This company is granting employees a full month of PTO: "Employees will return refreshed and rejuvenated."

One retailer is taking a unique approach to employee benefits by granting its staff a full month of PTO from Dec. 15 to Jan. 15.

Taylor Capuano and Casey Sarai, both 32, founded Cakes Body, an e-commerce brand that sells nipple covers. They left their previous corporate careers due to a lack of flexibility in their jobs after becoming mothers.

"Our goal was not only to create a helpful product for women, but also to establish a better work culture for ourselves and our team," says Sarai, CEO of Cakes Body.

This year, each sister took a three-month maternity leave with a one-week overlap, while their business experienced an almost eight-fold increase in growth. "We went from a $10 million-a-year company to a $75 million-a-year company," says Capuano, the company's chief creative officer, discussing the sales figures reviewed by CNBC Make It.

The sisters' massive growth period was a direct result of their laser-focused preparation for their leave, which helped them move things along much quicker in a shorter period of time," Capuano says. "This transformed how they thought about progress and efficiency on their team.

Ultimately, she says, "time doesn't necessarily equal progress."

A month off with full pay

Cakes Body staffers began preparing for their month off back in August.

Capuano stated that all employees were required to establish their short-term objectives to overcome the challenges of Black Friday, Cyber Monday, and the hectic holiday shopping season, while also postponing less critical tasks until mid-January.

Employees collaborated with their supervisors to develop a plan for their upcoming month of absence.

Capuano says that the process was a valuable exercise in identifying inefficiencies and ways to optimize their time. For instance, the company had been manually scheduling their social media posts until recently. They recognized the need to switch to an automated tool to streamline the process.

Capuano states that during the quiet period, all meetings are canceled. Some employees who usually manage daily operations may have a weekly check-in and send updates on Slack, but otherwise, "anyone who doesn't need to be working will not be working."

"A few of them were attempting to schedule meetings during the quiet period, so I had to intervene and tell them to cease," Sarai remarks.

The company utilizes contract customer service representatives and a third-party fulfillment center to ensure that customers can still order and receive Cakes products.

How to make collective PTO work

As leaders, Capuano and Sarai emphasize the significance of conveying the reasons behind the quiet period and the anticipated outcomes.

The cofounders have adjusted their sales forecasts for January and February to be lower than usual. This has two significant effects: Employees won't be overworked before their vacation, and they won't feel overwhelmed upon their return.

"I understand the sensation of anticipating a vacation, but after working overtime all week to prepare for it, I felt like it was all for naught," Capuano remarks. "However, since we planned ahead and were able to prioritize tasks leading up to the end of the year, it hasn't been as overwhelming."

"If everyone felt pressure to return on Jan. 15, it wouldn't be a productive month off," she remarks.

By taking the same period off, everyone can avoid feeling like they're slacking off while others cover for them, according to Sarai.

Capuano and Sarai declare that they must follow through on their promise to refrain from working during the break.

Capuano says, "If we were to adopt a mindset of 'Let's meet next week after the quiet period starts to really delve into this,' there would be a sudden shift in pressure to make progress during this time."

'Completing 12 months of work in 10 months is not an unreasonable idea.'

Capuano and Sarai hope to implement two month-long quiet periods for their employees in the future.

"Planning for 12 months of work in 10 months isn't a crazy thought, says Capuano."

Capuano states that their primary objective with the experiment is to maintain employee satisfaction and prevent burnout.

They will measure success on the business side by determining if the team can achieve their quarterly goals in the upcoming year.

If we surpass or meet them, this is a significant achievement, according to Capuano. If we fall short, perhaps we need to do some more planning, employees say. The employees have big plans for their time off, including writing books, taking up pottery, catching up on TV, sleeping, and organizing their homes.

"Capuano is confident that we will compensate for the break in the upcoming months because everyone will return with a clear mind and refreshed."

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