The Rise of the Workcation and How It Can Affect Your Team

February 11, 2025

SEB Marketing Team

Imagine swapping your office chair for a hammock, your desk for a beachside café, and your lunch break for a dip in the ocean. For many, the concept of the “workcation” – blending work and vacation – has been gaining momentum as remote work becomes more mainstream. For HR professionals and managers, this presents both exciting opportunities and tricky challenges. Let’s explore the potential impacts on employee productivity, well-being, and company culture of “workcation.”

Why Workcations Are on the Rise

The shift toward remote and hybrid work has made it easier for employees to work from virtually anywhere with a stable internet connection. At the same time, burnout and stress are growing concerns and employees want more flexibility and a change of scenery to recharge without sacrificing work commitments. A workcation provides an appealing middle ground – allowing employees to experience new places while still staying connected to their job responsibilities.

From a company perspective, workcations can also be a valuable tool for attracting and retaining top talent. Offering location flexibility demonstrates trust and adaptability, key factors in fostering a modern, employee-friendly workplace.

The Potential Benefits of Workcations

When managed correctly, workcations can offer several benefits for both employees and employers:

• Increased Productivity and Creativity: A new environment can stimulate the mind, inspire innovative thinkings and problem solving, helping employees feel re-energized and inspired. For many, working from a scenic or relaxing location can also lead to fewer distractions and greater focus.
• Improved Employee Wellbeing: Workcations can reduce stress and prevent burnout by allowing employees to balance work and leisure in a way that suits them best. Also, a change of scenery can do wonders for mental health, providing a refreshing break from the monotony of the daily grind.
• Enhanced Job Satisfaction and Retention: Employees who feel trusted to manage their own schedules and locations often report higher levels of job satisfaction. Offering workcation options could be a strategic move in retaining top talent, especially among younger workers who prioritize work-life balance.
• Global Talent Mobility: For companies with international teams or clients, workcations can enable employees to work from locations that align with business needs. It also helps remote workers feel less isolated, as they can choose to work from places where they feel more engaged and connected.

The Challenges and Risks of Workcations

While the idea of a workcation sounds ideal, it’s not without its complications. Here are some key concerns businesses need to address:

• Maintaining Productivity and Accountability: Not every location is conducive to focused work. Poor internet connectivity, time zone differences, or the temptation of leisure activities could lead to reduced productivity. Setting clear expectations for work output is essential.
• Team Collaboration and Availability: If multiple team members take workcations at the same time, scheduling meetings and ensuring real-time collaboration could become difficult. Also, different time zones and unreliable internet connections can hinder communication and collaboration with colleagues back home. Companies need to establish guidelines for availability and response times.
• Cybersecurity Risks: Public Wi-Fi at hotels, cafés, or co-working spaces may not be secure, increasing the risk of cyber threats. Employers should ensure that remote workers use VPNs, encrypted devices, and strong security protocols to protect sensitive company data.
• Legal and Tax Implications: Employees working from different countries for extended periods may unintentionally trigger tax or legal concerns, including visa restrictions and labor laws. Businesses should have clear policies on where employees can work and for how long.

Implementing a Workcation Policy

If your company is considering allowing workcations, having a structured policy in place can help ensure a smooth experience for both employees and management. Here are some key steps:

• Set Clear Work Expectations: Determine who can take a workcation and under what conditions – which employees, what roles, how long, etc. Also, define what a workcation means for your company. Define performance expectations, availability requirements, and communication protocols. Employees should be required to maintain regular work hours and be accessible for team collaboration.
• Provide IT and Cybersecurity Support: Equip employees with the right tools to work securely from remote locations. Encourage the use of VPNs, multi-factor authentication, and company-approved security measures to minimize cybersecurity risks.
• Encourage Responsible Workcation Practices: Workcations should enhance, not hinder, employee well-being. Encourage employees to choose locations that support a productive work environment and allow for a healthy work-life balance.
• Evaluate and Adapt the Policy: Pilot the workcation policy with a small group and assess its impact before rolling it out company-wide. Gather feedback from employees and managers to refine the guidelines as needed.

Workcations are an exciting trend that reflect the evolving nature of work. While they offer undeniable benefits, they also come with challenges that businesses must navigate thoughtfully. For companies that embrace flexibility, a well-managed workcation policy could boost morale, improve retention, and support employee wellbeing. With the right planning and safeguards in place, workcations could become a win-win for both employees and employers—proving that sometimes, you really can trade your desk for the beach.