Vacation or Workation, that is the question. Remote work and outsourcing of work have created the opportunity for more people to work from distant places. Logging into the firm’s or the administration’s secured intranet enabled to work from where you prefer to work rather than on the premises of the firm. After the technological shift to enable secure remote work, the acceptability of remote work is a societal issue. Whereas bosses worked or had to work while on travel for many decades, the same has become feasible due to reduced costs for many other employees as well. The Covid-19 pandemic has forced another shift in the need to accept and advance remote work as well. Taken together the option of a “workation” instead of a vacation became equally more feasible. The borderline between remote work, “workation” and vacation has become more and more blurred. It remains to be seen, whether these options enhance an outsourcing trend by firms or whether more “back-sourcing” or “in-sourcing” will be the consequence.
Employers with their associations and employees with their trade union representatives have a need to include such topics in their bargaining agenda in addition to pay, health and safety, as well as working time adaptations.
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