A rising phenomenon seen with the increased prevalence of remote workers is employees choosing to work from anywhere, including holiday destinations. This is often called a “hush holiday” or “hush trip”, as it represents the fact that they are travelling whilst working – with or without their employers’ permission.
The push for remote working that began in 2020 due to the pandemic has led to this working style being the preferred or default working mode for many across the globe. The UK Office for National Statistics (ONS) has reported that 78% of employees working from home have admitted that the arrangement has given them a better work-life balance, and 85% have expressed the desire to keep working from home part-time in the future.
“Hush Holidays” or “Hush Trips”
As discussed by travel and RV rental company RVshare, “hush trips” are trips or travels taken by remote workers while still doing work – embracing the ability to work from an alternative location and enjoying leisurely activities.
RVshare also surveyed this phenomenon, discovering that 56% of working adults say that they are very likely or extremely likely to go on a “hush trip”. Of Gen X and Millenial workers, 36% of them have already planned a “hush trip” in 2023.
Going on a “hush trip” does not necessarily mean that the working culture of the company is unhealthy to the point employees hide elements of their working modes from their employers, rather it has been such a normal instance that it is now more acceptable to travel around while working. However, some concerns arise from doing so.
According to Topia, 94% of employees feel that they should be allowed to work from anywhere they want as long as they get the job done. However, they have also found that employees are now working across the globe but not notifying HR about it. They found that only 34% reported the days they are working outside of their state or country and 66% failed to do so.
HR not being aware of employees’ locations can pose risks in compliance and legal, but also overall business concerns. Thus, it is recommended that employers have a framework that defines what employees can do when remote working.
Considerations of Hush Holidays
Allowing for these trips may be the key to employee retention, as more workers are prioritising flexibility in their work and would leave their current position for another role that can offer more flexibility.
However, employers do have a duty of care as well as legal compliance responsibilities when conducting business.
It is recommended that employers set out a guideline that defines the policies for conducting remote work. This can include where they are allowed to work and for how long. Additionally, working with legal consultants to help shape these policies can ensure better compliance and prevent future liabilities.
Another concern is company integration and cohesion. By allowing for remote work, it is a given that there will be different challenges when it comes to building a connected team in the workplace compared to workplaces that are fully in-office. Establishing adequate work and communications platforms is necessary for businesses with remote workers, as well as thinking of strategies to ensure cohesion across all employees.