{"id":11170,"date":"2024-04-16T11:05:00","date_gmt":"2024-04-16T16:05:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=11170"},"modified":"2026-09-29T05:54:45","modified_gmt":"2026-09-29T10:54:45","slug":"ask-our-experts-pto","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/ask-our-experts-pto\/","title":{"rendered":"Ask our experts: PTO"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f85887e8 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-929090b5 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-a4641b2f wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"wp-block-paragraph\">by the <strong>Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Today&#8217;s hot topic is a recurring one at Ask Our Experts, and you might have questions about it, too: paid time off (PTO).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Below are just a few of the many PTO questions that Ask Our Experts has received from users navigating this sometimes-tricky employee benefit.<\/p>\n\n\n\n<h2 id=\"h-when-employers-can-legally-discriminate\" class=\"wp-block-heading\">When employers can (legally) discriminate<\/h2>\n\n\n<div class=\"lnrs-styled-faq wp-block-lnrs-styled-faq\">\n\t<div class=\"lnrs-faq__list\">\n\t\t\t\t\t<div class=\"lnrs-faq__item is-open-default\" style=\"border-top-width: 0px; border-bottom-width: 0px; border-left-width: 0px; border-right-width: 0px; border-style: solid;\" data-open-default=\"true\">\n\t\t\t\t\t\t\t\t<button type=\"button\" class=\"lnrs-faq__header\" aria-expanded=\"true\">\n\t\t\t\t\t<span class=\"lnrs-faq__header-text\">\n\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-faq__question-block-wrapper\">\n\t\t\t\t\t\t\t\n<p class=\"lnrs-faq__question-block has-medium-font-size wp-block-paragraph\" style=\"font-style:normal;font-weight:500\">Can we offer different amounts of PTO to diverse groups of employees, or is this discriminatory?<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<span class=\"lnrs-faq__arrow has-circle-bg\" style=\"font-size: 24px; width: 24px; height: 24px; color: var(--wp--preset--color--primary-white); background-color: var(--wp--preset--color--secondary-blue);\">\n\t\t\t\t\t\t<svg width=\"1em\" height=\"1em\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M6 9l6 6 6-6\" stroke=\"currentColor\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" \/><\/svg>\t\t\t\t\t<\/span>\n\t\t\t\t<\/button>\n\t\t\t\t<div class=\"lnrs-faq__body\" style=\"max-height: none; opacity: 1; overflow: hidden;\">\n\t\t\t\t\t<div class=\"lnrs-faq__answer\">\n\t\t\t\t\t\n<p class=\"wp-block-paragraph\"><em>Yes, you can (so long as you don&#8217;t illegally discriminate).<\/em><br><br>In general, an employer may offer different amounts of PTO to different groups of employees &#8211; so long as the different offers are not based on illegal discriminatory factors under any applicable law, like race, age or gender. An employer can lawfully discriminate between, for example, its full-time and part-time employees, or its exempt and non-exempt employees. But it can&#8217;t lawfully offer a more generous PTO policy to younger versus older employees.<br><br>PTO policies can get confusing when state or local laws come into play. Employers have to keep in mind that any PTO policy must comply with mandatory time off requirements in all relevant jurisdictions; and some jurisdictions may include requirements about which categories of employees must be granted time off for certain reasons. Every employer should be familiar with the <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/leave-laws-by-state-chart\/\">state and local requirements<\/a> in every jurisdiction relevant to its business.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"Can we offer different amounts of PTO to diverse groups of employees, or is this discriminatory?