Why One Hawai‘i Firm Ditched PTO for “Responsible Time Off”

In 2020, Accuity implemented a “responsible time off ” approach toward its employees that may seem radical to many in Hawai‘i. Under the policy, our 100 team members don’t have a set number of paid time-off days. Rather, they are free to take as much “RTO” as they need as long as they do so in a responsible manner.

The RTO policy has become a valuable tool for our organization, underscoring the respect we have for our team members’ personal interests and character but most importantly, enhancing our personal and professional relationships.

As unlimited PTO grows in popularity nationwide, here are my recommendations for companies considering this model.

First Consider the “Why?”

The primary objective behind our reboot of paid leave is to disrupt the employer and employee dynamic, and kickstart a new mindset within our firm. We want to foster a stronger culture of trust, openness, honesty and excellence.

We went from a parent-child dynamic, where PTO days were bestowed upon employees over time, to an approach founded on a balance of power, mutual respect and trust. RTO is a tool to empower our professionals to manage their lives without anxiety, while also embracing accountability, communication and collaboration.

Establish Guidelines

Accuity chose “responsible” time off versus “unlimited” time off because of the guidelines in place to ensure continuity and fairness. For example, each team member must take a minimum of two weeks RTO per year, with a maximum of three consecutive weeks at any one time.

Consider Blackout Dates

It is each individual’s responsibility to prioritize time off , but they must be responsible about how much and when they take it. This means respecting project deadlines and being considerate of other team members’ workloads. If your business consistently experiences particularly busy times of the year, set blackout dates in anticipation of staffing needs.

Communicate Clearly

It is not enough to require that employees act responsibly; we must define that responsibility clearly. Work closely with HR to craft a policy that is easily understandable. Communicate the policy proactively and be prepared to respond to questions.

Reinforce Through Culture

You can have the best RTO policy in place, but it is meaningless if your employees feel guilty or unsafe about using it. Demonstrate trust and empower your employees to act responsibly.

Consistently Evaluate

This model may not work for your employees and your business. Make sure to create systems to track performance and productivity in relation to employee RTO. Expect a transition period: Give people time to absorb the change and adjust accordingly

This month’s expert:

Photo: courtesy of Cory Kubota

Cory Kubota
Managing Partner
Accuity LLP