Wondering how much holiday, paid time off (PTO) or sick pay to give your remote team members?
Check out this short video and I'll tell you what works for me and hundreds of remote business owners all over the world with their remote team members.
Prefer to read rather than watch? No worries keep reading.
Establishing a fair and flexible approach to paid time off (PTO), holidays, and sick leave is crucial for managing remote teams across different regions. Here are some best practices:
1. Offer Parity with Local Team Members
Aim to provide remote team members with PTO that matches what in-office employees receive.
If, for instance, in-office staff in the U.S. receive 18-20 days of PTO, consider offering the same amount to remote employees to create a sense of fairness.
2. Avoid Standardizing Public Holidays Globally
Public holidays vary significantly across countries and cultures.
Instead of aligning remote workers with U.S.-specific holidays like Thanksgiving or Labor Day, provide them with flexible PTO they can use as they wish, alongside universal holidays like New Year's Day.
3. Consider 20 Days PTO and Sick Days
For remote workers, 20 days of paid leave with an additional 5 days for sick leave is a good standard.
Paid sick days encourage employees to fully recover without feeling pressured to work, ensuring they return more productive.
4. Open Communication About Preferences
When hiring, discuss PTO and sick leave policies directly with candidates.
Understand their preferences and highlight any company traditions like a birthday off if it’s meaningful to them.
In short, provide remote teams with a reasonable and flexible PTO policy.
Not only does this boost morale, but it also supports productivity and team loyalty.
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