What if paid time off (PTO) isn’t a perk but essential health infrastructure?

In this episode of Headspace for the Workplace, I sit down with Daniel Oates, a longtime construction leader at Flintco, to unpack the psychological, neurobiological, and organizational benefits of structured, work-free time away from work.

Drawing from more than two decades in the construction industry and grounded in a robust body of mental health and neuroscience research, this conversation reframes time off as a strategic investment in worker resilience, safety, creativity, and long-term performance.

Together, Daniel and I explore why simply offering PTO isn’t enough, why psychological detachment is the missing ingredient, and how leaders can design systems that allow people to recover truly, without guilt, fear, or career penalty.

His two tactical takeaways:

When you take PTO, take PTO.
Leave the industry better than you found it.

Why Time Off Matters More Than Ever

Modern work, especially in high-demand industries like construction, keeps people in a near-constant state of activation. Always-on schedules, digital tethering, and unrelenting deadlines quietly drive chronic stress, which accumulates in the body as “allostatic load” -- the biological “wear and tear” caused by repeated stress responses.

The science is clear:

· Chronic work stress elevates cortisol and disrupts sleep, mood, memory, and immune function

· Burnout is a recovery deficit, not a motivational problem.

· Without meaningful breaks, even high performers eventually hit cognitive, emotional, and physical limits

Time off -- when done well -- interrupts this cycle.

But here’s the catch: not all time off is restorative.

The Critical Role of Psychological Detachment

One of the strongest findings in occupational health psychology is this:

Thinking about work while on vacation is functionally equivalent to being at work.

Research shows that employees who spend as little as 30 minutes per day working or mentally engaging with work during PTO experience significantly higher burnout rates than those who entirely detach.

In this episode, we explore:

· Why “just checking email” undermines recovery

· How incomplete handoffs and poor coverage sabotage time off

· Why leaders -- not employees -- must own detachment systems

True recovery requires segmentation: clear boundaries, coverage plans, and cultural permission to be unavailable.

The Brain on Break: Why Rest Fuels Performance

Time off changes how the brain works.

When we step away from goal-directed tasks, the brain’s Default Mode Network (DMN) becomes more active. The DMN supports:

· Creativity and insight

· Big-picture thinking

· Meaning-making and self-reflection

Continuous “grind mode” suppresses this network. Strategic absence reactivates it, often leading to clearer thinking, better decisions, and unexpected “aha” moments upon return.

This is why Daniel and I argue that rest is not the opposite of productivity; it’s a prerequisite for it.

In This Episode, We Discuss

· Why doesn’t vacation actually reduce burnout for many employees?

· What is psychological detachment, and why does it matter for mental health?

· How does time off affect the brain and creativity?

· How much PTO is needed to prevent burnout?

· Why do leaders need to model disconnecting from work?

· What are evidence-based ways to reduce post-vacation stress?

· How can construction companies support mental health through better PTO design?

About Daniel Oates

Senior Project Development Manager, Flintco (Austin)

Daniel Oates has spent 23 years at Flintco, holding roles that span field engineer, superintendent, preconstruction manager, senior project manager, and senior project development manager. His career includes leading a National Design-Build Institute of America award-winning project for Texas State University’s Baseball and Softball Stadium Renovation.

Through decades of leadership, Daniel has seen firsthand how the construction industry’s pace and pressure affect workers and families. Today, he is deeply committed to improving mental health outcomes by advocating for realistic workloads, recovery-supportive cultures, and systems that allow people to do great work without sacrificing their well-being.

Learn more about Flintco’s employee support resources: www.flintcolifeline.com
Connect with Daniel on LinkedIn

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