The rise of quiet vacationing is rooted in the flexibility of remote work, where employees can take calls and attend meetings from anywhere—whether it’s a home office or a beachside cafe. But, what’s the problem with that?
Instead of providing true relief from burnout, this practice is a signal of deeper issues within company culture, where employees don’t feel empowered to take official time off to recharge.
For HR professionals, this growing trend offers insights into the health of their organizational culture and highlights the need to reevaluate policies around PTO and work-life balance.
Why employees opt for quiet vacationing
Employees opt for quiet vacationing for several interrelated reasons, many of which stem from a company’s culture around PTO, workload, and the pressures of modern work life.
Let’s explore them in more detail below:
Burnout and overwork: With many companies operating in a leaner environment post-pandemic, employees are often taking on more responsibilities. The fear of falling behind or not meeting expectations leads them to avoid openly requesting PTO. They want time away but don’t feel they can fully disconnect from work for fear of losing control over their workloads.
Fear of job security: Many employees, even those working in more flexible environments, fear that using PTO might be interpreted as a lack of commitment. In a competitive work environment, taking time off could be seen as “slacking,” especially in organizations where presenteeism is valued more than productivity.
Vacation guilt: Beyond job security, employees experience vacation guilt—the anxiety that taking time off places additional burdens on their colleagues. They worry that their absence may inconvenience their team or that they might return to a pile of unresolved issues, causing them to feel stressed even when they are supposed to be resting.
