FAQ: How Much Is the Average Vacation Days per Year in the US?

In the U.S., employees often wonder, “How many vacation days can I actually take?” And employers? They’re juggling the balance of competitive benefits with what’s feasible for their teams.

On average, US workers aren’t as loaded with vacation days as some global counterparts.

Whether you’re an employer looking to set competitive PTO benefits or an HR manager assessing vacation days in America, we’ll cover it all—from the average number of paid vacation days to the trends reshaping PTO in the US.

Let’s get started by exploring what counts as the average in PTO and why those numbers vary so much.

Understanding PTO: what counts as average?

Getting a handle on “average” PTO can be tricky—especially when it depends on a range of factors like industry, job type, and even regional differences.

National averages and trends

Let’s look at the average number of vacation days per year in the U.S., with data sourced from the US Bureau of Labor Statistics and the US Department of Labor.

In general, employees in the U.S. average about 10 to 14 days of paid vacation per year, with variations based on years of service and other employment factors.

The Bureau of Labor Statistics reveals that private industry employees typically have 10 days of paid leave after one year of employment, while those with 20 years of service might receive around 20 days.

For government employees, averages tend to be higher due to more consolidated leave policies.

The private sector, though, still tends to fall below government standards, where employees are more likely to have access to paid vacation.

Some trends show a slight shift towards flexible and unlimited PTO policies, especially in tech and creative fields, with more companies recognizing that work-life balance impacts productivity.

However, for many industries, these flexible PTO options aren’t the norm just yet.

What’s included in PTO vs. separate leave types

PTO can mean different things depending on the company, and it usually includes a combination of:

• Vacation time: Purely time off for personal leisure and relaxation.

• Paid sick leave: For illness and recovery, though in some cases, paid sick leave isn’t a given, especially in the private sector.

• Personal days: Generally for non-illness-related needs (appointments, emergencies, mental health days).

In certain cases, companies use a “consolidated leave plan,” where vacation, sick, and holiday days are all rolled into one PTO bank.

This system simplifies things for companies but can sometimes mean fewer overall paid days if not carefully managed.

Conversely, some industries offer more traditional leave structures, where sick leave and paid vacation are separate benefits. Private sector employees, for example, may have access to either approach, depending on company size and policies.

Factors influencing PTO allocation

Why do some companies offer more PTO than others? Let’s break down what influences how much time employees can take off.

Company size and industry

In the U.S., the number of paid vacation days employees get can often depend on the size of the company and the industry it’s in. Private industry employees working for large corporations tend to receive more generous PTO packages than those at smaller firms. For example:

• Technology and finance sectors are among the top when it comes to paid time benefits. Larger tech firms, for instance, may include unlimited or flexible PTO options, especially post-pandemic.

• Retail and food service roles, on the other hand, often provide fewer paid vacation leave days, as these sectors tend to operate with leaner staffing and higher turnover.

Tenure and experience level

It’s common for PTO to increase with years of service. An employee with five years at a company will likely have access to more paid vacation days than someone newly hired. Here’s how this typically breaks down:

• 1-5 years of employment: Around 10 days of vacation per year.

• 5-10 years: Expect this to increase to about 15 days.

• 10+ years: Employees often see around 20 days or more, depending on company policy.

In certain cases, access to paid leave might extend to extra paid sick days or even mental health days, acknowledging the importance of mental wellness.

The longer an employee stays with a company, the more weeks of paid leave they’re likely to receive—especially in sectors like healthcare, public service, and education.

This structure not only rewards loyalty but aligns with the growing expectation that PTO should support work-life balance.

Average vacation days by industry in the U.S.

When it comes to PTO, not all industries are created equal. Some sectors offer employees above-average paid leave, while others keep things more conservative.

Most generous industries for PTO

Certain industries in the U.S. are known for their above-average vacation days per year, making them attractive for professionals who value work-life balance. According to data from the Bureau of Labor Statistics, fields like technology, finance, and government often lead the pack with the most paid vacation days.

Technology: Tech companies, especially larger ones, frequently provide flexible or unlimited PTO. Employees often get around 15 to 20 days per year as standard, plus paid sick leave and personal days.

Finance and consulting: These sectors typically offer generous PTO as part of a competitive benefits package, which may also include paid mental health days and additional holiday pay.

Government roles: State and local government employees generally enjoy a solid PTO in the U.S., with around 20 or more days of paid vacation per year, depending on tenure and position.

These sectors recognize the importance of providing paid leave benefits to maintain productivity and morale, which is especially appealing for senior professionals and those with years of service.

Sectors with limited vacation allowances

On the other end of the spectrum, certain industries tend to offer fewer paid vacation days. Typically, sectors like retail, food service, and manufacturing have more restrictive PTO offerings due to higher turnover and operational needs.

Retail and food service: Workers in these fields often get limited vacation time, usually around 5 to 10 days annually. Access to PTO benefits is typically limited to full-time employees, with fewer benefits for part-timers.

Manufacturing: While some manufacturing companies have generous policies, it’s more common to see PTO limited to 5 to 10 paid vacation days per year, with paid sick leave being offered separately or included as part of a consolidated leave plan.

In these industries, maintaining staffing levels often limits the number of paid leave days that can be offered, especially during peak seasons.

Regional variations in PTO policies

Beyond industry, where an employee works in the U.S. also impacts PTO. Regional differences reflect both local culture and varying state regulations around paid leave access.

