68% of employees don't use all their PTO — and burned-out employees are 2.6× more likely to quit.
Recess targets 70% employee adoption to get your team planning and taking regular time off throughout the year. Burnout drops. Retention improves. Recruiting costs plummet.
Employees who don't take regular time off burn out. Burned-out employees quit. Every departure costs you $75K in recruiting, training, and lost productivity. The cycle repeats.
68% of employees don't use all their PTO. They procrastinate planning, feel guilty taking time, or forget they have days left. By the time they realize they're burned out, they're already looking for a new job.
Every employee who quits costs $75K to replace. Recruiting fees. Training time. Lost productivity. Ramp-up period. Three departures = $225K gone. And burned-out employees are 2.6× more likely to leave.
Exit interviews say "burnout" and "work-life balance." You offer unlimited PTO, wellness budgets, mental health days. Nothing changes. Because the problem isn't benefits — it's that employees don't actually take time off.
You send one email. Employees plan their entire year in 20 minutes — trips, long weekends, regular breaks. They actually take time off. Burnout drops. Retention improves.
Link your HRIS in 60 seconds. We write the announcement email for your team. You hit send. That's everything we'll ever ask of you.
A 7-question quiz helps employees map out their PTO: big trips, long weekends, holiday extensions. The tool suggests optimal timing, budget estimates, and event matches. Their whole year planned in one sitting.
PTO requests flow throughout the year — not all in December. Employees take time off before burning out. Managers approve seamlessly. Turnover drops because people actually recharge.
Employees plan their year. Managers approve with coverage visibility. HR tracks activation and retention impact. Behind it all: the Recess engine matches destinations, events, and optimal timing — making PTO planning effortless.
Fair question. Most PTO tools sit unused because employees ignore them. Our target is 70% activation because the tool actually helps people plan their lives — not just submit forms.
When employees use it, they take more time off. When they take time off, burnout drops. When burnout drops, turnover falls. The research is clear: employees who take regular PTO are 2.6× less likely to quit.
Every employee who quits costs $75K to replace. For a 200-person company with typical 20% annual turnover, preventing just 3 departures = $225K saved vs $24K annual cost. Potential ROI: 9×. We'll measure actual impact during your pilot.
Most PTO tools feel like work. Recess feels like planning something you actually want to do — which is why employees use it, take more time off, and burn out less.
Portugal in April? Weekend in Austin? Tool suggests destinations that match their budget, interests, and available PTO. Planning feels easy, so they actually do it.
Concert during their trip? Festival they'd love? They get notified. This keeps them engaged and excited about taking time off — year-round.
"Memorial Day is Monday — take Friday for a 4-day weekend." These nudges help them take regular breaks throughout the year, preventing burnout before it starts.
Result: Employees plan time off in January because they want to, not because HR is forcing them. They take regular breaks throughout the year. Managers can plan projects around known time off. Burnout drops. Turnover falls. Your recruiting budget thanks you.
Before your IT team even asks — here are the answers.
"More than half of employees are burned out at work, and it's costing companies billions in turnover and lost productivity."
"Burned-out employees are 2.6 times more likely to be actively seeking a different job and 63% more likely to take a sick day."
"U.S. workers left a record $74 billion in PTO on the table. Companies are sitting on massive unused PTO liabilities."
"The Great Exhaustion: Workers are burning out at record rates"
"68% of Americans don't use all their PTO. Employees cite guilt, workload, and lack of planning as top barriers to taking time off."
We're selecting design partners before our January 2027 launch. Your input shapes the product — and you get locked-in pricing before we go public.