> The opposite might also be very true, where if the manager is working harder than what is expected/accepted, people will follow and do the same too. I think

> The opposite might also be very true, where if the manager is working harder than what is expected/accepted, people will follow and do the same too. I think this is a serious risk for unlimited PTO. It's easy to miss, because well-meaning managers are least likely to notice the problem. Sure they were busy and came in all year, but they genuinely wanted their reports to take more time off! In that sense, it almost has to be a responsibility at the management level; visibly booking time off and disconnecting is part of making a PTO policy usable for everyone else. Fortunately, it's the sort of responsibility that also helps keep management and founders from burning out or already being exhausted when crunches do hit.