Common PTO accrual rates
Most U.S. employers express PTO as a number of days per year, then convert it into a per-paycheck accrual rate. Here's how the three most common policies break down (assuming 8-hour workdays):
| PTO days/year | Hours/year | Per biweekly period (26/yr) | Per month (12/yr) | Per week worked (52/yr) |
|---|---|---|---|---|
| 10 days | 80 h | 3.08 h | 6.67 h | 1.54 h |
| 15 days | 120 h | 4.62 h | 10.00 h | 2.31 h |
| 20 days | 160 h | 6.15 h | 13.33 h | 3.08 h |
FAQ
How is PTO accrual calculated?
Take your annual PTO grant in hours and divide it by however many times a year you're paid (or by 12 for months). Biweekly payroll has 26 periods a year, so 15 days (120 hours) of PTO works out to about 4.62 hours added every paycheck. Some employers instead accrue per hour actually worked, or grant the whole year's balance upfront.
What does 4.62 hours per pay period mean per year?
On a biweekly (26 periods/year) schedule, 4.62 × 26 ≈ 120 hours a year — 15 days of PTO at 8 hours a day. It's simply the annual grant divided evenly across your paychecks.
Do I lose PTO at a cap?
Usually, yes. Once your balance hits your employer's accrual cap (sometimes called a "use it or lose it" ceiling), you stop earning more PTO until you use some and drop back below the cap — any hours you would have accrued past the cap simply aren't added. Some states limit how aggressive these caps can be, so check your handbook if the cap looks unusually low.
Is PTO payout required when I leave a job?
It depends on your state. There's no federal law requiring it, but roughly 20 U.S. states treat earned, unused PTO or vacation as wages and require employers to pay it out at termination, while others leave it entirely up to the employer's written policy. Check your state's labor department guidance and your employee handbook before assuming either way.