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Yes, you can (so long as you don't illegally discriminate).In general, an employer may offer different amounts of PTO to different groups of employees - so long as the different offers are not based on illegal discriminatory factors under any applicable law, like race, age or gender. An employer can lawfully discriminate between, for example, its full-time and part-time employees, or its exempt and non-exempt employees. But it can't lawfully offer a more generous PTO policy to younger versus older employees.PTO policies can get confusing when state or local laws come into play. Employers have to keep in mind that any PTO policy must comply with mandatory time off requirements in all relevant jurisdictions; and some jurisdictions may include requirements about which categories of employees must be granted time off for certain reasons. Every employer should be familiar with the state and local requirements in every jurisdiction relevant to its business.\"}}]}<\/script>\n\t\t\t<\/div>\n\n\n\n<h2 id=\"h-when-sick-leave-is-in-the-mix\" class=\"wp-block-heading\">When sick leave is in the mix<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Some employers have questions about pay statement rules, especially those that operate in multiple jurisdictions.<\/p>\n\n\n<div class=\"lnrs-styled-faq wp-block-lnrs-styled-faq\">\n\t<div class=\"lnrs-faq__list\">\n\t\t\t\t\t<div class=\"lnrs-faq__item is-open-default\" style=\"border-top-width: 0px; border-bottom-width: 0px; border-left-width: 0px; border-right-width: 0px; border-style: solid;\" data-open-default=\"true\">\n\t\t\t\t\t\t\t\t<button type=\"button\" class=\"lnrs-faq__header\" aria-expanded=\"true\">\n\t\t\t\t\t<span class=\"lnrs-faq__header-text\">\n\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-faq__question-block-wrapper\">\n\t\t\t\t\t\t\t\n<p class=\"lnrs-faq__question-block has-medium-font-size wp-block-paragraph\" style=\"font-style:normal;font-weight:500\">If we offer our employees unlimited PTO, do we still need to show &#8220;sick leave&#8221; on employee pay statements in those states that have such requirements?<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<span class=\"lnrs-faq__arrow has-circle-bg\" style=\"font-size: 24px; width: 24px; height: 24px; color: var(--wp--preset--color--primary-white); background-color: var(--wp--preset--color--secondary-blue);\">\n\t\t\t\t\t\t<svg width=\"1em\" height=\"1em\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M6 9l6 6 6-6\" stroke=\"currentColor\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" \/><\/svg>\t\t\t\t\t<\/span>\n\t\t\t\t<\/button>\n\t\t\t\t<div class=\"lnrs-faq__body\" style=\"max-height: none; opacity: 1; overflow: hidden;\">\n\t\t\t\t\t<div class=\"lnrs-faq__answer\">\n\t\t\t\t\t\n<p class=\"wp-block-paragraph\"><em>Everyone hates this answer, let&#8217;s face it &#8211; but it depends!<\/em><br><br>The answer here depends on the requirements of the specific state law at issue, including whether and how a particular state&#8217;s law permits an employer to utilize an existing paid leave policy to meet its accrual requirements.<br><br>For example, California&#8217;s Healthy Workplaces, Healthy Families Act (HWHFA) requires private employers to provide paid sick and safe time to eligible employees. The California Labor Commissioner&#8217;s <a href=\"https:\/\/www.dir.ca.gov\/dlse\/Paid_Sick_Leave.htm\" target=\"_blank\" rel=\"noreferrer noopener\">FAQs<\/a> state that employers that offer unlimited paid time off plans and do not track how much time employees take off may meet the HWHFA&#8217;s requirement to track accrued and used paid sick leave by indicating on the itemized pay stub or separate written statement provided with the payment of wages that the paid sick leave is &#8220;unlimited.&#8221;<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"If we offer our employees unlimited PTO, do we still need to show \\\"sick leave\\\" on employee pay statements in those states that have such requirements?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Everyone hates this answer, let's face it - but it depends!The answer here depends on the requirements of the specific state law at issue, including whether and how a particular state's law permits an employer to utilize an existing paid leave policy to meet its accrual requirements.For example, California's Healthy Workplaces, Healthy Families Act (HWHFA) requires private employers to provide paid sick and safe time to eligible employees. The California Labor Commissioner's FAQs state that employers that offer unlimited paid time off plans and do not track how much time employees take off may meet the HWHFA's requirement to track accrued and used paid sick leave by indicating on the itemized pay stub or separate written statement provided with the payment of wages that the paid sick leave is \\\"unlimited.