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Many Canadian professionals face anxiety around PTO: survey

Seventy-four per cent of Canadian professionals report feeling anxious upon returning to work after taking paid time off (PTO), with 66 per cent admitting implementing firefighting tactics to reduce the backlog of work they’ll return to, according to a new survey from global talent solutions provider Robert Walters.

The survey highlights how many Canadian professionals are having their periods of leave overshadowed due to experiencing “PTO anxiety.”

“Professionals suffering from PTO anxiety not only threaten to lower already historically low engagement rates, but our research suggests that it could have major implications for productivity rates for workplaces across the country,” said Sean Puddle, managing director of Robert Walters North America.

Firefighting inbox backlogs

The anxiety surrounding work emails is so widespread that many professionals resort to “firefighting” tactics. In fact, 66 per cent of Canadian professionals check their work emails during PTO to reduce the backlog they’ll face upon returning, while 28 per cent do so to stay on top of urgent matters.

“Apps such as Slack and MS Teams help to put work right at our fingertips 24/7. While useful, it can result in professionals feeling obligated to ‘check in’ during their time off,” Puddle noted.

The anxious end to PTO

The survey revealed that back-to-work anxiety significantly impacts professionals as they return to work, with only 22 per cent of Canadian professionals feeling refreshed and ready to work after a long holiday.

“Returning to work can trigger many anxieties for professionals, falling behind on important projects, missing major updates or even being handed much heavier workloads. PTO should offer professionals a moment of relief and a chance to recharge – it shouldn’t leave them feeling more stressed than before they left,” Puddle said.

From FOMO to FOFB 

Forget FOMO (fear of missing out). Enter FOFB, the fear of falling behind – a new phenomenon that seems to be rife in workplaces. Resoundingly, 46 per cent of professionals across Canada say that it’s much easier to relax on PTO when their teams are also off.

A recent ADP Canada survey revealed that in 2024 only 31 per cent of Canadian workers took all of their allotted vacation days— meaning 69 per cent missed out on some of their paid time off. With trends like “time-off tax” and pressure to avoid looking less committed than peers, many professionals delay or skip taking leave.

Collective leave as a solution?  

In some European countries, such as Spain and France, businesses often close for part of July and August. Reasons for these “summer shutdowns” include hot weather, scheduled maintenance, and accommodating staff leave.

Just over half of Canadian professionals (53 per cent) noted that they’d be interested in testing out fixed periods of leave in their company.

However, 20 per cent of Canadian professionals expressed concerns that adopting such shutdowns could limit their overall flexibility.

Thirty-five per cent of Canadian employers agreed, stating that implementing such periods would be too disruptive (e.g., too costly or hampering to productivity).

“To boost productivity, employers need to help staff truly disconnect during PTO, so they come back reset and ready to dive into their work. Business operations won’t halt just because someone is on holiday, so it’s crucial for employers to reinforce and value the right to switch off within their company culture,” said Puddle. “There isn’t a one-size-fits-all solution for PTO or holiday policies. Instead, strategies should be customized to prioritize employee well-being, engagement, and productivity.”

Puddle also shared his top tips on how leaders can help staff optimize their PTO:

1. Communicate, don’t compare: Advise teams to share holiday schedules to keep each other in the loop. Reinforce that the amount of PTO taken doesn’t reflect an employee’s capability or commitment.
2. Flexible leave policies: Offer adaptable leave arrangements that accommodate individual needs. If a summer shutdown doesn’t suit some employees, consider allowing them to work remotely during that period.
3. Mandatory handovers: Ensure all staff complete thorough handovers before taking leave to minimize the need for them to log in during their time off.
4. Support out-of-office adherence: Once out-of-office messages are set, strengthen them by signposting appropriate secondary contacts for any urgent issues.
5. Encourage pre-leave to-do lists: Advise employees to create detailed to-do lists before their leave. This will help them prioritize tasks upon return, making it easier to manage their workload effectively.
6. Strengthen company-wide messaging around the right to disconnect: Create a culture that supports employees’ right to switch off during holidays. This will help create a more refreshed, engaged returning workforce.