Make PTO Guilt-Free in Orthodontics

Paid Time Off (PTO) shouldn’t be a source of guilt for your team or for you as the practice owner. It’s time to shift the mindset from scarcity to strategy. In orthodontics, we often hesitate to fully embrace PTO policies because we’re afraid of coverage gaps, disrupted schedules, or a slowdown in production. But here’s the truth: people need breaks, and they need to feel safe asking for them.

Yes, orthodontics is unique. Patients don’t stop coming just because someone’s out, and “coverage” can feel like a game of Tetris. However, with proper planning and clear parameters, you can create a system that works for your team and your bottom line.

Start by setting clear PTO guidelines:

• How much notice is needed?
• Are there blackout periods?
• What kind of coverage needs to be arranged?

When everyone knows the rules, the guilt factor decreases. People can plan vacations, attend their best friend’s wedding, or take a long weekend to recharge, without feeling like they’re letting the team down.

And let’s be real: other companies are offering more remote work, flexible schedules, and mental health days. If we want to retain great people, we have to keep up. Offering time off without the side dish of guilt isn’t a perk anymore,it’s a standard.

Let’s not forget: most orthodontic teams are made up predominantly of women. Women who don’t want to miss school plays, parent-teacher conferences, or the chance to drop their kids off on the first day of school. These moments matter.

So ask yourself: What are you doing to support that?

Beyond family commitments, let’s talk about mental health.

Burnout is real in orthodontics.

The constant pace, emotional labor, and demand for perfection can quietly take a toll. Time off isn’t just about rest, it’s about recovery. It’s about giving your team the space to reset emotionally and mentally so they can return to the practice clear-headed, motivated, and well.

Instead of resisting PTO, build a plan around it. Simply start by cross-training your team.

Be proactive, not reactive.

When we allow room for real rest and real life, we don’t just preserve morale; we foster long-term growth. A well-rested, respected team is a loyal, high-performing team.

So, let go of the guilt.

Empower your people to take time off and create a culture that values wellness as much as it values productivity.