Employees are taking time off without formally reporting it, but is this practice a solution to work-life balance or a sign of a deeper problem?

As the pressure to constantly be connected and available at work continues to mount, a growing number of employees are turning to a practice known as “quiet vacationing” to take time off without formally reporting it. This trend, also referred to as “hush trips” or “hush vacations,” involves employees pretending to be working while traveling or taking personal time, often by scheduling emails in advance or setting auto-responders to create the illusion of being present.

According to a survey conducted by ResumeBuilder.com in May 2024, one in eight employees planned to engage in quiet vacationing over the summer, while one in ten reported having done so in the past year. The survey also found that 31% of employed adults had moved their computer mouse to make it appear to colleagues like they were working, and 28% had taken time off without telling their employer they were doing so.

Proponents of quiet vacationing argue that it allows employees to take time off without falling behind on work, provides flexibility to take vacations when needed without using vacation days, and can help maintain work-life balance. However, critics argue that this practice can prevent employees from fully recharging and avoiding burnout, blur the boundaries between work and personal time, and violate company vacation policies.

Tawny Lott Rodriguez, director of human resources at Rowland Hall in Salt Lake City, notes that quiet vacationing can disrupt workflow and leave colleagues scrambling. “Open communication and utilizing the existing vacation policy is always preferred,” she said. “Quiet vacationing raises concerns about potential misuse and a culture of dishonesty.”

Conor Martin Hughes, founder and principal consultant of Conor Hughes Consulting LLC, agrees that quiet vacationing is not a sustainable practice. “While it provides some short-term benefits, employees need to fully recharge without distractions,” he said. “Checking email and doing light work tasks doesn’t allow the brain to rest.”

As the debate around quiet vacationing continues, employers are left to navigate the complexities of this growing workplace trend. While some employers understand the flexibility it provides, others are concerned about the potential for missed deadlines, emergencies, and repercussions if discovered.

Experts point to a larger issue: the need for more flexible and humane work arrangements that prioritize employee well-being. “The idea of quiet vacationing is a symptom of a larger problem,” said Hughes. “We need to rethink our approach to work and create a culture that values rest and relaxation.”

Rodriguez agrees, noting that her organization is exploring more flexible vacation options and encouraging employees to disconnect while on approved leave. “We strive to create an environment of trust and transparency where employees feel comfortable taking their allotted vacation time,” she said.

Ultimately, the decision to take a quiet vacation depends on an individual’s work environment and comfort level. As Rodriguez advises, “If quiet vacationing feels like your only option due to a rigid work culture, prioritize your well-being. Just be prepared to manage potential consequences.”

The Impact of Quiet Vacationing on Employers and Employees

Employers may experience disruptions to workflow and increased stress as employees take time off without notice.

Employees may feel guilty or anxious about taking time off without formally reporting it.

Quiet vacationing can blur the boundaries between work and personal time, leading to burnout and decreased productivity.

Employers who prioritize open communication and flexible work arrangements may see benefits in terms of employee retention and job satisfaction.

The Future of Work: Rethinking Vacation Policies

As the debate around quiet vacationing continues, experts are calling for a more nuanced approach to vacation policies. “We need to create a culture that values rest and relaxation,” said Hughes. “This means rethinking our approach to work and creating more flexible and humane work arrangements.”

Rodriguez agrees, noting that her organization is exploring more flexible vacation options and encouraging employees to disconnect while on approved leave. “We strive to create an environment of trust and transparency where employees feel comfortable taking their allotted vacation time,” she said.

Ultimately, the future of work will depend on our ability to rethink our approach to vacation policies and prioritize employee well-being. By doing so, we can create a more sustainable and humane work environment that benefits both employees and employers.