I have definitely experienced "unlimited PTO" creating a guilt-based pressure that pushed people to take limited time off, but of course pressure is applied and

I have definitely experienced "unlimited PTO" creating a guilt-based pressure that pushed people to take limited time off, but of course pressure is applied and experienced unequally. I have concluded that the best setup is: - The company gives a generous (for the US) but limited number of PTO days - Most of the company is in a state where it's ok for PTO to _not_ roll over, and the culture then normalizes using all of your PTO every year - Ideally you work from a state where PTO _must_ be rolled over and unused days are paid out