s onboarding new hires or revisiting leave policies, clarity and fairness should take centre stage. Unlimited PTO/Leave may still be the right move for some organisations, but it shouldn't be left to run on assumptions.
Let’s keep raising the bar in how we define - and support - a healthier work-life balance.
Let’s keep raising the bar in how we define - and support - a healthier work-life balance.
