Instead of having separate policies for vacation, sick, and other types of leave, some employers offer a single PTO policy under which employees can use accrued time off for any purpose. This can give employees more flexibility in how to use their time off, therefore allowing them to use it for any preventive health care they desire.

However, some employees may be reluctant to take PTO when they’re sick or if they want to get preventive care. The rationale here is that it feels like they’re being forced to lose vacation time when they take a day off for an illness or preventive care—even though PTO is meant to cover both.

Consider the pros and cons of both with your workers in mind to make the best decision.

See tip for evaluating your paid time off policies.

Find ways to be flexible with your employees. Instead of taking PTO, some may prefer to make up the lost works hours by starting early the next few days. Or simply just give them the time they need to receive the preventive care without asking them to make up the time on the clock. Many people are able to find efficient ways to still get their work done during regular work hours.

No matter what time-off policy you choose, it’s important employees feel comfortable taking their allocated time. Anti-retaliation policies can help with this. Retaliation can come in many different forms and can be from managers or fellow employees. Examples of this include reassigning clients, changing of schedules, bullying, and demotions. No employee should ever feel in-danger of being punished for taking their time off- whether it be for vacation, sick days, or to get health care.

How to set up anti-retaliation program.

Non Retaliation Policies for Your Business: Do’s and Don’ts