Quiet vacationing is defined as taking time off in secret while making it appear as though you are working. It involves taking time off without formally notifying the employer, often by minimizing work-related activities or using methods or tools that make the worker appear engaged. Instead of fully disconnecting, employees may monitor emails and perform some light work tasks while away from the office. Interestingly, the practice is widespread among Gen Z workers and Corporate Executives.
A new survey of 1,200 full-time workers by Resume Builder found that 41% had already taken a "quiet vacation" this year, with that percentage rising to 66% among Gen Z workers and also quite widespread among executives (65%).
Why Employees are Quiet Vacationing
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PTO constraints – Some employees choose to reserve their PTO for future needs or are concerned that their requests may be denied. Others prefer not to utilize their PTO unless assured that it will not have negative implications.
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Workload and Expectations – In many organizations, there is an implied expectation always to remain accessible and responsive. The shift to remote and hybrid work arrangements has further blurred the boundaries between work and personal life, facilitating constant connectivity even during “vacation”.
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Concern about judgment or negative perceptions – Many employees worry that requesting official time off may be perceived as a lack of commitment or could impact their job security and opportunities for advancement.
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Flexibility and autonomy – Executives typically have greater discretion to take time off without attracting concern. In contrast, Gen Z employees may be more inclined to interpret policy flexibility or use vague circumstances to accommodate rest periods while maintaining an understanding of organizational expectations.
What Employers Should do to Mitigate Quiet Vacationing
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HR managers should encourage transparent usage of leave without fear of reprisal or stigma.
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Foster a workplace environment where employees feel comfortable requesting time off without fear of retribution.
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Limit after-hour messages and respect employees' designated time off. Managers should refrain from pressuring employees to remain available outside of standard working hours while on leave.
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Executives should demonstrate commitment to vacation policies through their own compliance and respectful adherence, thereby fostering a culture of consistency and setting a positive example throughout the organization.
While quiet vacationing can serve as a coping strategy in high-performance work environments, it also underscores broader concerns about burnout, trust, and the adequacy of current leave policies across many organizations. As the nature of work continues to evolve, it is essential for organizations to cultivate cultures that both respect and promote time off and ensure that employees’ time off is genuinely restorative.
Employers Council offers online resources to help you develop a vacation policy for your organization. If you need assistance or have any questions, please email our Member Experience Team.
Ruth Rusongoza is an HR Consultant with Employers Council.