How to ask about pto in an interview?

Most discussions about negotiating compensation focus on salary, but neglecting benefits can be a huge mistake. Employee benefits can have a serious impact on your quality of life, both in the workplace and at home. Not only can they make up for a lackluster salary – they can give you support, flexibility and peace of mind.

We’re here to support you in asking your prospective employer about their benefits packages. Whether you’re hoping for healthcare, remote work options, or simply a dog-friendly office space, you should be able to ask for what you want with confidence.

In this article, we’ll cover the following points:

When negotiating a job offer, you need to live by the maxim “don’t ask, don’t get.”

Negotiation, whether for benefits or higher pay, is an expected part of the hiring process. If you don’t do it, you could find yourself backed into a corner – walking back a commitment to a specific salary or benefits package is considered inappropriate behavior. If you realize too late that your work is worth more, you may not be able to double back and request the compensation you deserve.

Asking about benefits in an interview, if you do it right, isn’t a faux pas. It’s a way to prepare the ground for a later negotiation, should you be made an offer. By signaling both your expectations and your knowledge of the industry, you show your prospective employer that you know your worth.

That can make the negotiation process smoother later on. In the moment, it can also prove that you understand industry norms and that you’re prepared to research proactively and thoroughly. Both of those are great qualities to have in any workplace, and they will make you a more attractive prospect to a hiring manager.

In short, you should ask about benefits because it will make you look prepared, savvy, and confident. It’s a good look for an interview.

You know why it’s important to ask – but what are you planning to ask for? To get you started, here’s a list of some common benefits offered by employers.

This isn’t an exhaustive list, so don’t stop here! Talk to friends, colleagues, and Google to get a broader picture of what could be available to you.

Health insurance is one of the most common employee benefits, simply because it’s so popular with employees. As a result, most US-based employers offer health insurance as a matter of course. While it’s worth discussing premium payments with your prospective employer, you may not even have to ask for health insurance – the odds are good that your employer will be able to provide it.

In the US, private employers pay an average of 78% of medical care premiums for single coverage health insurance plans. That level of support with your healthcare costs can make a huge difference. Employers may also offer similar support for family coverage plans, if you need to ensure that your loved ones are taken care of too.

Dental care benefits are less common in the private sector – though more available to government and public sector workers. That shouldn’t deter you from asking, however, as dental care expenses can be just as debilitating as those for medical care.

Remote working has been a necessity for many during the course of the COVID-19 pandemic. While many people have been looking forward to getting back to the office routine, just as many people have found remote working to be a satisfying, rewarding way to get the job done.

If you’re a parent, remote working could help you strike the balance you need between work and childcare. If you live far away from the office, it could be the solution to the tedium of your daily commute. And if you’re neurodiverse or disabled, it could offer you a more accessible workplace – your own home, which is already perfectly suited to your comfort and your needs.

Many companies are pushing for a return to office-based working, now that we’re better equipped to manage COVID-19. On the other hand, workers are pushing back, citing an increase in productivity and personal happiness as a result of their home-working arrangements. If you think remote working sounds right for you, it’s worth asking how flexible your potential employer is prepared to be – even an extra day or two at home every week could make a difference!

No employer can reasonably expect their staff to be available all the time. Whether you’re sick, experiencing bereavement, or just in need of a vacation, it’s important to know how much PTO an employer is willing to offer new staff.

If your work-life balance matters to you, this is one you will need to discuss with your hiring manager. Does the company use an all-encompassing PTO system to cover both vacation time and sick leave, or does it distinguish between the two? If you are disabled or living with chronic illness, the latter may be more attractive, as it will prevent any periods of ill health from eating into your vacation days.

You should also consider how childcare, parental leave, bereavement time, and even jury duty commitments factor into your organization’s PTO policy.

While it may not be as eye-catching as some other benefits, assistance in saving for your retirement can go an extremely long way.

Many employers offer 401k plans along with an offer to match your contributions – at least up to a certain level. You should be aware of what your prospective employer usually offers to contribute before your interview. If necessary, you can try to negotiate for a higher employer contribution at the point of receiving an offer.

It’s also worth checking whether your employer offers a pension plan instead of a 401k. While they’re less common than they used to be, pensions present a significantly lower investment risk than 401k plans, and may be a better option in the long term.

These are the little things that might not be essential, but can still go a long way toward improving your satisfaction at work. Some small but significant perks you may want to discuss include:

You’ve made it to the interview stage! Now it’s time to start planning your approach. Here are a few tips to keep in mind as you get ready to ask about benefits for the first time.

