One way to approach this that has worked for me is to, once or twice a year, discuss your vacation plans with your management. Tell them you plan to take a week or two off at the end of the year. Tell them you plan to take a few weeks off during the spring/summer. Discuss expectations for ad-hoc days for burnout/maintenance/illness.
The best thing about unlimited vacation is that it adds flexibility, but you have to seize that flexibility. If you find yourself in a culture that "offers" unlimited vacation but, in practice, rewards employees who take very few days off, polish your resume and find a better place to work.
The best thing about unlimited vacation is that it adds flexibility, but you have to seize that flexibility. If you find yourself in a culture that "offers" unlimited vacation but, in practice, rewards employees who take very few days off, polish your resume and find a better place to work.