As a business leader, I’ve found that traditional vacation policies often create unnecessary friction. That’s why I offer unlimited vacation to my team members. But this isn’t just about being generous – it’s about recognizing a fundamental truth about modern work: what matters most isn’t where you are, but whether you’re available when needed.
The concept is simple. I don’t track or limit vacation days because I care more about results than time spent at a desk. When someone works with me, I trust them to manage their own time and responsibilities. This approach has transformed how my teams operate and has become a cornerstone of my management philosophy.
Availability Trumps Location
My unlimited vacation policy boils down to one question: “Are you available or not?” That’s it. I don’t need to micromanage where people work from or how they structure their days. Go to the beach. Work from a cabin. Visit family across the country. The location is irrelevant.
What matters is clarity about availability. If you’re going to be unreachable, I just need to know in advance. This simple requirement ensures that:
- Work continues smoothly without unexpected gaps
- Other team members can cover urgent matters
- Clients and partners receive consistent service
This approach respects both business needs and personal freedom. When someone tells me they’ll be hiking in the Himalayas for three days with no internet access, my response is typically “Good for you!” I simply make arrangements to cover their responsibilities during that time.
Trust and Responsibility Go Hand in Hand
The unlimited vacation model works because it’s built on mutual trust. I trust my team to:
- Be productive in their work, regardless of location
- Remain accessible when they’ve committed to being available
- Approach their work with graciousness and consideration
This trust empowers people to make adult decisions about their time. Most professionals know what they need to do to be effective. They understand their responsibilities and deadlines. Treating them like responsible adults by giving them control over their schedule tends to increase commitment rather than diminish it.
When people feel trusted, they often become more trustworthy. I’ve seen this dynamic play out repeatedly across organizations I’ve led.
Clarity Is Essential
The key to making unlimited vacation work is clear communication. I don’t need elaborate justifications or formal requests – just straightforward information about availability. This clarity benefits everyone:
For employees, it removes the stress of “asking permission” and the guilt often associated with taking time off. They can plan personal time without anxiety, knowing that simple communication is all that’s required.
For me as a leader, it provides the information I need to ensure business continuity. I can arrange coverage, adjust deadlines, or reschedule meetings as needed.
Most importantly, this approach eliminates the games people play with traditional vacation policies – saving vacation days, working while “off,” or feeling guilty about taking earned time.
Freedom With Responsibility
The unlimited vacation model reflects a deeper philosophy about work in the modern world. Work isn’t about putting in hours at a specific location – it’s about delivering results and being available when needed.
This approach has served me well throughout my career, from my time at Leigh Steinberg Sports & Entertainment to my current endeavors. It creates a culture where people feel valued for their contributions rather than their presence.
In the end, I’ve found that giving people freedom coupled with clear expectations leads to higher productivity, greater loyalty, and a more positive work environment. The question isn’t “How many vacation days have you taken?” but rather “Are you meeting your commitments and communicating clearly?”
When those fundamentals are in place, unlimited vacation isn’t just feasible – it’s preferable. So take that trip. Visit that family member. Hike those mountains. Just let me know when you’ll be back.
Frequently Asked Questions
Q: Doesn’t unlimited vacation lead to people taking advantage of the system?
In my experience, the opposite tends to happen. When given unlimited vacation with clear expectations about availability and productivity, most professionals actually take appropriate amounts of time off. The trust and responsibility placed in them often leads to greater commitment rather than abuse of the policy.
Q: How do you handle someone who isn’t meeting their work obligations under this policy?
This becomes a performance issue, not a vacation policy issue. If someone isn’t productive, accessible, or gracious in their work interactions, we address those specific behaviors. The freedom to manage their own time doesn’t remove accountability for results.
Q: Does this approach work for all types of businesses and roles?
While it may require adaptation for certain industries with strict scheduling requirements (like healthcare or manufacturing), the core principle of valuing availability over location can be applied broadly. The key is establishing clear expectations about when someone needs to be available and ensuring proper coverage during absences.
Q: How do you track vacation time if it’s unlimited?
We don’t track vacation days at all. We simply track availability. Team members communicate when they’ll be unavailable, and we ensure coverage during those periods. This eliminates administrative burden and focuses on what actually matters – whether work is getting done.
Q: What’s the biggest challenge in implementing an unlimited vacation policy?
The biggest hurdle is often shifting mindsets – both for leaders accustomed to controlling time and for employees conditioned to seek permission. Creating a culture where communication about availability is normalized and where trust flows both ways takes time. Clear expectations and consistent application of the policy are essential to making this transition successful.