When it comes to interviews, forewarned is always forearmed. Make sure you go into any discussion of benefits with as much information as you can find. That means researching not only the company that’s interviewing you, but other local organizations of a similar size.

Some companies will advertise employee benefits on their website. If they don’t, check out sites like GlassDoor, which allow current and former employees to share insight on the internal culture of their workplaces. You may find more information about benefits there.

With this information in your back pocket, you’ll have a sense of what’s possible when it comes to benefits. It will also show a prospective employer that you’ve done your homework when it comes to the company culture – and proactivity is a great quality in a potential new hire.

While it’s important to ask about benefits, it’s equally important not to get ahead of yourself. You should always wait to ask about benefits until you’ve caught your interviewer’s interest. Walking into the room and immediately asking the question isn’t a good look for a potential new hire.

Ideally, you should wait for the interviewer to show clear interest in you before you ask. If they’re asking about potential start dates or references, that’s a sure sign that a conversation about benefits could be on the table.

At this stage, you’re having an exploratory conversation, not an outright negotiation. Always lead with questions about what your potential employer is willing to offer you, rather than questions about specific benefits or perks.

Once an interviewer has signaled an openness to offering benefits, it’s usually safe to ask questions about specific perks you have in mind. If you’re really hoping for a remote working agreement, it’s better to indicate that now. That way, if you receive an offer, they’ll be prepared to discuss it when the time comes to negotiate for real.

If you aren’t sure whether it’s appropriate to lead with a forthright question about benefits, try asking different questions. The following conversation-starters might give you an idea of the culture in your prospective workplace, which could indicate the types of benefits that may be available to you.

Once you have more of a rapport with your interviewer, you could try these questions, too. These are more specific, but if your interviewer is interested in you as a candidate, they shouldn’t come across as rude.

We’ve already written about discussing salary in a job interview, so we won’t get into it in depth here. Still, it’s important to keep in mind that you will need to strike a balance between your salary expectations and the benefits you hope to receive at work.

Many companies that pay lower salaries make up for it with more extensive benefits packages for their employees. Conversely, companies that pay more up front might offer employees less in benefits. Asking for more of one may limit your prospects when it comes to the other.

There are no hard and fast rules for balancing benefits and pay. You need to evaluate your own needs and expectations, decide where you can compromise, and know ahead of time what you don’t want to give up.

If you receive a job offer, congratulations! You’re now in a position to negotiate your benefits package in earnest.

If your employer isn’t able to offer the benefits you need, they might offer alternative benefits in an effort to encourage you to come on board. Alternatively, they might offer to raise your salary instead. You can always try to push for the initial benefits you wanted, but keep in mind that employers may have limits on what they can offer, and don’t take it personally if you get a no.

You are the only one who can decide what’s best for you as an employee, so think carefully about your needs and preferences before you commit. Just remember that it may be hard to change course later if you change your mind.

Maybe you’ve just graduated college and are accepting your first full-time offer. Perhaps you’re transitioning from part-time to full-time. Or maybe you’re just switching jobs. No matter what the transition into a new role looks like, it’s important to understand what benefits will be available to you through your new employer.

Learn how to ask about benefits in an interview, plus which benefits questions to ask so you can get the answers you need to decide whether the job offer is the right move for your career.

Asking about benefits during the interview process can be tricky — it’s important to have a solid understanding of the benefits package you’ll be receiving so you know whether the position is right for you, but you don’t want to risk seeming too eager by asking too soon.

A good rule of thumb is to wait to ask questions about benefits until you know you’re a serious candidate for the position, which is usually during the second or third round of interviews. Likewise, if the potential employer introduces the topic of benefits, that’s a good indication that it’s appropriate to ask clarifying questions to get more information on the company’s benefits package.

If you’re eager to get additional information, but you’re not sure if it’s appropriate to ask questions about benefits, try asking general questions that may provide the insight you’re looking for. For example, asking, “How would you describe the company’s culture?” could produce insights about schedule flexibility, paid time off (PTO) or incentive packages.

There is no one-size-fits-all approach to sick time, holidays or paid time off (PTO). Make sure to inquire about the differences, as well as how much total time is allotted. Other questions to ask: Are sick days included in PTO? Are sick days included under short-term disability? Does this office take federal holidays off? What about personal days?

