LiveCareer Report: 59% of U.S. Workers Feel Uneasy Taking Time Off

Summer is in full swing, but according to a new survey from LiveCareer, many people have hesitations and concerns when it comes to using the paid time off (PTO) they accrue. The study of more than 1,000 employed U.S. workers found that unhealthy work cultures surrounding time away from the office are a major factor. Nearly 60% of workers say they feel some form of PTO anxiety when it comes to taking time off from work, even though 45% receive more than two weeks of PTO per year.

Key Takeaways:

Toxic workplace norms restrict vacations: One in 3 workers (33%) feel pressure not to use all their PTO, and 9% say their employer actively discourages time off.
Fear and PTO guilt still dominate time-off decisions: 59% of workers have anxiety about taking PTO. Top concerns include work piling up, missing out on opportunities, and being perceived as less committed.
Workload undermines policy: 49% report their company says it supports vacation, but workloads make taking time off unrealistic.
PTO is earned but not used: While 45% receive more than two weeks off annually, 52% plan to take less than one week this summer.
Leadership sets the tone: 20% are less likely to take time off from work if their manager doesn’t take vacation.
Workers want support: Employees would feel more confident taking time off if they had better financial stability (51%), coverage for their work (25%), and supportive leadership (18%).

Why Workers Hesitate to Take PTO

For many workers, taking time off isn’t as simple as requesting vacation days. Underlying anxieties tied to workload, perception, and job security often stand in the way of using earned time off. The top concerns include:

Work will pile up while I’m gone: 19%
I’ll miss something important or lose an opportunity: 19%
People will see me as less committed: 12%
I’ll get laid off or replaced: 8%

What this means: Even when time off is available, many employees feel they can’t step away without risking their professional reputation, workload, or job security.

Pressure to Not Use PTO

While many workers report feeling at ease when taking time off, nearly half (42%) still face subtle or overt pressure when trying to use their earned PTO:

33% feel pressure to not use all PTO accrued.
9% feel their workplace actively discourages using all PTO earned.

What this means: Company policies may grant time off, but workplace culture often sends a different message. When employees feel discouraged from using what they’ve earned, PTO becomes more of a permission than a right.

Company Culture Undermines PTO

Many employers claim to support taking time off, but behind the messaging, workplace realities often tell a different story. For more than half of workers, unmanageable workloads and mixed messages from leadership make it difficult to truly disconnect, as the following findings suggest:

Company says vacation is supported, but workload makes it difficult to take: 49%
Employer discourages vacation in subtle, indirect ways: 6%
Taking vacation is explicitly discouraged: 2%

Additionally, company leadership sets the tone for vacation behavior. One in five workers (20%) say they’re less likely to take time off when their manager or leadership rarely does.

What this means: When the day-to-day reality of work contradicts the message of support, employees are left feeling conflicted about taking time off. Leadership behavior and workplace norms speak louder than official policies, shaping how comfortable people feel using their PTO.

The Vacation Gap: What Workers Get vs. What They Take

Nearly half of employees surveyed (45%) receive PTO packages longer than two weeks, but many plan to take only a fraction of that time off this summer. The data reveals a clear misalignment between vacation days available and what’s actually used.

Length of Planned Summer Vacation:

A weekend getaway (1–3 days): 16%
A short break (4–6 days): 31%
A full week: 33%
More than one week: 21%

Amount of PTO Received Per Year:

Unlimited: 9%
21+ days: 20%
11–15 days: 16%
6–10 days: 14%
1–5 days: 11%
None: 18%

What this means: Generous PTO policies don’t automatically translate into time away from work. When employees take far less time off than they’re given, it signals deeper cultural barriers that keep people from fully stepping away to recharge.

What Workers Need to Feel Confident Taking Time Off

To overcome the fear, guilt, and pressure surrounding PTO, workers say they need more than just a policy; they need meaningful support from their employer. From financial stability to better work coverage while on PTO, these are the top factors that would make employees feel more confident requesting time off:

Better financial stability: 51%
More PTO: 26%
Backup or coverage for their work: 25%
Mental health days built into benefits: 18%
Supportive managers and leadership: 18%
Less fear of layoffs: 12%
Clearer company policies on time off: 7%

What this means: Employees need more than a policy that allows for time off; they need systems, support, and security that make it feel possible. Building a healthy PTO culture means addressing the practical and emotional barriers that keep people from stepping away.

For press inquiries, contact Elizabeth Buccianti, senior manager public relations, at elizabeth.buccianti@bold.com.

Methodology

The findings presented in this report are based on a nationally representative survey conducted by LiveCareer using Pollfish on May 7, 2025. The survey collected responses from 1,003 U.S. workers currently employed and explored their experiences with employer support for taking PTO, comfort level using accrued PTO, and factors that prevent taking time away from work. They answered different types of questions, including yes/no, open-ended, scale-based questions where respondents indicated their level of agreement with statements, and multiple-choice where they could select from a list of provided options. Participants represented a broad cross-section of the working population in terms of gender and age. The sample included 54% male respondents (540) and 46% female respondents (463). Age-wise, the distribution was also balanced: 19% were aged 18–27 (Gen Z), 27% were aged 28–43 (Millennials), 27% were aged 44–60 (Gen X), and 27% were aged 61–79 (Baby Boomers). All participants were screened to ensure they were currently residing in the U.S. and actively employed at the time of the survey. The data collection adhered to Pollfish’s quality control standards to ensure the accuracy and reliability of the results.

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