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I've worked in companies with a presence in various European countries over my career. Whether or not everyone takes Summer leave at the same time very much depends on the company, and the country. I specifically remember working with a Finnish contractor firm who planned to have no billable time available at all in August, from anyone. But our offices in France and elsewhere never fully shut down in August, they were just very lightly staffed. Everyone took some multi-week summer holiday, just not the whole place at once.
It's not just summer leave, either. There are people all over the world having kids and going out on maternity (or even paternity!) leave for months at a time. When my wife and I had our kids in the US, I didn't get any extra paternity leave, and just used saved-up PTO. I particularly remember that my wife had to stay in the hospital for a bit after my first kid was born, so the two weeks I had saved up flew by in a flash. I recall my boss strongly encouraging me to dial in to a conference call on that last PTO day, and when I did his boss lashed into me for taking so much time off. I started sending out resumes shortly after.
On the other hand, when the Europeans I worked with later got their summer or parental leave, their Project Managers just dealt with it, and if it meant their schedules had to slip, they slipped, no temper tantrums required. And I think that is the key difference. American bosses and PMs are much more likely to get away with assigning blame for schedule slips downward, perhaps because not as many people are unionized.
Many types of workers in scandinavia is not as heavily unionized either. Perhaps the ones that are not, enjoy a form of herd immunity from worker abuse from the ones that are.
This is exactly why every worker should be supporting unions even if their industry doesn't have one. Rising tides and all that.
There's a lot of unionisation. Further, there's industry-wide collective agreements, which pretty much do the herd immunity thing.
Just an anecdote related to the first part of what you said: I'm in the US, PTO season seems to be December at my company. Both because some portion of people's PTO hours will expire at the end of the year, and obviously because of being adjacent to Christmas and new year.
Depending on the country, there aren't that many people in unions. Most countries in the EU (not Europe in general) have laws that protect the workers better than workers in the USA. The result is a different work culture.
Which is often still the result of strong union actions in the past, even if only 20 or 30 % are currently unionised.
Living in EU, mid thirties, full time office job getting about 33 days off per year all together. Max 4 weeks in a row tho, and must match schedules with colleagues so all keeps on running, no full closing of offices. The older you get, the more vacation days you get. Older colleagues complain they have too much holidays...
I'm on the UK and taking paternity leave in December. By using some of my holiday allowance plus a Christmas shutdown I'm turning my 4 week paternity leave into 8 weeks off in total. It's hardly a holiday (seeing as we'll be lookin after a newborn and my other half will be recovering from a c-section/childbirth) but god-damn I am looking forward to two months of just focusing on mu family.