Ah, vacation. That mythical stretch of time where people are supposed to unwind, recharge, sip something with a mini umbrella in it — and definitely not reply to emails, check Teams, or sneak in a quick Zoom call from a hotel balcony. Unless, of course… they are.
Welcome to the age of the wor(c)ation — the hybrid experience of working while on vacation. For startups, solopreneurs, and small companies, it’s often a blessing. For larger teams with sketchy work-life boundaries? Maybe more of a bondage. And for a surprising number of employees, it’s the perfect excuse to avoid awkward dinner conversations with in-laws.
The Bright Side: Freedom, Flow, and No Full Inbox on Monday
For smaller companies, freelancers, and those who are the HR department (hi, we see you), the worcation can be a pragmatic superpower:
- Peace of mind: No return from vacation to 3,456 unread emails and a minor systems collapse.
- Flexibility: Answering a few emails in the morning = guilt-free beach time in the afternoon.
- Autonomy: You control your time, your tasks, and your tan.
Plus, let’s be honest — sometimes your “happy place” isn’t a yoga mat in Bali, but an Excel sheet with conditional formatting done right.
Now for the Real Talk: Wor(c)ation or Avoid(c)ation?
But here’s where things get psychologically spicy. As HR professionals, we’ve started to see the deeper uses of worcations… the ones employees don’t mention on Slack.
- “I’ll bring my laptop just in case…” actually means: I need an escape hatch from this 5-day family reunion in which no one knows how to load the dishwasher properly.
- “Just one call with the client…” = I’d rather be talking Q3 goals than dealing with my partner’s Pinterest-perfect-but-exhausting holiday itinerary.
- “I’m staying connected for emergencies…” = I am the emergency. This is my coping strategy.
In short: work can be a socially acceptable way to draw boundaries — or hide behind them.
The Trade-Offs: Productivity vs. Presence
What starts as a clever way to avoid Aunt Mimi’s political monologue or a forced tandem bike ride with your cousin Greg can slowly become a habit of avoidance.
Pro: You skip stress-inducing moments and stay in control.
Con: You miss the chance to truly switch off — and possibly damage relationships with loved ones who notice your “quick emails” last 3 hours.
Also, let’s not forget the cultural cost: when worcations become the norm, they may unintentionally signal to teams that vacation is never truly vacation — a slippery slope HR should absolutely care about.
So, What Can HR Do?
- Normalize true rest: Model and promote the idea that vacation is sacred — no Slack, no spreadsheets.
- Create escape valves: Offer “buffer days” post-vacation for catching up, so people don’t feel the need to stay plugged in.
- Build psychological safety: Let your people know that unplugging won’t cost them credibility or influence.
- Offer coaching or support: If someone always works on vacation, it might be worth exploring whether they feel over-responsible — or overwhelmed by personal obligations.
Final Thought: Don’t Judge the Inbox by Its Cover
For some, logging in from the beach is freedom. For others, it’s a quiet cry for help (or at least a desire to skip a group hike). As HR, we don’t need to police vacation behaviour — but we should stay curious, stay supportive, and when needed, gently ask:
“Do you really need to finish that deck today, or are you just hiding from family karaoke night?”
Either way, we’ll understand. 😊
Article written by Sarah Antlej, CFR Global Executive Search Slovenia
Photo source: Unsplash