PTO norms by U.S. region

PTO policies in the U.S. can vary depending on the region. Generally, coastal states such as California, New York, and Washington are known for more generous PTO policies, partially due to a more progressive approach to work-life balance. Here’s a quick overview of how PTO stacks up regionally:

• West Coast: States like California tend to lead with comprehensive paid leave access statistics, including sick leave, personal days, and even paid mental health days. Employers here are more likely to offer PTO in the USA with flexible structures, especially in tech-heavy cities.

• East Coast: In states like New York and Massachusetts, PTO policies are often robust, especially in sectors like finance and education. This region also tends to provide paid sick leave as a separate benefit.

• South and Midwest: PTO can be more limited in these areas, with many companies offering the national average or below. Industries like manufacturing and agriculture, common in these regions, may offer fewer paid vacation options compared to coastal states.

Regional differences aren’t just about geography—they reflect local norms, economic conditions, and industry presence in each area.

State and local regulations impacting PTO

State policies can have a big impact on PTO standards, often setting minimum requirements for paid leave access. In states like California and New York, specific mandates require employers to offer paid sick leave or allow workers to accrue vacation over time. Here’s how it plays out:

California: Known for strict labor laws, California mandates that employees accrue paid sick days, and the state has one of the most generous paid leave benefits setups, which includes vacation, sick, and holiday leave.

New York: Employers in New York are required to provide paid sick leave based on company size. Some regions, like New York City, even have additional requirements for vacation and paid holidays.

In contrast, some states have no minimums, leaving PTO entirely at the employer’s discretion. This patchwork of state policies means that employees’ access to paid leave can differ significantly from state to state, creating both advantages and challenges for employers aiming to remain competitive.

The evolution of PTO in the U.S. over time

PTO in the U.S. has come a long way from the minimal days-off policies of the past. Today, it’s a competitive advantage, and employers are increasingly aware that well-structured PTO can make a big difference.

Historical changes in PTO expectations

Years ago, paid time off was mostly unheard of for the majority of U.S. workers. PTO was often minimal, with only a few paid holidays and possibly a handful of vacation days. As labor standards began to shift, however, the demand for paid leave benefits grew.

The Bureau of Labor Statistics now shows a steady rise in both the number of vacation days and sick leave days offered to employees across sectors.

From a few days of paid vacation annually, PTO expectations have expanded to include paid sick leave, paid mental health days, and even holiday pay as a norm.

In particular, private industry employees have seen the biggest increase in PTO offerings as employers have realized its value in retaining talent.

While some industries like civilian and private industry offer standard PTO packages, other sectors like tech have introduced flexible or unlimited PTO policies to attract a competitive workforce.

Managing and optimizing PTO for your organization

Effectively managing PTO can keep your team happy and productive, without disrupting workflow. Here’s how to make sure PTO policies work smoothly for everyone.

Communicating PTO policies effectively

Clear communication is key to avoiding misunderstandings about PTO. Make sure employees know exactly how many vacation days, paid sick leave days, and holiday pay they’re entitled to. Here are a few ways to ensure clarity:

Create a comprehensive PTO guide: Include details about number of vacation days, paid holidays, sick leave, and any separate sick leave plans. Outline how years of service might affect PTO, like additional days for 20 years of service.

Regularly review PTO policies with employees: Host annual or semi-annual reviews so everyone stays updated, especially if state policies or paid leave benefits change.

Use clear language: Avoid jargon. Employees should know exactly what counts as paid vacation days versus sick leave paid vacation or vacation sick and holiday leave.

Transparency builds trust, and employees are more likely to take PTO responsibly when they understand the policy fully.

Tracking and managing PTO usage

To streamline PTO management, invest in tools that help track paid leave benefits and ensure everyone has access to PTO benefits without conflict. There are numerous software solutions designed for PTO in the USA, which can help you track:

• Number of days taken: Keep track of each employee’s days per year for vacation and sick leave to stay organized.

• Remaining leave balances: Let employees see their balance for paid vacation, sick days, and holiday leave, so they’re aware of available days.

Popular PTO tracking tools allow employers to set up PTO banks and track average paid sick leave, paid mental health days, and other leave categories. This way, employees know exactly where they stand without needing HR assistance, freeing up resources for your team.

Trends in PTO policies post-pandemic

The pandemic reshaped how we work—and, naturally, how we take time off. Flexible PTO has gained traction as remote work challenges traditional vacation norms.

Shift toward flexible PTO policies

Since the pandemic, flexible and unlimited PTO policies have surged in popularity. Companies have started experimenting with unlimited PTO options, giving employees freedom to take days of paid vacation without a strict cap. This trend is especially common in tech, where paid leave benefits are seen as essential for attracting talent. Here’s what’s driving this shift:

Employee well-being: Flexible policies allow workers to take paid mental health days as needed, helping avoid burnout.

Trust-based culture: Unlimited PTO policies build a trust-based work culture, encouraging employees to manage their paid time responsibly.

Adaptability to remote work: Without a traditional office setting, unlimited PTO gives employees more control, which fits well with the remote work model many companies now use.

While some worry that employees may hesitate to use paid vacation under unlimited PTO plans, others argue it removes the stress of tracking each paid day.

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Streamline PTO with Shiftbase’s workforce management tools

Managing PTO doesn’t have to be a headache. With Shiftbase, you get an all-in-one workforce management solution designed to make PTO tracking simple and efficient.

From employee scheduling to time tracking and absence management, Shiftbase helps you handle all aspects of employee time off. Whether you’re tracking vacation days, handling overlapping requests, or ensuring adequate staffing during peak seasons, Shiftbase gives you the tools to keep everything running smoothly.

Ready to see how Shiftbase can simplify PTO for your team? Try Shiftbase for free for 14 days and experience streamlined PTO management.