If it feels like everyone around you is hitting the slopes or setting their "out of office" messages, then yes, 'tis the season. But what if they’re not actually, officially out of the office? That’s entirely possible, thanks to a controversial trend gaining traction among remote workers—particularly millennials—who are secretly traveling without informing their bosses. These employees are technically still working, but instead of being at home, they’re oceanside with an Aperol spritz in hand. Enter: *quiet vacationing*.
"Quiet vacationing is when someone is working remotely, but they’re not at home with their butts in their seats," explains career expert Chris Lovell. This practice can take many forms, but it typically involves workers traveling to another state or country while giving the impression they’re working remotely. In reality, they might be toggling their mouse to stay active, keeping their Microsoft Teams status green, or maintaining an "online" presence—all while doing little to no actual work.
This trend is becoming increasingly common. A recent report from PapersOwl, which surveyed 2,000 Americans aged 18 to 24, found that half of the respondents had quit vacationed up to three times in the past year, with 12 percent admitting to doing so even more frequently.
Take Jacqueline*, for example, who quiet vacations at least once a month, usually on Fridays. "As long as I get my work done, I don’t think it matters whether I’m actively working during business hours," she says. "I always have my phone, so I can respond if anyone messages me. That way, when I actually take my limited paid time off, I can fully log off."
### Why Quiet Vacationing Is on the Rise
Experts like Lovell argue that quiet vacationing has always existed under the radar, but the trend has skyrocketed since the pandemic began. While the rise of remote work has made it easier for people to "beat the system," quiet vacationing is also deeply tied to toxic work cultures.
"This trend stems more from cultural issues and toxic workplace environments than anything else," says HR consultant Lauren Winans. "It’s rooted in the fear of being disconnected, missing out on something important, or facing stigma for taking extended time off."
Rather than formally requesting time off and fully disconnecting, quiet vacationing feeds into hustle culture and the lack of respect for work-life balance. "People either don’t have enough time off, can’t take it, or feel guilty for doing so," Lovell explains. "They’re trying to find workarounds to maintain some balance and enjoy life while still appearing present and productive."
Lovell also points to the broader issue of inadequate paid time off (PTO) policies in the U.S. as a driving factor. According to Forbes, the average American gets just 11 days of paid vacation per year, and there are no federal laws mandating PTO. In fact, 28 million Americans receive no paid vacation or holidays, and nearly a third of employees have no access to PTO at all.
Even when employees do take time off, over half (52 percent) report working during their PTO, whether by checking emails, joining conference calls, or responding to Slack messages. This blurred line between work and rest can lead to burnout and resentment, making quiet vacationing seem like the only viable option for some.
### The Risks of Quiet Vacationing
While quiet vacationing might seem like a clever workaround, it’s not without risks. For one, it can undermine trust between employees and employers. "When organizations lack flexibility, trust, or clear policies, people may start taking advantage of remote work," says HR professional Nadia Alaee. While some employees respect remote work arrangements, others may abuse the system, leading to drops in productivity or even noncompliance issues.
There are also security concerns. Working from undisclosed locations increases the risk of data breaches or inadequate data safety, especially when using public Wi-Fi. Additionally, working from a location other than the one specified in your contract can have tax implications for both the employee and the employer.
And let’s not forget the personal risks. "Quiet vacationing is inherently sneaky and deceptive, and it likely violates company policies," Lovell warns. "Be prepared to face consequences if you’re caught."
### A Better Approach to Time Off
So, what’s the alternative? Transparency and communication. If your company doesn’t have clear policies about working remotely from different locations, Winans suggests having an open conversation with your employer. Let them know about your travel plans, specify the days you’ll be available to work, and discuss any hybrid work/vacation arrangements you’re comfortable with. "If you feel like being honest will hurt you, it might be time to reconsider your employer and the work environment," she says.
If you have PTO, use it as intended—to rest and recharge. "Quiet vacations don’t allow you to fully disconnect, and disconnecting is one of the best ways to prevent burnout," Lovell emphasizes. "Set boundaries wherever possible."
### The Role of Employers
Ultimately, addressing quiet vacationing requires flexibility and honesty from employers. "Be transparent with your workforce," Alaee advises. "If policies need to be adjusted, explain why. Embracing workplace flexibility can improve employee health, well-being, productivity, and morale."
In the end, quiet vacationing is a symptom of deeper workplace issues. By fostering a culture of trust, flexibility, and respect for work-life balance, employers can help ensure their teams feel empowered to take real time off—no deception required.
*Name has been changed for privacy.