\\\"\"}}]}<\/script>\n\t\t\t<\/div>\n\n\n\n<h2 id=\"h-when-employees-leave\" class=\"wp-block-heading\">When employees leave<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers also want to understand their responsibilities for paying out unused PTO, particularly at separation, because those rules impact what they want to offer their employees in the first place.<\/p>\n\n\n<div class=\"lnrs-styled-faq wp-block-lnrs-styled-faq\">\n\t<div class=\"lnrs-faq__list\">\n\t\t\t\t\t<div class=\"lnrs-faq__item is-open-default\" style=\"border-top-width: 0px; border-bottom-width: 0px; border-left-width: 0px; border-right-width: 0px; border-style: solid;\" data-open-default=\"true\">\n\t\t\t\t\t\t\t\t<button type=\"button\" class=\"lnrs-faq__header\" aria-expanded=\"true\">\n\t\t\t\t\t<span class=\"lnrs-faq__header-text\">\n\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-faq__question-block-wrapper\">\n\t\t\t\t\t\t\t\n<p class=\"lnrs-faq__question-block has-medium-font-size wp-block-paragraph\" style=\"font-style:normal;font-weight:500\">If I offer employees PTO on an accrual basis in Connecticut, do I have to pay them for any unused, accrued PTO they have left when they leave the company?<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<span class=\"lnrs-faq__arrow has-circle-bg\" style=\"font-size: 24px; width: 24px; height: 24px; color: var(--wp--preset--color--primary-white); background-color: var(--wp--preset--color--secondary-blue);\">\n\t\t\t\t\t\t<svg width=\"1em\" height=\"1em\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M6 9l6 6 6-6\" stroke=\"currentColor\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" \/><\/svg>\t\t\t\t\t<\/span>\n\t\t\t\t<\/button>\n\t\t\t\t<div class=\"lnrs-faq__body\" style=\"max-height: none; opacity: 1; overflow: hidden;\">\n\t\t\t\t\t<div class=\"lnrs-faq__answer\">\n\t\t\t\t\t\n<p class=\"wp-block-paragraph\"><em>In Connecticut, it&#8217;s up to you as the employer &#8211; but you have to follow your own policy!<\/em><br><br><a href=\"https:\/\/hrcenter.us.brightmine.com\/fifty-state-charts\/final-wage-payment-requirements-by-state-and-municipality\/12576\/\" target=\"_blank\" rel=\"noreferrer noopener\">State (and local) laws on <\/a><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-by-state\/\">PTO <\/a><a href=\"https:\/\/hrcenter.us.brightmine.com\/fifty-state-charts\/final-wage-payment-requirements-by-state-and-municipality\/12576\/\" target=\"_blank\" rel=\"noreferrer noopener\">pay out<\/a> at separation generally fall into four categories:<br>1. An employer must pay out unused, accrued time;<br>2. An employer does not have to pay it out;<br>3. Payout is governed by the employer&#8217;s policy; or<br>4. State law is silent on the issue.<br><br>Again, it is critical for every employer, especially those operating in multiple jurisdictions, to know which laws apply to it before implementing a PTO policy.<br>In <a href=\"https:\/\/hrcenter.us.brightmine.com\/employment-law-guide\/payment-of-wages-connecticut\/1264\/#final-pay-ct\" target=\"_blank\" rel=\"noreferrer noopener\">Connecticut<\/a>, the law provides only that an employer must follow its own policy regarding payment of unused accrued fringe benefits upon termination (e.g., paid vacations, holidays, sick days). Specifically, the <a href=\"https:\/\/www.cga.ct.gov\/current\/pub\/chap_558.htm#sec_31-76k\" target=\"_blank\" rel=\"noreferrer noopener\">statute says <\/a>that if an employer&#8217;s policy states that it will pay employees accrued fringe benefits upon termination, employees &#8220;shall be compensated for such accrued fringe benefits\u2026in the form of wages in accordance with such\u2026policy\u2026.