Sun Sep 15 02:55:07 UTC 2024: ## “Quiet Vacationing”: Is Working from a Holiday Destination Really a Win-Win?

**Experts warn against the growing trend of “quiet vacationing,” where employees work remotely from holiday destinations without informing their employers.** While the idea of soaking up the sun while ticking off work tasks may seem appealing, experts like Debbie Bailey, Head of Growth at 4 Day Week Global, believe it can be detrimental to both employee well-being and employer trust.

A recent survey by Robert Half found that 45% of New Zealand workers would consider or have already engaged in “quiet vacationing,” often driven by a desire to save money, take advantage of remote work privileges, and increase productivity. However, the experts argue that this approach can blur the lines between work and rest, leading to increased stress and burnout.

“We’re kidding ourselves if we think that quiet vacationing is actually going to lead to increased rest and recharging,” says Bailey. “It speaks volumes about a culture where people feel they can’t openly ask for flexible work arrangements.”

Shannon Barlow of Frog Recruitment agency adds that while the trend might be fueled by seeing others on social media seemingly “working” from idyllic locations, it can create a false perception of work-life balance. She emphasizes the importance of proper downtime and genuine disconnection for both productivity and mental health.

“Quiet vacationing could send a mixed message about the need for proper downtime or working through your holiday,” Barlow warns. “It’s better to be able to take that time, put the phone away, and really disconnect from work so that you can recharge your batteries.”

Both experts stress the importance of open communication and transparency with employers. While companies might be open to work-cations if they don’t disrupt productivity and workflow, a lack of honesty could damage trust and future opportunities for flexible working arrangements.

“If you have the systems, the processes, the accountability and the expectations all in place, it should be very easy for your staff to be able to do remote work and to ensure that they can get the outcomes,” Bailey concludes. Ultimately, she suggests that the focus should be on building a workplace culture that supports both employee wellbeing and clear communication, allowing for genuine flexibility without the need for secrecy.

Read More