46% of health workers reported feeling burned out “often” or “very often” in 2022—up from 32% in 2018—signaling rising stress among clinical staff. This escalating burnout not only undermines staff well‑being but also threatens patient care quality and organizational stability.

The 2024 NSI National Healthcare Retention & RN Staffing Report states, hospitals experienced an overall turnover rate of 20.7%—with registered nurse turnover at 18.4%—underscoring ongoing workforce churn in clinical settings An American Hospital Association poll also found that 88% of nurses worry about how staffing shortages affect patient care, and 63% report being assigned to too many patients at once, highlighting the critical need for effective retention and support strategies.

In healthcare settings, these liabilities can balloon quickly. For example, at an average unused PTO liability of $7,600 per full‑time employee, a mid‑sized hospital with 800 staff members would carry over $6 million in PTO obligations on its balance sheet. That’s money hospitals could instead reinvest in patient care, staff training, or critical equipment.

In healthcare settings, rigid benefit structures are especially problematic. Aon’s 2024 Benefits Survey of Hospitals revealed that fewer than 15% of hospitals provide any customizable PTO redemption or alternative leave options—underscoring the need for more adaptable solutions tailored to the diverse needs of healthcare professionals.

make pre-tax contributions to 401(k) / Roth 401(k)

Help employees pay down student loans, make tuition payments or fund their 529 plans

Provide an alternative options for eligible employees to contribute pre-tax

Deliver choice and flexibility for employees to manage rising inflation or unexpected expenses

Allow employees to use excess PTO for discounted airfare, discounted hotels and car rentals

Increase participation and offer an alternative way to cover the cost of monthly premiums

By giving employees greater control over how they use their PTO, hospitals can increase satisfaction, build loyalty, and reduce turnover. Benefits become more personalized and meaningful—particularly for younger staff burdened with student debt or more tenured employees planning for retirement.

Unused PTO accruals can create significant balance sheet liabilities. PTO Exchange helps mitigate this issue by offering alternative redemption options, allowing organizations to reduce accruals without forcing employees to “use it or lose it.”

Healthcare professionals are more likely to experience burnout and emotional fatigue. Our platform enables proactive solutions—such as converting PTO into wellness resources or shared leave—helping staff feel supported, even during the most stressful times.

Healthcare workers increasingly look for flexibility and purpose in their benefits. Offering a customizable PTO experience gives your organization a unique advantage in attracting new talent in a highly competitive labor market.

PTO Exchange works with your existing HRIS and payroll systems, making implementation smooth, secure, and scalable. Our solution is fully configurable to fit your organization’s policies and compliance requirements.