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While the word vacation can mean different things to different people, the Merriam-Webster Dictionary defines it as a noun meaning the following: 

             b. “a period of exemption from work granted to an employee” 

Synonyms for vacation include “break,” “leave,” and “recess,” all of which are contradictory to the word work. 

Work, as a verb, has seven definitions, according to Merriam-Webster, including words and phrases such as “task,” “sustained effort,” “exert oneself physically or mentally,” and “move or progress laboriously.” 

Yet, despite all the benefits of vacation, according to Forbes, “over 765 million vacation days have gone unused,” and “52% of employees report working while on (vacation).” So, where is the disconnect? 

While there are a variety of reasons employees don’t take their vacation days, the most common themes found in a study by experience-management company Qualtrics were fear of job loss, fear of falling behind, and concerns about team perceptions or letting the team down. The study further found that while on vacation, 20% of employees said their employers expect them to be online, 27% indicated they were expected to respond to emails and messages, and 31% were expected to answer calls or texts. 

Benefit offerings are costly, but employers offer them because they assist with attracting and retaining employees, creating a competitive advantage. When utilized effectively, benefits promote results that ultimately provide a return on investment with a positive impact on the bottom line. However, the key to realizing that return lies in the utilization of the benefit. If employees are not utilizing their vacation, regardless of the reason, the underutilization of the benefit will prevent both the employee and the employer from obtaining the intended outcome, resulting in a loss to both parties. 

To ensure that organizations and employees are realizing the full potential of their vacation benefits, employers must create a culture that not only provides and permits vacation use but also promotes vacation as defined. To be effective, vacation should truly be a period spent away from work, that is exempt from performing work, and results in an uninterrupted break from work. 

Employers can assist employees in achieving the full benefit of their vacation by leading by example, which includes the following: 

Additionally, employers should consider the following: 

While you might think that employees underutilizing their vacation is a cost savings, it is not. Employees who are overworked may experience higher levels of stress, increased risk of depression, substance abuse, and other mental and physical health problems. Over time, this can lead to higher absenteeism, poor performance, and increased turnover, which is not only costly to the bottom line but also negatively impacts your employer brand.