&#8221;<br><br>A Connecticut employer that does not wish to pay out PTO upon an employee&#8217;s separation should, therefore, clearly state that in a written PTO policy. This is sound advice for all employers, though &#8211; if you don&#8217;t want to pay it, say it! Employers need to spell it all out in a clearly written policy that answers every question, including what happens when an employee leaves.<br><br>But such a policy is important in Connecticut for another reason: <a href=\"https:\/\/www.cga.ct.gov\/current\/pub\/chap_558.htm#sec_31-71f\" target=\"_blank\" rel=\"noreferrer noopener\">Connecticut law<\/a> specifically requires employers to make available to employees at the time of hire, either in writing or through a posted notice, any employment practices and policies regarding wages, vacation pay, sick leave, health and welfare benefits and comparable matters.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"If I offer employees PTO on an accrual basis in Connecticut, do I have to pay them for any unused, accrued PTO they have left when they leave the company?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"In Connecticut, it's up to you as the employer - but you have to follow your own policy!State (and local) laws on PTO pay out at separation generally fall into four categories:1. An employer must pay out unused, accrued time;2. An employer does not have to pay it out;3. Payout is governed by the employer's policy; or4. State law is silent on the issue.Again, it is critical for every employer, especially those operating in multiple jurisdictions, to know which laws apply to it before implementing a PTO policy.In Connecticut, the law provides only that an employer must follow its own policy regarding payment of unused accrued fringe benefits upon termination (e.g., paid vacations, holidays, sick days). Specifically, the statute says that if an employer's policy states that it will pay employees accrued fringe benefits upon termination, employees \\\"shall be compensated for such accrued fringe benefits\u2026in the form of wages in accordance with such\u2026policy\u2026.\\\"A Connecticut employer that does not wish to pay out PTO upon an employee's separation should, therefore, clearly state that in a written PTO policy. This is sound advice for all employers, though - if you don't want to pay it, say it! Employers need to spell it all out in a clearly written policy that answers every question, including what happens when an employee leaves.But such a policy is important in Connecticut for another reason: Connecticut law specifically requires employers to make available to employees at the time of hire, either in writing or through a posted notice, any employment practices and policies regarding wages, vacation pay, sick leave, health and welfare benefits and comparable matters.\"}}]}<\/script>\n\t\t\t<\/div>\n\n\n\n<h2 id=\"h-wait-who-said-pto-is-simple\" class=\"wp-block-heading\">Wait, who said PTO is simple?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers who offer PTO have a lot to consider, and the above questions represent just a few of those issues. Luckily, Ask Our Experts users have a stellar resource at their fingertips when questions about PTO or other HR issues arise. And we&#8217;re always ready for your great questions.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-1 is-position-sticky\">\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-22a7c014 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 id=\"h-get-ahead-of-hr-compliance\" class=\"wp-block-heading\">Get ahead of HR compliance<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Navigating today\u2019s complex HR compliance landscape is challenging.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Get ahead with Brightmine. Access HR resources and automation tools managed by seasoned human HR experts.<\/p>\n\n\n\n<p style=\"font-size:14px\" class=\"wp-block-paragraph\"><a href=\"\/us\/products\/hr-compliance-center\/#lexisnexis\">Proudly partnered with LexisNexis<sup>\u00ae<\/sup><\/a><\/p>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6ee76cfc wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<figure class=\"wp-block-image alignleft size-large is-resized\" style=\"margin-top:10px;margin-bottom:10px\"><img loading=\"lazy\" decoding=\"async\" width=\"166\" height=\"44\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/07\/16090337\/LexisNexis-logo.svg\" alt=\"\" class=\"wp-image-9646\" style=\"width:auto;height:35px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" 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href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-future\/the-great-disconnect-ai-and-transparency-in-the-workplace\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/10\/07135053\/TGD-blog-5-image.