Introduction Of UAE
In the evolving landscape of remote work, a new trend known as ‘hush vacations’ is gaining traction globally, with instances emerging in the UAE. Unlike the more familiar ‘workcation,’ a ‘hush vacation’ or ‘hush-cation’ involves employees secretly working from vacation destinations without informing their employers. While this might seem like a creative way to blend work with leisure, the practice poses significant challenges for both employees and employers.
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A recent survey conducted by the Society for Human Resource Management (SHRM), headquartered in the United States, revealed that 68% of employers have revised their remote work policies to address the issue of ‘hush vacations’ or undisclosed work locations. Furthermore, some companies have adopted ‘location-agnostic’ salary structures, compensating workers at the same rate for the same job, regardless of their location. Notably, 42% of Fortune 500 firms have implemented this model.
However, not all organizations view hush vacations through the same lens, and employees who engage in this covert practice may be risking their professional future. UAE
The Appeal and the Risks of Hush Vacations
For some, the lure of a hush vacation is undeniable. Take Ahmed, an Egyptian national working in the middle office of a private equity firm in Dubai, who recently took the plunge. “I decided to take the risk. I told my office that I would be a bit slow in my work for a few days due to a sudden bout of the flu. Additionally, I activated a roaming package,” Ahmed shared. UAE
His plan was straightforward: enjoy a week of sun, rain, and quiet beaches, and return before anyone at work noticed his absence. The first few days went smoothly as Ahmed worked from Nungwi’s white sand beaches in Zanzibar. The time difference between Dubai and Zanzibar is only one hour, allowing him to maintain his usual work schedule while enjoying the local scenery in the evenings. UAE
However, the situation took a stressful turn when Ahmed was informed of an urgent in-person meeting scheduled for the next day. “My heart raced. I told my colleague I was still not feeling well and was planning to get some medical tests done but could join through a video call. Thankfully, my office agreed,” he recounted. In the end, the meeting was postponed, allowing Ahmed to continue his vacation without being caught. Despite this close call, Ahmed concluded, “I don’t think I will do this again.”
Similarly, Amelia Foster, a British expat living in Dubai, took a ‘hush trip’ to Abu Dhabi. Working remotely for two days while visiting a friend, Amelia enjoyed her mini-vacation without her employer’s knowledge. However, she too admitted, “I don’t think I would dare to go on a vacation again without informing my office.”
The Employer’s Perspective: Challenges and Solutions
From an employer’s standpoint, the hush vacation trend is fraught with potential pitfalls. HR professionals highlight concerns about reduced productivity, delayed communication, accountability issues, and inconsistent work quality. Aws Ismail, General Manager at Marc Ellis, noted, “If the employee is working in an exotic location without the consent of the employer, it can create a huge trust issue and be seen as misconduct, which could lead to problems for the employee.” UAE
Industry experts agree that for remote work arrangements to be successful, clear policies must be established regarding acceptable work locations and work hours. “Communication and trust are key,” Ismail emphasized. “Regular check-ins from the employee to the employer can ensure productivity without the need for micromanagement.”
While some businesses may not endorse the hush vacation trend, they acknowledge that the growing acceptance of remote work has contributed to its rise. “Flexibility is a two-way street,” Ismail added. “Employers should be open to accommodating remote work in various locations, and employees should respect and adhere to company policies to maintain a productive and trust-filled working relationship.”
Fatima Ahmed, Group HR Manager at athGADLANG, echoed these sentiments. “My advice to employers is to establish and communicate clear remote work policies, including work locations, and implement robust cybersecurity protocols to safeguard company data,” she said. UAE
Conclusion
As remote work continues to evolve, the hush vacation trend highlights the need for clear communication and mutual trust between employers and employees. While the idea of working from an idyllic location may be tempting, the potential risks — both personal and professional — should not be underestimated. For companies, the solution lies in crafting and enforcing policies that balance flexibility with accountability, ensuring that remote work remains effective, regardless of location. UAE
