‘Workcations’ an attractive perk, but companies need robust policies

The “workcation” – an increasingly popular perk that blends work with vacation – is a good way to keep employees happy, but a robust set of policies and guidelines is essential, according to HR consultancy Peninsula Canada.

The spread of remote work in the wake of the Covid-19 pandemic has led employees to parlay that into the flexibility of working from a vacation destination. That could mean putting in a day’s coding in Cabo and then hitting the beach in the afternoon to shred some waves.

Flexible work isn’t going away soon – or at least until employers can solve the collective action problem of simultaneously axing the perk across all relevant or substitute industries and roles.

Employees are particularly fond of flexible work, with 75% of respondents in one survey saying it’s the top perk they look for in a job.

There are various positive benefits associated with workcations. For one, they can help increase worker productivity by boosting motivation and creativity with a change of scenery. Workcations can also reduce stress and burnout – improving the overall wellbeing of staff.

“It’s crucial for employers to know how to properly navigate this to ensure productivity remains high while still keeping staff happy by offering flexible work,” said Olivia Cicchini, HR and employment law expert at Peninsula Canada.

Cicchini cautions that employers should, however, strongly consider having guidelines in place to effectively manage workcations.

First, companies should define clear parameters for workcations, including eligibility, duration, and expectations. If employees can’t work in certain jurisdictions for tax reasons or otherwise, or in certain time zones for practicality reasons, they should know. Staff should also understand the process for requesting a workcation.

Next, employers might consider shifting the focus from hours worked to the quality and timeliness of deliverables. This change in focus aligns with the flexibility of workcations while ensuring continued productivity.

Employers should also provide strong cybersecurity measures to protect information, as well as guidelines on secure internet connections and data protection practices.

Last, employers should periodically assess the impact of workcations on productivity and employee satisfaction, and use feedback to refine policies.