I've been with my organization for almost 20 years and have maxed out the PTO available, 5 weeks. My organization also has a sabbatical program. New hires start out with 2 weeks, which is low in my opinion. But there are flex days available which does help.
At a small startup, when they converted to an unlimited PTO policy, it created a huge amount of anxiety in the staff. With a defined PTO policy, everyone knows how much PTO is "too much", but when it's unlimited, it's harder to tell when someone has crossed the line.
Although my PTO is unlimited, no one does my job while I'm gone. No financial need to give notice when I leave, because my employer doesn't have a PTO bank to pay out.
If a company changes their PTO from accrued to unlimited, is it a signal that they're cleaning up their AP in anticipation of a sale? I think that Allscripts went unlimited before the Harris sale - anecdote or trend?
At first I thought the practice of supplying unlimited PT was ludicrous, but then I considered all of the time saved by not having to record and specify each hour of a work week, not to mention that many salaried full timers are measured on outcomes and not time spent.