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Blogs<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-future\/the-great-disconnect-ai-and-transparency-in-the-workplace\/\">AI and transparency in the workplace: Employees can challenge decisions faster<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">AI and transparency are making it easier for employees and applicants to identify, document and challenge inconsistent workplace &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/fee-planned-for-f-1-students-applying-for-optional-practical-training\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/09\/22195516\/immigration-news-feature-image.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/fee-planned-for-f-1-students-applying-for-optional-practical-training\/\">$70,000 fee planned for F-1 students applying for Optional Practical Training<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">The Trump administration is proposing a $70,000 fee for foreign students entering the F-1 Optional Practical Training program, &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/thou-shalt-not-use-chatgpt-handling-religious-objections-to-ai-at-work\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/04\/16013210\/Feature-manager-on-a-computer.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/thou-shalt-not-use-chatgpt-handling-religious-objections-to-ai-at-work\/\">Thou shalt not use ChatGPT? Handling religious objections to AI at work<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">As AI becomes more common in the workplace, employers may encounter employees who object to its use on &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-bb56f56d wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-79174043 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 id=\"h-topics-on-this-page\" class=\"wp-block-heading\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7387b849 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/\" rel=\"tag\">Employee leave management<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-a903a136 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;aspect-ratio:1;object-fit:cover\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>Brightmine<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">With more than 10,000 customers, Brightmine is a leading global provider of people data, analytics and insight \u2013 empowering HR leaders to deliver brighter business outcomes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For more than two decades, Brightmine, formerly XpertHR, has continued to help HR leaders confidently navigate the evolving world of work through our unique combination of critical workforce data, AI-enabled technology, and trusted HR expertise.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Brightmine is a division of LexisNexis Data Services within RELX\u00ae, a global provider of information-based analytics and decision tools. RELX serves customers in 180+ countries with 35,000+ employees. Ticker: London: REL; Amsterdam: REN; New York: RELX.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">Follow Brightmine on LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-e45d41e4 wp-block-group-is-layout-constrained\" id=\"newsletter\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\" id=\"h-sign-up-to-receive-expert-hr-insights-from-brightmine\">Sign up to receive expert HR insights from Brightmine<\/h2>\n\n\n\n<div class=\"wp-block-contact-form-7-contact-form-selector is-style-flex-layout\" 