Why skipping your summer holiday isn’t productive or healthy for anyone
Taking holidays from work is essential for mental and physical health, enhanced productivity, better work-life balance, and overall job satisfaction. It prevents burnout, strengthens relationships, and supports personal growth. Employees and employers can enjoy a more positive and productive work environment by prioritising regular breaks.
But how can employers ensure annual leave is taken, and total disconnection from work is achieved? Although Poland has specific holiday rules and policies like other countries, it’s the responsibility of managers and the company to enforce these policies and actively encourage employees to take their annual leave.
This is not about carrying over or being paid for holidays but about fostering a culture that values and supports the well-being of its employees. How we view and take our holidays reflects our workplace culture, and it’s up to us to make it a positive one.
The impact of taking holidays
Taking holidays from work is crucial for maintaining overall well-being and productivity. Taking time off can reduce stress, anxiety, and the risk of burnout. A holiday allows your mind to rest and recover, improving mental health and overall emotional well-being and this concept of taking and enjoying leave should be ingrained in the culture from the onboarding stage. It allows the disconnection from work-related pressures, leading to a more balanced and positive state of mind.
Wendy Read, Founder of HR Revolution, told BreatheHR: ‘Taking a break, especially a good chunk of time for a holiday, is extremely important for self-preservation but also enhances and refreshes your approach to things. I often see my team return from a holiday refreshed, energised and re-engaged – ready to get stuck back in & help the team. It’s a super-positive way of working and should always be encouraged.’
Continuous work without breaks may lead to physical health issues such as fatigue, insomnia, and a weakened immune system. Taking holidays promotes better physical health by allowing time for relaxation, physical activity, and proper sleep. Plus, time away from the usual work environment stimulates creativity and fresh thinking and helps achieve a healthier work-life balance.
Is it culturally acceptable?
It’s not enough to create a clear leave policy; the importance of taking a holiday must be embedded in organizational culture to encourage taking annual leave and not working while away.
A Harris poll in the US revealed a concerning trend: most employees (78%) do not use the maximum amount of paid time off. In 2023, the average US employee took only 15 days leave, despite almost half being allowed more. The reasons for this were varied. Around 30% said they had a heavy workload or pressure to respond, while others felt nervous about requesting time off. A staggering 76% said they wished their work culture focused more on the need for paid time off, highlighting the need for a shift in workplace attitudes.
Managers play a crucial role in shaping a healthy work culture by leading by example. When they actively take summer holidays or vacations at other times of the year, they promote a workplace culture that encourages the use of leave. Additionally, it demonstrates trust when managers can step away and leave others in charge.
Conversely, if managers rarely take a break, it can send a negative message to their team.
Kevin Pratt, from Forbes Advisor, told People Management: ‘Many people delete the relevant apps from their phones or turn off their notifications while taking paid time off, while others will leave work phones and laptops at home. These actions should be encouraged by employers, but ultimately, any culture change has to start at the top.’
He added: ‘If you know that your team is away, resist the urge to message them, even if it is just a message to be picked up when they return. As the hybrid working pattern continues to grow, it is imperative that businesses adopt a new culture, which allows people time to switch off, as it will not only improve their morale but also increase productivity overall.’
What about ‘leaveism’?
Leaveism, when employees use allocated time off, such as annual leave, to work, is also a concept that needs to be prevented from entering company culture or banished if it exists. According to a UK CIPD report, 63% of respondents said some sort of company leaveism is present in their organization, with 30% saying employees use allocated time off (e.g., holiday) to work.
So, how can leaveism be shunned from company culture? The CIPD suggests in their report that organizations should work with senior leaders and managers to: ‘Understand the risk factors and causes of leaveism in particular functions and teams. Are workloads, targets, deadlines – and management expectations – realistic? Consider other strategies to tackle leaveism, including: – guidance for managers to help them spot the warning signs – positive employee communications, for example, to encourage people to take annual leave – healthy role-modelling by senior leaders– a culture based more on outputs than inputs.’
Maintaining the positive effects of a holiday
After a relaxing holiday, where rest and relaxation have been prioritised, individuals can feel re-energised. But then they return to work and feel like they’ve never been away. One US study showed that almost one-fourth of individuals who had been on holiday said the mental health benefits of being away disappeared as soon as they got back to work. Only 40% admitted that the positive mental health effects lasted for a few days.
So, how can we ensure that a holiday’s positive mental and physical impact lasts longer? Perhaps the holiday allows time to reset and re-prioritise your work and social life. This might be by setting boundaries of start and finish times, ensuring you always have a lunch break, or possibly balancing working at home and in the office.
On holiday or a break, well-being often becomes a priority or outcome, and it’s easy to drop that when work resumes. Taking stock on your holiday of how you can make simple changes when you return could benefit you for longer and help that well-being stay strong.
Consider what you want the rest of the year to look like and remind yourself to stick to these boundaries where possible. You could also consider making a list of things you can easily change about your work or lifestyle, which will require more change, and you need to focus more on amending.
Author: Sarah Haselwood
