It's not unlimited, it's just undefined, requiring the employee to guess what the acceptable amount of PTO is. If they aren't sure, they are likely to err on th

It's not unlimited, it's just undefined, requiring the employee to guess what the acceptable amount of PTO is. If they aren't sure, they are likely to err on the low side to avoid anxiety over job security (especially junior staff who are less confident and more eager to make the right impression). This might be beneficial for the business in the short term, but is likely to lead to hidden resentments over time. If it's a tiny startup with a unique social culture, where everyone is radically open with each other about how they're feeling, then undefined PTO might be fine. But in general, being vague about things like this can to lead to anxiety and resentment. Also, simply having the policy may harm your reputation among job applicants, as it reeks of PR and mind games.