If it seems like everyone is in Europe enjoying their summer vacations, yet not officially taking time off, they might be engaging in what's known as "quiet vacationing." This trend, particularly popular among millennials, involves working remotely but not from home. Career expert Chris Lovell describes quiet vacationing as when workers travel to different states or countries while maintaining the semblance of being available for work. This is often done by keeping their online status active while doing little actual work. Jacqueline, for instance, engages in quiet vacations several times a month, believing that as long as her work is completed, her location during business hours shouldn't matter.
This practice has become more common since the pandemic accelerated remote work. Lauren Winans, an HR consultant, points out that this trend is more about toxic workplace cultures than anything else. It stems from a fear of disconnecting and the stigma of taking extended vacations. Rather than taking official time off, people resort to quiet vacationing to maintain work-life balance amidst a hustle culture that lacks respect for breaks. Lovell adds that inadequate PTO policies in the U.S. contribute to this, with Americans getting an average of just 11 paid vacation days annually.
Quiet vacationing can be problematic, with some viewing it as an abuse of remote work privileges. HR professional Nadia Alaee mentions that it often occurs in organizations that are inflexible and lack trust. This can result in reduced productivity and potential security risks from working in undisclosed locations with unsecured networks. Additionally, there may be tax implications for working outside the contracted location.
Given the sneaky nature of quiet vacationing, it's vital to understand company policies and be prepared for any consequences if caught. Lovell suggests that transparency and communication with employers are better alternatives when planning time off. Employees should utilize their PTO to fully disconnect and avoid burnout. Alaee emphasizes that flexibility and honesty from employers can enhance employee well-being and productivity. Adjusting policies and fostering open communication can lead to improved morale and employee health.