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name=\"Market\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"Website\" value=\"Website\" type=\"hidden\" name=\"Website\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_source\" value=\"\" type=\"hidden\" name=\"utm_source\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_medium\" value=\"\" type=\"hidden\" name=\"utm_medium\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_campaign\" value=\"\" type=\"hidden\" name=\"utm_campaign\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_content\" value=\"\" type=\"hidden\" name=\"utm_content\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_content_type\" value=\"\" type=\"hidden\" name=\"utm_content_type\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" value=\"\" type=\"hidden\" name=\"Source\" \/>\n\n<div class=\"c-grid  form-fields\">\n<div class=\"form-inputs-container\">\n<div class=\"inputs-container\">\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"firstName\"><input size=\"40\" maxlength=\"35\" minlength=\"2\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" id=\"FirstName\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Name\" value=\"\" type=\"text\" name=\"firstName\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"EmailAddress\"><input size=\"40\" maxlength=\"320\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Business email address\" value=\"\" type=\"email\" name=\"EmailAddress\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"Country\"><select class=\"wpcf7-form-control wpcf7-select wpcf7-validates-as-required fs-custom-unmask\" aria-required=\"true\" aria-invalid=\"false\" name=\"Country\"><option value=\"\">Your country \/ region<\/option><option value=\"United States\">United States<\/option><option value=\"United Kingdom\">United Kingdom<\/option><option value=\"Afghanistan\">Afghanistan<\/option><option value=\"Aland Islands\">Aland Islands<\/option><option value=\"Albania\">Albania<\/option><option value=\"Algeria\">Algeria<\/option><option value=\"American Samoa\">American Samoa<\/option><option value=\"Andorra\">Andorra<\/option><option value=\"Angola\">Angola<\/option><option value=\"Anguilla\">Anguilla<\/option><option value=\"Antarctica\">Antarctica<\/option><option value=\"Antigua and Barbuda\">Antigua and Barbuda<\/option><option value=\"Argentina\">Argentina<\/option><option value=\"Armenia\">Armenia<\/option><option value=\"Aruba\">Aruba<\/option><option value=\"Australia\">Australia<\/option><option value=\"Austria\">Austria<\/option><option value=\"Azerbaijan\">Azerbaijan<\/option><option value=\"Bahamas\">Bahamas<\/option><option value=\"Bahrain\">Bahrain<\/option><option value=\"Bangladesh\">Bangladesh<\/option><option value=\"Barbados\">Barbados<\/option><option value=\"Belarus\">Belarus<\/option><option value=\"Belgium\">Belgium<\/option><option value=\"Belize\">Belize<\/option><option value=\"Benin\">Benin<\/option><option value=\"Bermuda\">Bermuda<\/option><option value=\"Bhutan\">Bhutan<\/option><option value=\"Bolivia, Plurinational State\">Bolivia, Plurinational State<\/option><option value=\"Bonaire, Sint Eustatius and Saba\">Bonaire, Sint Eustatius and Saba<\/option><option value=\"Bosnia and Herzegovina\">Bosnia and Herzegovina<\/option><option value=\"Botswana\">Botswana<\/option><option value=\"Bouvet Island\">Bouvet Island<\/option><option value=\"Brazil\">Brazil<\/option><option value=\"British Indian Ocean Territory\">British Indian Ocean Territory<\/option><option value=\"Brunei\n    Darussalam\">Brunei\n    Darussalam<\/option><option value=\"Bulgaria\">Bulgaria<\/option><option value=\"Burkina Faso\">Burkina Faso<\/option><option value=\"Burundi\">Burundi<\/option><option value=\"Cambodia\">Cambodia<\/option><option value=\"Cameroon\">Cameroon<\/option><option value=\"Canada\">Canada<\/option><option value=\"Cape Verde\">Cape Verde<\/option><option value=\"Cayman Islands\">Cayman Islands<\/option><option value=\"Central African Republic\">Central African Republic<\/option><option value=\"Chad\">Chad<\/option><option value=\"Chile\">Chile<\/option><option value=\"China\">China<\/option><option value=\"Christmas Island\">Christmas Island<\/option><option value=\"Cocos (Keeling) Islands\">Cocos (Keeling) Islands<\/option><option value=\"Colombia\">Colombia<\/option><option value=\"Comoros\">Comoros<\/option><option