Whole-Person Care Starts With Your Own People
You invest in your employees every day. PTO Exchange helps you extend that investment further, giving your people real wellbeing options using PTO they've already earned, at zero new cost to your organization.

From financial flexibility to meaningful recognition, this is real-world help for the people who power your business.
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Employee Burnout Is Not a Culture Problem, It's a System Problem

Organizations invest in their people, but the employees delivering results are still burning out.

Employees accrue PTO faster than they can use it. Teams scramble to cover. Time off becomes something people earn, but can't actually take.

  • Employees are exhausted, even when benefits exist
  • PTO becomes a number on a balance sheet, not a tool for wellbeing
  • HR teams are asked to “fix burnout” without increasing cost
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What It Actually Means to Support the Whole Person

Whole-person support isn't a line in a benefits guide. It includes the financial, emotional, and practical needs your employees may be navigating silently.

Real effects include:

  • Employees are exhausted, even when benefits exist
  • PTO becomes a number on a balance sheet, not a tool for wellbeing
  • HR teams are asked to “fix burnout” without increasing cost

Traditional benefits don’t solve this because they don’t use what employees already have.

Core Capabilities
Make Your Values Visible Without Adding Cost

PTO Exchange turns unused PTO into flexible, employee-driven choices that support real-life needs.

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Financial Flexibility for Employees

Employees can convert unused PTO into options like: Emergency cash, Retirement contributions, Student loan payments

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Leave Sharing That Actually Works

Enable employees to support one another during critical life moments without creating administrative burden.

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Charitable Giving Aligned to Your Values

Let employees donate PTO value to causes that matter to them and align with your organization's values.

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Recognition That Feels Meaningful

Transform PTO into a tool for acknowledging and supporting employees in ways that matter.

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When Policy Becomes Personal

A nurse on your team is dealing with a family medical emergency.

She doesn’t have enough time off. Her colleagues want to help, but the system doesn’t allow it in a meaningful way.

With PTO Exchange, that changes.

A fellow caregiver donates a portion of their accrued PTO. That time is converted into real financial support, helping cover expenses during a difficult moment.

This is where a benefit becomes part of your culture.

EXCHANGE OPTIONS SECTION
For Values-Driven Organizations, This Isn't Just a Benefit. It's an Extension of Your Culture.

The best organizations are built on principles like dignity, stewardship, and service, not just margins. PTO Exchange aligns directly with those values:

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Stewardship

Maximizing the value of existing resources

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Dignity

Giving employees meaningful financial choice

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Service

Enabling employees to support one another

HOW IT WORKS

Simple for Employees.Simple for HR.

1

Employees accrue PTO as they do today

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They choose how to use unused time through PTO Exchange

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Value is converted into selected options

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Everything is managed within a compliant, structured framework

How it works
Explore How Organizations Are Rethinking PTO
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Guide: Creating a Positive PTO Culture

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Blog: How a New Approach to PTO Can Help Address Healthcare Burnout

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How Time Off Prevents Employee Burnout — and Why Most Organizations Are Getting It Wrong

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Guide: How Your Organization Can Keep Employees Financial Healthy

Ready to Add a Benefit That Employees Will Actually Use?

Life Planning Accounts are one of the fastest-growing benefits in Total Rewards, and PTO Exchange makes it simple to launch, easy to manage, and impossible to ignore at open enrollment.

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FAQ

Frequently Asked Question

01

What is a Life Planning Account?

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  • An LPA is an employer-funded wellness spending account. Employers define approved spending categories and a reimbursement budget; employees spend within those categories and are reimbursed — or use pre-loaded debit cards for eligible purchases.

02

How is an LPA different from an HSA or FSA?

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  • Outside of a nominal one-time implementation fee, there is no ongoing cost to the employer for PTO Exchange. The platform is funded entirely through an IRS-required service charge paid by

03

Can employees fund their LPA with PTO value?

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  • Outside of a nominal one-time implementation fee, there is no ongoing cost to the employer for PTO Exchange. The platform is funded entirely through an IRS-required service charge paid by

04

Who handles administration?

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  • Outside of a nominal one-time implementation fee, there is no ongoing cost to the employer for PTO Exchange. The platform is funded entirely through an IRS-required service charge paid by