Due to the flexibility offered by remote work, approximately 10% of employees in the United States took vacations in 2022 without informing their supervisors, according to a survey conducted by the Price4Limo vehicle rental platform.
The study, which explores the increasing popularity of two trends known as “Workcations” and “low-key vacations,” delved into the reasons why over 1,000 full-time employees deviated from their work routines without their employers’ knowledge.
In recent months, several large companies and CEOs have expressed their intention to tighten their return-to-office policies, citing alleged decreases in productivity. Consequently, many respondents explained that they wanted to avoid these concerns, as well as questions about Wi-Fi security and tax implications for their businesses.
Why do employees hide their vacations?
About 27% of respondents stated that they did not inform their supervisors to avoid using their paid vacation days. Many employees have limited or unpaid time off and prefer to travel more without returning to a heavy workload.
According to the Price4Limo report, “Workcations” differ from discreet getaways as they allow employees to work remotely from vacation destinations rather than from their homes or local coffee shops. The report also investigated the destinations and expenses associated with these trips.
“It is a growing trend among remote workers and it can help employees improve their work-life balance and see the world without sacrificing a regular paycheck,” says the Price4Limo report.
The results indicated that employees who took vacations while fulfilling their work responsibilities reported a 20% higher job satisfaction compared to those who did not take vacations and were 16% more likely to quit within a year.
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“Workcations” vs. discreet getaways
The concept of discreet or silent vacations is riskier than the well-known “Workcations” because with the former, employers are unaware of the destination, while with the latter, they are not even aware of the absence.
“When paid time off and vacation days are limited, relaxing vacations are often pushed aside by other priorities like family obligations and illness. It is natural for workers to use unorthodox methods to have a good time,” the publication reports.
Some experts discourage these silent trips and warn employees about the potential consequences if their bosses find out, including loss of trust or even termination.
Visiting family and friends, experiencing a change of scenery, and exploring tourist destinations without risking their salary were among the top reasons cited by respondents for taking these “clandestine” trips.
The top three preferred destinations among those surveyed were Chicago, Miami, and Orlando. On average, they spent approximately $1,074 on “Workcation” trips, while low-key getaways were slightly less expensive, averaging $808 per trip.
An anonymous employee told CNBC Travel that she frequently goes on getaways because she prefers to avoid the hassle of applying for and obtaining approvals, which can take weeks.
Her most recent trip to Thailand lasted a month, with a few extra days added without her employer’s knowledge. She works for a tech company in Singapore.
So far, all of her travels have been within Asia, allowing her to stay in similar time zones for easy attendance at meetings. To conceal her location, she erases her video call backgrounds or uses a virtual background and avoids unnecessary conversations to prevent unwanted questions.
“I don’t like to outright lie, and that won’t happen if you don’t ask me questions,”
The woman mentioned that before she started traveling, she gradually reduced her office visits and after-work socializing with colleagues, making it easier for her to sneak away for short periods.
“I know people who have been caught when their managers called them for an in-person meeting with a client. At that point, they hurriedly booked a return ticket,”
Ellie, a resident of Maryland, shared that she went on two getaways last year. She stated, “My employer wouldn’t mind, but I don’t want my coworkers in the office to feel envious or think that I’m not working as hard.”
She works in the office two or three days a week and relies on background filters for Zoom calls. She also recommends checking Wi-Fi and cell phone service before booking transportation. So far, the only issues she has encountered during her travels are related to internet connectivity.
“I’m a huge camper, and I love being outdoors. If I can be in nature before and after my work hours, I am always happier, as long as there is Wi-Fi!” she exclaimed.
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A survey conducted by the Price4Limo vehicle rental platform found that approximately 10% of employees in the United States took vacations in 2022 without informing their supervisors. This behavior is attributed to the flexibility offered by remote work. The study explored the reasons why employees hid their vacations and found that some wanted to avoid concerns about productivity, Wi-Fi security, and tax implications. Additionally, many employees did not inform their supervisors to avoid using their paid vacation days. The report also highlighted the concept of “Workcations,” where employees can work remotely from vacation destinations, and found that employees who took vacations while fulfilling their work responsibilities reported higher job satisfaction. However, experts warn about the potential consequences if bosses find out about these hidden vacations, including loss of trust or termination. Some of the preferred destinations mentioned by respondents were Chicago, Miami, and Orlando, with an average expense of $1,074 for “Workcations” and $808 for low-key getaways.
What are the potential consequences of employees hiding their vacation plans from their supervisors, and how can employers balance the benefits of “Workcations” with the need for transparency in employee time off
There can be several potential consequences when employees hide their vacation plans from their supervisors:
1. Lack of coordination: If employees do not inform their supervisors about their vacation plans, it becomes difficult for the team and supervisor to plan work and manage deadlines effectively. This can lead to overlapping vacations, increased workload on other team members, and potential project delays.
2. Communication breakdown: Transparency is crucial for effective communication within teams. When employees hide their vacation plans, it can result in miscommunication, confusion, and reduced collaboration among team members. Important updates or discussions may be missed, impacting productivity and team dynamics.
3. Trust and morale issues: Hiding vacation plans can negatively affect the trust between employees and supervisors. It may be seen as a lack of commitment or dishonesty, leading to strained relationships and decreased morale within the team.
To balance the benefits of “Workcations” (combining work and vacation) with the need for transparency, employers can implement the following strategies:
1. Clearly communicate vacation policies: Employers should clearly communicate vacation policies to employees, outlining the procedures for requesting time off, and the importance of transparency in vacation planning.
2. Encourage open communication: Employers should foster a culture where employees feel comfortable discussing their vacation plans openly with their supervisors. This can be achieved by creating an environment where questions and concerns about time off are welcomed, allowing for proper planning and alignment.
3. Implement a vacation calendar or scheduling system: Employers may consider implementing a centralized system, such as a shared calendar or scheduling tool, where employees can input their planned vacations. This allows supervisors to see the availability of team members and plan accordingly.
4. Prioritize workload and deadlines: Employers should establish clear guidelines on workload prioritization and deadlines to ensure that employees’ vacation plans do not disrupt important projects or deliverables. This can help minimize the impact of vacations on overall team productivity.
5. Encourage work-life balance: Employers should actively support and encourage their employees to take time off for rest and rejuvenation. By promoting work-life balance, employees are more likely to be open about their vacation plans, reducing the need for them to hide or disguise their time off.
Overall, balancing the benefits of workcations and transparency in employee time off requires clear communication, mutual trust, and effective planning. Employers should create an environment that supports open discussions about vacation plans while ensuring that employees understand the importance of maintaining transparency in their time off.
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2 comments
I found this article about “Workcations and Discreet Vacations” quite intriguing. It sheds light on the ways employees stealthily hide their unannounced time off. It’s fascinating to learn how people try to balance their personal and professional lives, even though it raises ethical questions. It’s a reminder that work-life balance is essential, and employers should encourage open communication to avoid employees resorting to hiding their much-needed breaks.
It’s concerning to see employees resorting to “workcations” and discreet vacations to hide their unannounced time off. Companies need to foster a culture that encourages open communication about breaks and ensure employees can take time off without fear or judgment. Burnout can only be prevented if we prioritize the well-being of our workforce.