value=\"Congo\">Congo<\/option><option value=\"Congo, the Democratic Republic of the\">Congo, the Democratic Republic of the<\/option><option value=\"Cook Islands\">Cook Islands<\/option><option value=\"Costa Rica\">Costa Rica<\/option><option value=\"Cote d&#039;Ivoire\">Cote d&#039;Ivoire<\/option><option value=\"Croatia\">Croatia<\/option><option value=\"Cuba\">Cuba<\/option><option value=\"Cura\u00e7ao\">Cura\u00e7ao<\/option><option value=\"Cyprus\">Cyprus<\/option><option value=\"Czech\n    Republic\">Czech\n    Republic<\/option><option value=\"Denmark\">Denmark<\/option><option value=\"Djibouti\">Djibouti<\/option><option value=\"Dominica\">Dominica<\/option><option value=\"Dominican Republic\">Dominican Republic<\/option><option value=\"Ecuador\">Ecuador<\/option><option value=\"Egypt\">Egypt<\/option><option value=\"El Salvador\">El Salvador<\/option><option value=\"Equatorial Guinea\">Equatorial Guinea<\/option><option value=\"Eritrea\">Eritrea<\/option><option value=\"Estonia\">Estonia<\/option><option value=\"Eswatini\">Eswatini<\/option><option value=\"Ethiopia\">Ethiopia<\/option><option value=\"Falkland Islands (Malvinas)\">Falkland Islands (Malvinas)<\/option><option value=\"Faroe Islands\">Faroe Islands<\/option><option value=\"Fiji\">Fiji<\/option><option value=\"Finland\">Finland<\/option><option value=\"France\">France<\/option><option value=\"French Guiana\">French Guiana<\/option><option value=\"French Polynesia\">French Polynesia<\/option><option value=\"French Southern Territories\">French Southern Territories<\/option><option value=\"Gabon\">Gabon<\/option><option value=\"Gambia\">Gambia<\/option><option value=\"Georgia\">Georgia<\/option><option value=\"Germany\">Germany<\/option><option value=\"Ghana\">Ghana<\/option><option value=\"Gibraltar\">Gibraltar<\/option><option value=\"Greece\">Greece<\/option><option value=\"Greenland\">Greenland<\/option><option value=\"Grenada\">Grenada<\/option><option value=\"Guadeloupe\">Guadeloupe<\/option><option value=\"Guam\">Guam<\/option><option value=\"Guatemala\">Guatemala<\/option><option value=\"Guernsey\">Guernsey<\/option><option value=\"Guinea\">Guinea<\/option><option value=\"Guinea-Bissau\">Guinea-Bissau<\/option><option value=\"Guyana\">Guyana<\/option><option value=\"Haiti\">Haiti<\/option><option value=\"Heard Island and McDonald Islands\">Heard Island and McDonald Islands<\/option><option value=\"Holy\n    See (Vatican City State)\">Holy\n    See (Vatican City State)<\/option><option value=\"Honduras\">Honduras<\/option><option value=\"Hong Kong\">Hong Kong<\/option><option value=\"Hungary\">Hungary<\/option><option value=\"Iceland\">Iceland<\/option><option value=\"India\">India<\/option><option value=\"Indonesia\">Indonesia<\/option><option value=\"Iran, Islamic Republic of\">Iran, Islamic Republic of<\/option><option value=\"Iraq\">Iraq<\/option><option value=\"Ireland\">Ireland<\/option><option value=\"Isle of Man\">Isle of Man<\/option><option value=\"Israel\">Israel<\/option><option value=\"Italy\">Italy<\/option><option value=\"Jamaica\">Jamaica<\/option><option value=\"Japan\">Japan<\/option><option value=\"Jersey\">Jersey<\/option><option value=\"Jordan\">Jordan<\/option><option value=\"Kazakhstan\">Kazakhstan<\/option><option value=\"Kenya\">Kenya<\/option><option value=\"Kiribati\">Kiribati<\/option><option value=\"Korea, Democratic People&#039;s Republic of\">Korea, Democratic People&#039;s Republic of<\/option><option value=\"Korea, Republic of\">Korea, Republic of<\/option><option value=\"Kosovo\">Kosovo<\/option><option value=\"Kuwait\">Kuwait<\/option><option value=\"Kyrgyzstan\">Kyrgyzstan<\/option><option value=\"Lao People&#039;s Democratic Republic\">Lao People&#039;s Democratic Republic<\/option><option value=\"Latvia\">Latvia<\/option><option value=\"Lebanon\">Lebanon<\/option><option value=\"Lesotho\">Lesotho<\/option><option value=\"Liberia\">Liberia<\/option><option value=\"Libyan Arab Jamahiriya\">Libyan Arab Jamahiriya<\/option><option value=\"Liechtenstein\">Liechtenstein<\/option><option value=\"Lithuania\">Lithuania<\/option><option value=\"Luxembourg\">Luxembourg<\/option><option value=\"Macao\">Macao<\/option><option value=\"Macedonia, the former