{"id":6155,"date":"2026-04-15T16:31:00","date_gmt":"2026-04-15T21:31:00","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=6155"},"modified":"2026-04-16T09:34:54","modified_gmt":"2026-04-16T14:34:54","slug":"hr-question-of-the-month-10","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2026\/04\/15\/hr-question-of-the-month-10\/","title":{"rendered":"HR Question of the Month"},"content":{"rendered":"\n
\"HR<\/figure>\n\n\n\n
<\/div>\n\n\n\n

Question<\/strong>: Can I deny an employee’s PTO request?<\/p>\n\n\n\n\n\n\n\n

Answer<\/strong>: Yes, managers generally have the discretion to approve or deny Paid Time Off (PTO) requests, provided they have legitimate business reasons such as staffing shortages, overlapping requests, or failure to follow PTO policies. However, they must apply decisions consistently and avoid practices that could inappropriately impact employees with protected characteristics such as race, religion, and disability. Certain situations\u2014such as medical needs or leave covered under laws like the Family and Medical Leave Act (FMLA)\u2014require special consideration and may limit an employer\u2019s ability to deny time off. When denying requests, best practices include showing empathy, documenting decisions, and offering alternative time off when possible. \u00a0<\/p>\n\n\n\n

Schedule a 15-minute call<\/a> with Griffen Wilson<\/mark><\/strong> for more information on our services.<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

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