Unlimited Vacation: How is it possible?

With the arrival of Millennials in companies combined with the context of labor shortages, the employee experience becomes more important than the customer experience. Statistics and studies do not lie, this need is more real than ever: “Three fifths (60.3%) of companies [have] plans over the next 12 months regarding recruiting, retaining and training employees.” [1]

All ideas are good for retaining the best talent and building an attractive and solid employer brand. And so here we are talking about unlimited vacation or rather the absence of a vacation policy. And does this new trend really have an impact on the culture of an organization and on employee retention?

What is an unlimited vacation policy?

For this, it is to challenge the status quo by completely eliminating the traditional vacation policy approach. Employees have access to the number of vacation days they want. And this as long as they receive the required approvals from their manager. This must not have an impact on current projects.

Contrary to what one might think, in reaction to such freedom, we notice that employees are far from exaggerating. For example, “Samantha Denzler of the Montreal company Gsoft observes that employees take 4 to 5 weeks of vacation”[2]. So in practice, this autonomy, the antithesis of micromanagement, can prove interesting for workers, without harming operations.

What need does this meet- it?

In a context where retention, mobilization and attraction are necessary for the sustainability of an organization, it is more than relevant to question what employees really need and to adapt the ways of doing things.

Indeed, Millennials are distinguished from previous generations by their need for hedonism, autonomy and work-life balance. This implies that, “young people would be more attracted to work environments that correspond to their values ​​and beliefs […] and that will support a culture of openness, tolerance and collaboration”[3]. Unlimited vacations play an important role in achieving this balance and desired lifestyle.

What is the real impact of such an initiative in mobilizing and retaining talent?

We note that working conditions have a very important place in the choice of an employer. But that’s not all! Indeed, several other elements are determining assets to qualify as an employer of choice. For example, we can cite a stimulating work environment, a harmonious work climate. Also, interesting projects and professional development prospects.

Personally, the main thing in my selection of a new employer is that it prioritizes a certain culture. One that promotes work-life balance and supports me in achieving my dreams. Being an epicurean who loves discovering the world, vacation policy is therefore a factor that weighs heavily in this choice.

It’s no longer a secret, the current market is extremely competitive and innovative strategies to stand out are an important organizational challenge. With a little creativity and especially advice from an expert, there are several avenues to get there. And you, what is your strategy to stand out from the crowd?

By Audrey Othot,
Editor of the HR blog Espace Conseils – Iceberg Management

[1] https://www150.statcan.gc.ca/n1/daily-quotidien/211126/dq211126b-eng.htm

[2] https://isarta.com/infos/les-vacances-illimitees-vraie-ou-fausse-bonne-idee/

[3] https://ordrecrha.org/ressources/TBD/Archives/Vigie-RT/pour-les-milleniaux-sens-valeurs-culture