Childless Nurse Quits When Her Approved Christmas PTO Is Revoked For "Coworker With Kids"
- Holiday scheduling conflicts are a persistent challenge in nursing. When approved leave is withdrawn, it can result in nurse resignation, disrupt staffing, and spark conversations about workplace fairness.
- Perceived inequities in holiday assignments, especially when priority is given based on family status or personal circumstances, can lower morale and increase turnover. This issue is reflected in both research and widely shared nurse accounts.
- Clear and consistently applied scheduling policies, which use neutral criteria like rotation or seniority, are essential for building equity and trust within teams.
- Expanding definitions of "family" in leave policies, endorsed by OPM and the APA, recognizes the diversity of employee backgrounds and ensures inclusivity for staff with various family structures.
An ICU nurse’s decision to resign after her approved Christmas vacation was taken back by management has sparked widespread discussion about fairness in holiday scheduling. The situation, originally shared anonymously on Reddit’s r/nursing forum, has since circulated across nursing communities and raised questions about how “family” is defined in scheduling decisions and how holiday coverage is assigned.
100+ prizes—cash, scrubs, shoes & more! Enter below + watch your fave creators for extra chances!
By entering this sweepstakes, you agree to receive emails from Nurse.org. No purchase necessary. Alternate entry method and official rules. You can unsubscribe from emails at any time using the "unsubscribe" link provided in every email, in accordance with our privacy policy.
The Story That Sparked the Debate
According to the nurse’s account, she had requested Christmas off months in advance and had the time formally approved. She reported that she had not taken major holidays off for several consecutive years and planned an international family trip that included nonrefundable expenses.
In late October, she stated that her manager informed her the approval was being withdrawn because another staff member with a young child requested the holiday off. The nurse wrote that leadership said priority was given to “employees with families,” which she felt excluded her own family commitments because she did not have children.
When she was told she would be required to work, the nurse chose to resign rather than cancel her plans. In her post, she wrote that she submitted her notice before Thanksgiving, which left the unit short-staffed for the upcoming holidays.
While the details come from the nurse’s public description of her experience, the situation echoes themes already documented in research on workplace equity and scheduling practices.
The Broader Issue: Fairness in Holiday Scheduling
Holiday scheduling is a challenge across healthcare, particularly in 24/7 units. A report from the Journal of Nursing Management noted that perceived inequities in scheduling practices contribute to dissatisfaction and can influence turnover intentions among nurses. The study emphasized the importance of transparent scheduling policies to support retention.
Additionally, several workforce studies have found that child-free employees in various industries report feeling they are expected to work more holidays than peers with children, though data specific to nursing remains limited. Researchers have noted that without clear policies, decisions can appear subjective, which can lead to potential perceptions of favoritism or inequity.
Defining “Family” in Modern Scheduling Policies
Many organizations have begun revisiting how “family” is defined in their leave and scheduling policies. The U.S. Office of Personnel Management and the American Psychological Association both recognize that family structures vary widely and increasingly include parents, siblings, chosen family, and multigenerational households.
Experts in workforce equity emphasize that scheduling policies should rely on neutral, consistently applied criteria—such as rotation systems, seniority, or first-come-first-served processes—rather than personal circumstances.
The Cost of Losing Experienced Nurses
When experienced nurses resign, turnover carries a significant cost. According to the 2023 NSI National Health Care Retention & RN Staffing Report, the average cost of replacing a single bedside RN ranges from $40,000 to $64,000, depending on specialty and region. High turnover can also affect unit morale, staffing stability, and patient continuity.
A Larger Conversation Within the Profession
Although this specific case originated from an anonymous online post, the response has highlighted a long-standing conversation within nursing: how to balance staff needs, personal lives, and equitable treatment while still meeting patient-care demands.
Workforce experts consistently recommend:
• Clear, written, consistently applied scheduling policies
• Neutral criteria for holiday assignment
• Avoiding assumptions about staff members’ personal lives or obligations
• Offering flexibility where possible to reduce burnout and turnover
The situation serves as a reminder of the importance of transparent scheduling practices and equitable treatment for all nurses, regardless of family structure or personal circumstances.
🤔 Nurses, share your thoughts in the discussion forum below.
If you have a nursing news story that deserves to be heard, we want to amplify it to our massive community of millions of nurses! Get your story in front of Nurse.org Editors now - click here to fill out our quick submission form today!