Now that you know how much PTO you have, it’s important to know how it is delivered. Some companies give you all the PTO at the start of a new fiscal year. Others have you accrue the days by the month. Make sure you know the difference so that you can plan your time off accordingly.

If the employer has 50 or more employees, they are required to offer health care plans, but more than 75% of companies offer more than what is just required by law. Depending on the company, these benefits may include dental insurance, vision care and life insurance. Make sure to ask what exactly is offered and who can be covered under your plan.

There’s high-deductible, low-deductible and everything in between. Make sure the employer explains the different health insurance plans to you, like a menu, so you can choose what suits your lifestyle the best.

In most cases, both the employer and employee contribute to cover your health plan’s premium. For example, if the employer offers a health insurance policy, employees generally pay a portion of the premium each paycheck. With a reimbursement benefit, employees purchase their own insurance and are reimbursed by the employer on their paycheck.

It’s important to understand the timing of your new benefits. A company may have a specific enrollment period or need criteria to determine when you are eligible. Some plans have a 30-day or 90-day waiting period. At the time of hire, ask clarifying questions to ensure that you do not need additional or interim coverage.

When it comes to saving for retirement, many companies offer a 401(k) match as an incentive for their employees. Ask how much the company match is and at what percentage. For example, at 4% of your monthly paycheck, the company might match 100%. However, at 5% of your monthly paycheck, they may only match 50%. Ask when that match becomes vested. If you leave the company before you’re fully vested, the company may withhold the match.

Today, more companies are understanding the importance of wellness in the workplace as it relates to employee productivity. Because of that, they’re offering discounts for health club memberships, reimbursements for exercise equipment or promotions through local health studios. Inquire about those benefits before changing your gym or fitness studio.

Tuition reimbursement is a popular voluntary benefit that allows employees to pursue continuing education if it’s applicable to their career goals. The company may pay up to 90% of the cost of obtaining a bachelor’s degree in any field as well as the same percentage of the cost for earning a master’s degree related to the employee’s field. Job-related certifications may also be covered by the employer. Beware of some caveats and know the process. For instance, you may need department approval or may be required to stay with the company for a certain amount of time after earning your degree.

If your company uses a reimbursement plan for your benefits, you’re likely able to continue using those benefits if you find another job down the road. However, if it’s an employer-sponsored benefit plan, your benefits may lapse as soon as you walk out the door. Make sure you know so that you can plan ahead.

When it comes to asking for time off before a new job, exude confidence. Instead of asking if it's OK to take a vacation, simply state that you already have a trip planned. This isn't an unheard of dilemma; employers should know how to handle these situations. It's simply a matter of how you state it.

Maybe you’ve just graduated college and are accepting your first full-time offer. Perhaps you’re transitioning from part-time to full-time. Or maybe you’re just switching jobs. No matter what the transition into a new role looks like, it’s important to understand what benefits will be available to you through your new employer.

Learn how to ask about benefits in an interview, plus which benefits questions to ask so you can get the answers you need to decide whether the job offer is the right move for your career.

Asking about benefits during the interview process can be tricky — it’s important to have a solid understanding of the benefits package you’ll be receiving so you know whether the position is right for you, but you don’t want to risk seeming too eager by asking too soon.

A good rule of thumb is to wait to ask questions about benefits until you know you’re a serious candidate for the position, which is usually during the second or third round of interviews. Likewise, if the potential employer introduces the topic of benefits, that’s a good indication that it’s appropriate to ask clarifying questions to get more information on the company’s benefits package.

If you’re eager to get additional information, but you’re not sure if it’s appropriate to ask questions about benefits, try asking general questions that may provide the insight you’re looking for. For example, asking, “How would you describe the company’s culture?” could produce insights about schedule flexibility, paid time off (PTO) or incentive packages.

There is no one-size-fits-all approach to sick time, holidays or paid time off (PTO). Make sure to inquire about the differences, as well as how much total time is allotted. Other questions to ask: Are sick days included in PTO? Are sick days included under short-term disability? Does this office take federal holidays off? What about personal days?

Now that you know how much PTO you have, it’s important to know how it is delivered. Some companies give you all the PTO at the start of a new fiscal year. Others have you accrue the days by the month. Make sure you know the difference so that you can plan your time off accordingly.

If the employer has 50 or more employees, they are required to offer health care plans, but more than 75% of companies offer more than what is just required by law. Depending on the company, these benefits may include dental insurance, vision care and life insurance. Make sure to ask what exactly is offered and who can be covered under your plan.

