top of page

Paid Time Off: Should we be accruing it or front-loading it?

"Do most employers front-load or accrue time off benefits?"

This question comes up a lot when I'm working with an organization to update its handbook and employment policies. Time off is one of those areas where employers have a lot of flexibility to customize their offerings*, and sometimes when we have a choice, we want to know what works and get guidance on best practices. I get it! But the answer isn't as straightforward as some would hope. Simply put, it depends on what’s right for your organization. Both methods have their merits and drawbacks, and what works for one company might not necessarily work for another. Let’s dig into each approach to help you make an informed decision.

Front-Loading Time Off


  1. Simplicity: Employees know exactly how much time off they have for the year, making it easier for them to plan their time.

  2. Immediate Value: New hires perceive immediate value, which could be a strong selling point when attracting talent.

  3. Reduced Need For Tracking and Errors: HR departments don't have to continually monitor and calculate accrual rates, simplifying administrative tasks.


  1. Initial Overuse: Front-loading requires the employer to provide all the leave time at once, and employees may use up their allotted time too quickly, leaving them with no remaining time off for the rest of the year.

  2. Turnover Concerns: If an employee leaves, you may have to pay out unused time, depending on your jurisdiction and company policy.

Accruing Time Off


  1. Incentive to Stay: It subtly encourages employees to stay with the company longer to accrue more time off.

  2. Balanced Use: Accrual systems usually result in employees taking time off more evenly throughout the year.


  1. Complexity: It can become an administrative challenge to keep track of everyone’s accruals.

  2. Reduced Flexibility: New employees may have to wait a considerable amount of time before they can take extended leave.

  3. Employee Morale: Accrual systems can be perceived as less generous, potentially affecting employee satisfaction.

What’s Right For Your Organization?

  • Size Matters: For smaller organizations with fewer than 50 employees, front-loading might be easier to manage than setting up an accrual system. Larger organizations might find the discipline of an accrual system beneficial.

  • Business Cycle: Seasonal businesses might prefer an accrual system to ensure adequate staffing during peak times.

  • Competitive Landscape: Consider what your competitors are offering. How can you differentiate your offering from theirs? It could give you a recruitment edge.

In summary, there’s no one-size-fits-all answer. It’s crucial to weigh the pros and cons and consider the specific needs and limitations of your organization. Consulting with your executive team and HR department and possibly seeking external expert advice can help tailor your approach to fit your unique needs and strategy.

Feel free to reach out if you have more questions on this topic; I'm always here to help.

* There are some regulations that impact time off considerations, such as the New York law mandating minimum acceptable practices for sick time. But broadly speaking, employers have a great deal of flexibility in setting up paid time off programs.


bottom of page