Worked example: 20 days/year, 17 periods in, 9 days taken
Each bi-weekly period accrues 0.77 days, so 17 periods yield 13.1 days. Subtract the 9 taken and the balance is 4.1 days, worth about $1,262 at an $80K salary. Year-end projection: another 9 periods add 6.9 days, so plan the December break now or the balance drifts toward the 30-day cap.
- • Front-loaded policies grant the full balance January 1 but often pro-rate if you leave mid-year.
- • Unlimited PTO is not accrual — there is no balance and usually no payout at separation.
- • Taking a Friday uses the same 8 hours as a Monday — long-weekend math favors Fridays before holidays.
FAQ
How does PTO accrual work?
You earn a fraction of your annual allowance each pay period (annual days ÷ 26 for bi-weekly pay) or per hour worked. The balance is yours to schedule per policy, subject to caps that pause further accrual.
Does unused PTO get paid out?
At separation, states like California, Colorado, and Illinois require payout of accrued unused vacation; many states defer to company policy. Mid-employment cash-outs are at employer discretion unless a contract says otherwise.
What is a typical PTO accrual rate?
A 15-day annual grant accrues at 0.58 days per bi-weekly period or 4.6 hours per month. Twenty days accrues at 0.77 per period. Tenure bumps usually add a day per year after year 3–5.
Can an employer take away accrued PTO?
In states treating PTO as earned wages (California notably), no — caps can stop future accrual but cannot strip the earned balance. Elsewhere, use-it-or-lose-it policies are often legal if clearly written.
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