Treat it like a typical system. Put it in the contract that there's a specific number of days off, specific hours, etc. Have people request and log days off - t

Treat it like a typical system. Put it in the contract that there's a specific number of days off, specific hours, etc. Have people request and log days off - this is extra useful for vacation periods where you might not want 100% of people off. But there's no penalty for violating this. It gets rid of the main problem of unlimited PTO: People tend to overwork because it sounds like no PTO. People tend to work 60 hours because it's not in the contract to work 40. You're giving them a specific expectation for time off and work hours. Some trust is required when it's in the contract, but it works both ways with a system like this. Also one of the problems with working anywhere you want is that public holidays may not be synced. The team I'm on have different celebrations - Christmas+New Year holidays, Chinese New Year, Diwali, Eid (there's two, of differing importance based on country). So you might want to decide which ones people are expected to take 1-4 weeks off. "Everyone has a specified set of tasks, so it would be very clear when someone is lagging behind." You have to be careful of this, though. Some tasks are deceptively tough, and often poor management ends up squeezing people into unrealistic deadlines. I've seen situations where everything goes as planned but creep from deadlines. Then management gets uncomfortable at the lack of visibility and adopt "scrum", which can be more micromanaging than just asking everyone to come into the office and standing over their shoulders. We'd get twice as much work done from home than the office, and spend home time covering up for tech debt in the office. But the office incentivizes people to do hacks to have something they can show the PM. Set up a system for monitoring how much is being done.