Chart of the month: PTO and practice culture

With summer behind us and the holidays ahead, now is a great time to take stock of paid time off (PTO) usage. Reflecting on how leave was used over the past year—and how it aligned with expectations and needs—can spark powerful changes that make the year ahead healthier, more productive, and rewarding for everyone in the workplace.

Today’s chart provides a starting point, with a look at PTO use among veterinarians nationwide.

What the data show

Drawn from AVMA’s annual Census of Veterinarians, the chart shows that associate veterinarians whose benefit packages included PTO (not separate vacation and sick leave) typically were allotted 14 days per year, and used 10-12 days, from 2021 to 2023.

 What the data mean

These numbers confirm that most veterinarians are taking advantage of their allotted PTO and stepping away from work. While the data don’t distinguish between vacation days and sick days, the takeaway is clear: Time away from work is essential.

This said, PTO is not a one-size-fits-all benefit. It’s a flexible resource that we can adapt to meet our unique needs and circumstances. There are many reasons to use PTO: rest, recreation, personal or family obligations, cultural or religious observations, unexpected life events—the list goes on. The reasons for not using PTO are similarly diverse.

Questions worth asking

When we pause to reflect on PTO use, we’re doing more than counting days—we’re shaping workplace culture. A thoughtful approach helps build healthier, stronger teams where both people and practices thrive.

To uncover how to best support ourselves and our teams in this way, try asking these simple but powerful questions:

For individuals

• Did the amount, timing, and pattern of leave you took this past year align with your expectations and needs?
• If yes—excellent! Now is the time to plan ahead and set yourself up for another strong year.
• If no, where were the gaps? Which aspects were in your control, and which weren’t? Are there adjustments that you could make to help bring expectations, needs, and reality closer together?

For practice leaders

• What kind of time-off culture do you want to foster in your workplace?
• Do policies, behaviors, recognition systems, and everyday conversations support—or undermine—that culture?
• How can you model healthy time-off habits for your team?

Achieving alignment on these things isn’t always easy. But when expectations, needs, and reality drift apart, frustration can grow and trust can erode. When they align, practices gain positive momentum—and teams flourish.

One final note: From an accounting perspective, PTO accrual is treated as a liability, and requirements vary by state. If you’re considering changes to leave policies, always consult your human resources and accounting professionals to ensure compliance and sound implementation.