What are the possible reasons for not taking vacation?
Is vacation for your employees a benefit or a necessity? Why do many employees not take it? What factors might be underlying this behavior, and what are the legislative implications for you?
At Talent Solutions, we have prepared a fresh perspective on vacation for you. In the article, our experts explore key facts that will open up new horizons for you.
1. Fear of overtime – “I’ll have to make up for the vacation anyway”
One of the most common reasons employees do not take vacation is fear of what awaits them before going on vacation and after returning. The feeling that no one will take over their work and that they will have to “catch up” on everything is extremely demotivating. This often stems from an understaffed team, where everyone has too many responsibilities on their shoulders. Another factor is the feeling of being irreplaceable – “No one can do it as well as I can.” This is a sign of insufficient leadership.
If employees feel irreplaceable, it can lead to:
- Burnout and decreased productivity.
- High turnover and loss of key personnel.
For managers, this is a clear signal to reconsider task allocation and understand why employees are afraid to leave work to others. The solution may be better work organization, clear task delegation, and job rotation.
2. Legal obligation that protects both parties
Vacation is not just a recommendation; it is a legal obligation for the employer. The Labor Code clearly states that the employer must ensure that every employee takes their vacation within the calendar year. Neglecting this obligation can lead to fines, loss of control over vacation scheduling, and excessive accumulation of provisions for unused vacation.
3. Protection against fraud and risks
Have you heard of the so-called “fraudster syndrome”? It is a phenomenon where an employee is afraid to take vacation because they fear exposure of dishonest behavior. It may sound surprising, but regular employee absence is an important preventive tool.
When a key employee leaves the workplace for a period of time, their responsibilities are taken over by someone else. This process can reveal:
- Discrepancies and hidden fraud.
- Unfavorable agreements that would otherwise go unnoticed.
- Inefficient processes that hinder the team’s work.
By supporting vacations, you strengthen transparency and ethics within the company, thereby reducing potential financial and reputational losses.
4. Unmanaged other time-based benefits
One of the reasons may also be an attractive benefits package offered by the company. It may provide additional time off, flexible working hours, or even home office options. While such benefits are highly sought after, paradoxically, they can reduce employees’ motivation to take their regular vacation. They may feel that they have enough rest and that taking a vacation is unnecessary. However, it is important to realize that time off received as a benefit should not replace their statutory vacation entitlement.
Vacation is not a luxury but a key element for a healthy and thriving work environment. It is also a legal obligation for the employer, an effective tool for identifying risks, and essential for every employee’s recovery. Instead of merely asking whether employees take their vacation, you should consider: Why don’t they take it? This holds the key to uncovering issues that may be slowing down the entire company and your business.
Do you need advice on effective employee management or are you looking for solutions for overburdened teams? At Talent Solutions, we can help you set up processes that support both your team’s productivity and mental well-being.
