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Nearly half of US workers are heading into the holiday season without plans to use all their paid time off, according to new research.
A survey by Eagle Hill Consulting of more than 1,300 employees revealed that 48% don’t anticipate using their vacation entitlement this year, highlighting concerns over employee burnout and the workplace pressures preventing workers from taking time out.
The study highlights the extent of problems around burnout, with 45% of the workforce reporting they feel burned out - a figure that rises sharply among Gen Z (54%) and Millennials (52%). Women are also disproportionately affected, with 49% reporting burnout compared to 41% of men.
Eagle Hill Consulting CEO Melissa Jezior suggests that the reluctance to take time off may stem from cultural and workload pressures.
“It’s intriguing that while over one-third of workers say they want unlimited vacation, half are not even using their allotted time. This points to a culture where employees feel unable to step away, whether due to heavy workloads or fear of repercussions,” Jezior explained.
Valuing time off
The consensus is that fostering a workplace culture that encourages time off is critical to combating burnout and improving overall productivity.
“When employees take meaningful breaks, they return recharged and more engaged,” Jezior said. “Leaders should actively encourage taking time off, lead by example, and explore flexible scheduling options to support workers.”
The Hidden Workforce Impact of Paid Leave Policies
Many employers are navigating a rapidly shifting leave landscape, as more states introduce paid FMLA policies with varying requirements and implications. For organizations with a multistate workforce, understanding how these policies will impact leave utilization, duration, and total cost is not straightforward and relying on historical data alone can leave critical gaps in planning.
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The findings underscore the importance of modeling impact before introducing new leave policies. Workpartners developed a simulation tool that allows employers to estimate how policy and workforce variables may influence outcomes. With this insight, organizations can better align strategy, budgeting, and program design ahead of rollout.
What You’ll Learn:
Impact of paid leave on FMLA rates and duration
Predicting leave utilization and cost before rollout
Using simulation to guide benefit design and planning
Research consistently shows that worker time off not only boosts individual well-being but also has organizational benefits, including higher morale, better retention rates, and increased productivity. Conversely, the absence of regular breaks can lead to diminished performance and long-term mental health issues.
Despite these benefits, the survey found that many employees face obstacles in taking time away.
Among the reasons cited:
Financial concerns (44%)
Heavy workloads (24%)
Lack of paid time off (24%)
Pressures from managers or workplace culture (26%)
Policy preferences
When asked about preferred policies around holiday allowance, 37% of workers favored unlimited time off, while 31% preferred a fixed number of paid time off days. Interestingly, while 10% of respondents already have access to unlimited vacation policies, many still struggle to disconnect.
Barriers to taking vacation aren’t purely financial or structural. Only 58% of workers said they fully disconnected during their last break, with 24% admitting they checked emails or messages and 5% continuing to work.
Those behaviors can diminish the restorative benefits of time off. Experts recommend that employers encourage employees to fully unplug and even enforce mandatory vacation periods to help workers recharge. According to Jezior, this approach could “lower burnout levels, enhance engagement, and foster greater employee wellness.”
Action needed
The findings come at a time when many industries are grappling with high turnover and workforce fatigue. As the holiday season approaches - a period known for increased levels of stress, particularly in sectors like retail and healthcare - employers are urged to prioritize flexibility and create opportunities for rest.
The survey suggests that clear, enforced policies around worker time off could be a game changer. Many employees (85%) expressed support for mandatory minimum vacation policies, signalling a growing recognition of the importance of time away from work.
“The data shows a significant disconnect between employees’ needs and the realities of their working lives,” Jezior noted. “This is a call to action for employers to step up, listen, and address the systemic issues driving burnout.”
As 2024 nears its end, it’s clear that making paid time off accessible and culturally acceptable is not just a perk—it’s a necessity.