There’s high-deductible, low-deductible and everything in between. Make sure the employer explains the different health insurance plans to you, like a menu, so you can choose what suits your lifestyle the best.

In most cases, both the employer and employee contribute to cover your health plan’s premium. For example, if the employer offers a health insurance policy, employees generally pay a portion of the premium each paycheck. With a reimbursement benefit, employees purchase their own insurance and are reimbursed by the employer on their paycheck.

It’s important to understand the timing of your new benefits. A company may have a specific enrollment period or need criteria to determine when you are eligible. Some plans have a 30-day or 90-day waiting period. At the time of hire, ask clarifying questions to ensure that you do not need additional or interim coverage.

When it comes to saving for retirement, many companies offer a 401(k) match as an incentive for their employees. Ask how much the company match is and at what percentage. For example, at 4% of your monthly paycheck, the company might match 100%. However, at 5% of your monthly paycheck, they may only match 50%. Ask when that match becomes vested. If you leave the company before you’re fully vested, the company may withhold the match.

Today, more companies are understanding the importance of wellness in the workplace as it relates to employee productivity. Because of that, they’re offering discounts for health club memberships, reimbursements for exercise equipment or promotions through local health studios. Inquire about those benefits before changing your gym or fitness studio.

Tuition reimbursement is a popular voluntary benefit that allows employees to pursue continuing education if it’s applicable to their career goals. The company may pay up to 90% of the cost of obtaining a bachelor’s degree in any field as well as the same percentage of the cost for earning a master’s degree related to the employee’s field. Job-related certifications may also be covered by the employer. Beware of some caveats and know the process. For instance, you may need department approval or may be required to stay with the company for a certain amount of time after earning your degree.

You've been planning your dream vacation for months. Everything is scheduled: your flight, your hotel, your activities, your meals, even your Instagram posts — you're ready to go.

The only thing in your way? A potential new job.

It might feel awkward asking for time off from a job before you're even officially hired, but unless you're willing to cancel your plans (which you shouldn't have to do), you'll need to bring it up.

Don't worry too much. If you're lucky, your hiring manager will ask you if you have any time off planned, which could also include a week-long staycation between jobs. If you're not asked, though, you'll need to know how to tell a prospective new employer about your planned vacation thoughtfully.

Use these tips to help you score your dream job and keep your dream vacation (or staycation!):

The company you're interviewing with doesn't have to let you take time off. That's why it's important to convince the team you're the absolute perfect fit for the job.

Build your personal brand, perfect your elevator pitch, and polish your resume. Remember to tailor your resume to the job listing and pack it with relevant skills, qualifications, and experiences.

Then, when it comes to talking about taking time off, you'll have convinced them they can't hire anyone else, so pushing the start date back or allowing you a few days off won't hurt.

Unless the employer broaches the topic, don't bring up your vacation plans during the start of the interview process. This is something you'll want to discuss later on, closer to the job offer when the hiring manager starts discussing logistics. Listen for, “When can you start?” Once the hiring manager asks this question, then you should bring up your pre-planned vacation. It's not uncommon for hiring managers to ask, so be prepared to answer at any time throughout the interview process.

If your prospective employer didn't ask this question, another great time to mention your vacation is when they are reviewing the company's benefits package with you.

When it comes to asking for time off before a new job, exude confidence. Instead of asking if it's OK to take a vacation, simply state that you already have a trip planned. This isn't an unheard of dilemma; employers should know how to handle these situations. It's simply a matter of how you state it.

Don't let the employer try to talk you out of your vacation, either. If that's the case, you might want to consider if the company's culture is a good fit for you.

If you're nervous about asking for time off before starting your new job, jot down a quick script. Your request doesn't have to be more than two sentences. Here are a few examples:

Once you've shared this information, wait to see how your point of contact responds. There's no need to give too many details or justify your plans.

Breathe! You've already done everything you can to sell yourself as a solid candidate. When a hiring manager begins discussing start dates, you know you're close to a job offer, so proceed with confidence.

The best way to ask for vacation time before starting a new job is to simply be straightforward and honest. And remember that this is an understandable situation, so don't be afraid to just ask.

Not sure how to sell yourself as the best (and only) candidate for the job? Our TopInterview coaches can help you with that.

• Draft a concise explanation.
• Practice what you want to say.
• Select an appropriate time.
• Inform the hiring manager of your vacation.
• Anticipate the hiring manager's response.
• Practice your stance with someone else.
• Negotiate a later start date.