Let’s Talk About Vacation

This time of year naturally turns our thoughts toward rest, reflection—and how we balance hard work with time off.

At our recruiting firm, we’ve recently partnered with a client whose approach to vacation time prompted an internal conversation: What do modern professionals expect when it comes to paid time off—and how does the U.S. compare globally?

🌍 Vacation Days Around the World

It’s no secret that the U.S. offers less paid vacation than many other countries:

France: 30 paid days (by law)

Germany: 20+ vacation days, plus public holidays

UK: 28 days minimum

U.S.: No federal requirement; most employers offer 10–15 days—but some offer fewer.

We’re not here to critique policies—every company has unique business needs. But it’s worth exploring how vacation is perceived and what it signals to today’s workforce.

👥 Generational Shifts in What Time Off Means

Older generations often valued loyalty, consistency, and face time. Time off was earned, sometimes sparingly used.

Newer generations, especially Millennials and Gen Z, see time off as a vital part of staying productive and mentally well. They often ask:

Does the company encourage people to truly disconnect?

Is there flexibility around life events, travel, or recharge time?

How does this impact long-term engagement?

For them, vacation isn’t just about a break—it’s about sustainability.

🧠 Does Less Vacation = More Commitment?

Not necessarily.

Research shows that adequate rest and recovery actually:

Boost long-term productivity

Improve retention and morale

Foster more engaged, creative teams

A limited vacation policy might suit some high-performing professionals who thrive in fast-paced, high-demand cultures. For others, it could be a deterrent. We have one client that offers 1 week for the first year of employment. No one is interested. Client won't budge. It's a generational gap that is too deep for either party to jump across and find middle ground with the other.

As recruiters, we often find that it's not just about the number of days—it's about how PTO fits into the broader work culture.

🧭 What Companies Can Do

Even with a modest PTO package, companies can signal care and flexibility by:

Encouraging employees to fully unplug when off

Offering mental health days or flexible hours

Creating a culture where rest is respected, not penalized

These small shifts can make a big difference in how benefits are perceived.

💬 A Thought to Take Into the Long Weekend

This Memorial Day, as we all take a moment to step back, it’s worth reflecting on how time off fits into a high-performance workplace—and how leaders and teams can find the right balance between hustle and health.

After all, hard work and meaningful rest aren't mutually exclusive—they support each other.