What is Flexible Time Off (FTO) and Why It Is The Best Workplace Policy

Have you ever felt like taking a leave because you have a date night to prepare for? Have you ever tried sneaking out of your office because there is a sale you must go attend? Or are you, erm, an employer, who, erm, definitely should be reading this? If the answers to all these questions are a yes, then Flexible Time Off (FTO) is for you.

We have news for you, Karen!

Karen would definitely not have thought that flexibility could be a thing in an office setting. But guess what, Karen? It is and it is here to stay. With flexibility and productivity being the topmost priority in the post-pandemic world, Flexible Time Off Policy is what more organisations are looking at. It is what you’d take when you’d say, “Man, I need some time to myself!”

To top it all, you can take them without the fear of losing your leaves if not used. It is a policy that employees can use to take time off from work as and when required and employers can too benefit from the productivity that comes from their collective well being. So, let’s break down what the entire buzz around FTO is all about.

What is Flexible Time Off (FTO)?

Flexible Time Off or flexible PTO is essentially a policy that offers an unlimited number of off days to apply for without the need to earn or accrue them. There is no limit or restriction to the number of days you can take an off as long as the work targets are met.

As you must have been guessing, this can create a possibility for abuse. But, there’s the catch. The Flexible Time Off Policy is built on mutual trust and transparency. So in case employees do not meet their productivity goals, it will be flagged.

What it means for the employees?

Last Christmas you gave them your heart but the very next day they gave it away. This time no more tears, you’ll treat yourself as someone special!

And this is exactly why Flexible Time Off is important for employees. It gives you the time off when you need it without having to share elaborate reasons to your HR. There are a number of reasons why Flexible Time Off Policy is beneficial to employees. Here are a few:

Emergencies: Unforeseen and uncalled for circumstances can jeopardise your day at work. When it is all that you have in mind, your tasks are bound to be affected. So, why not take an off and tend to it first?‍
Burnout: Physical and emotional burnout is real. And it can affect your health as well. So, give yourself a break, take that dress out, call your besties and go for that long due brunch!
Motivation: Even your dream job can begin to feel boring and monotonous if you do not take a break. A break now and then can leave you feeling rejuvenated and motivated to bring back the energy at work.

While you have the liberty to take unlimited FTO, you must see that they do not clash with that of your colleague’s. This is a disadvantage that FTO can bring to the workplace.

Time-off Conflicts: With great power comes great responsibility! So, make sure that your leaves are aligned with that of your colleague’s and no case for time-off conflicts pop up.‍
Guilt: Feelings of guilt can crop up if you are a conscientious employee and are in a dire need of a break. It is important to understand that your work is not getting affected because of your break and you of all people deserve it! C’mon man!

What it means for the Boss?

Picture this - Your employee has had a terrible family conflict before managing to somehow reach the office on time. He has a load of work to do. With a mental state that disturbed, he is a chef with the perfect recipe for poor decision making. Would you want that?

FTO has a string of benefits for employers. Let us have a look at them.

Productivity: A physically and emotionally healthy individual will prove to be a more productive employee than an individual who is exhausted with no scope for taking breaks.
Employee Satisfaction: With employees satisfied with flexible workplace policies, it is more likely that they feel happy, stay in the job longer and reduce the cost of employee turnover.
Lesser HR Responsibilities: No need for mails to HR for every leave taken or no need for adding the accrued leaves for employees translates to reduced workload for HR or Admin staff. Things get easier for both the subordinates as well as the managers.

If not managed effectively, Flexible Time Off Policy can create disadvantages for employers. Here are a few:

Possibility for Abuse: Flexible PTOs can become a leeway for employees who look for chances to work less and take more leaves. This can be managed by using Sup Bot, a software to track your employee leaves and holidays.
Miscommunication: Communication is key. It is even more important if you have flexible workplace policies in place that require clear ground rules to be set. A well written and easily accessible guideline ensures that there are no vague pictures and the message communicated is clear.

FTO vs PTO

While FTO and PTO can seem to be interchangeable terms, Karen, they are not!

Let us break that down for you. PTO is an umbrella term for an employee leave policy with all the leaves that can be taken with no loss of salary. FTO comes under PTO as a type that is unlimited. However, some organisations can term FTO as all the leaves that do not come under sick leaves or annual leaves. Roger that?

Conclusion

Whether you are an employer or an employee, well being and productivity are your star performers. With Sup Bot taking care of all your leave tracking needs, Flexible Time Off is a policy that can do wonders for your profession. Now you know why it is the best workplace policy!