Yugoslav Republic\n    of\">Macedonia, the former Yugoslav Republic\n    of<\/option><option value=\"Madagascar\">Madagascar<\/option><option value=\"Malawi\">Malawi<\/option><option value=\"Malaysia\">Malaysia<\/option><option value=\"Maldives\">Maldives<\/option><option value=\"Mali\">Mali<\/option><option value=\"Malta\">Malta<\/option><option value=\"Marshall\n    Islands\">Marshall\n    Islands<\/option><option value=\"Martinique\">Martinique<\/option><option value=\"Mauritania\">Mauritania<\/option><option value=\"Mauritius\">Mauritius<\/option><option value=\"Mayotte\">Mayotte<\/option><option value=\"Mexico\">Mexico<\/option><option value=\"Micronesia\">Micronesia<\/option><option value=\"Moldova, Republic of\">Moldova, Republic of<\/option><option value=\"Monaco\">Monaco<\/option><option value=\"Mongolia\">Mongolia<\/option><option value=\"Montenegro\">Montenegro<\/option><option value=\"Montserrat\">Montserrat<\/option><option value=\"Morocco\">Morocco<\/option><option value=\"Mozambique\">Mozambique<\/option><option value=\"Myanmar\">Myanmar<\/option><option value=\"Namibia\">Namibia<\/option><option value=\"Nauru\">Nauru<\/option><option value=\"Nepal\">Nepal<\/option><option value=\"Netherlands\">Netherlands<\/option><option value=\"New Caledonia\">New Caledonia<\/option><option value=\"New Zealand\">New Zealand<\/option><option value=\"Nicaragua\">Nicaragua<\/option><option value=\"Niger\">Niger<\/option><option value=\"Nigeria\">Nigeria<\/option><option value=\"Niue\">Niue<\/option><option value=\"Norfolk Island\">Norfolk Island<\/option><option value=\"Northern Mariana Islands\">Northern Mariana Islands<\/option><option value=\"Norway\">Norway<\/option><option value=\"Oman\">Oman<\/option><option value=\"Pakistan\">Pakistan<\/option><option value=\"Palau\">Palau<\/option><option value=\"Palestinian Territory, Occupied\">Palestinian Territory, Occupied<\/option><option value=\"Panama\">Panama<\/option><option value=\"Papua New\n    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You can opt-out via the unsubscribe link in the communications that you receive or by contacting us.\n<\/p><input type=\"hidden\" name=\"client_id\" class=\"client_id\" \/><input type=\"text\" class=\"elq-itemhp-tel5\" name=\"Telephone5\" value=\"\" style=\"width:100%;\" autocomplete=\"off\"><input type=\"text\" class=\"elq-itemhp-tel7\" name=\"Telephone7\" value=\"\" style=\"width:100%;\" autocomplete=\"off\"><script>window.lnrsValidatorForms=window.lnrsValidatorForms||{};window.lnrsValidatorForms[9272]={\"fields\":{\"firstName\":{\"blockUrl\":true,\"blockDomain\":true},\"EmailAddress\":{\"blockedDomains\":[\"aol.com\",\"blueyonder.co.uk\",\"btconnect.com\",\"btinternet.com\",\"cable.com\",\"cast.com\",\"comcast.com\",\"comcast.net\",\"gmail.com\",\"hotmail.co.uk\",\"hotmail.com\",\"hotmail.fr\",\"hotmail.nl\",\"icloud.com\",\"live.co.uk\",\"live.com\",\"live.nl\",\"mac.com\",\"mailinator.com\",\"me.com\",\"msn.com\",\"ntlworld.com\",\"outlook.com\",\"planet.nl\",\"rbi.co.uk\",\"sky.com\",\"target.com\",\"trading-llc.org\",\"ukg.com\",\"virginmedia.co.uk\",\"yahoo.ca\",\"yahoo.co.uk\",\"yahoo.com\",\"yahoo.fr\",\"yahoo.it\"]}},\"messages\":{\"blockedDomain\":\"Please enter a business email address.\",\"blockedUrl\":\"Value must not contain any URLs.\",\"blockedDomainName\":\"Value must not contain any domain names.\"}};<\/script><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>PTO is compensated time away from work. Sounds simple, but often confusion abounds. What is an employer permitted to offer? How does accrual work? What do state laws have to do with this anyway? There is an entire world of fascinating PTO questions out there!<\/p>\n","protected":false},"author":65,"featured_media":11409,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[56],"tags":[],"topic":[68],"class_list":["post-11170","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","topic-employee-leaves"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Ask our experts: PTO | Brightmine<\/title>\n<meta name=\"description\" content=\"PTO is compensated time away from work. Sounds simple, but it can be confusing. 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