How policies offering flexible or unlimited PTO shape employees of different generations’ intentions to stay in behavioral health is not well understood. Using Caplow et al.’s 5Ps theory as a framework, 20 participants of various generations in the workforce were interviewed to explore the perceptions of flexible or unlimited PTO policies among behavioral healthcare workers as they related to perceptions of satisfaction, productivity, and intent to leave. Eight themes emerged from thematic analysis. The themes (a) different generational groups have different PTO preferences, (b) PTO policies required responsibility and accountability of workers, (c) PTO policies are not reasons to leave the behavioral healthcare industry, and (d) PTO policies created feelings of being valued and respected among generational workers (e) generational workers feel satisfied with the autonomy they enjoy with PTO policies, (f) generational workers feel satisfied with the amount of time they spend with people as a result of PTO policies, (g) generational workers can focus on working when they feel rested and healthy, and (h) generational workers feel accomplished and in control of their work. Key findings from this study indicated that effectively implementing these policies could improve employee retention and engagement, reduce employee burnout and turnover, and increase employee work-life balance, which is expected not only to improve employee recruitment and retention, but result in better patient care. / Business Administration/Strategic Management