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.
