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This month, economists have reported that remote work has solidified its position as a major labor market shift. The findings have backed what many of us already believed: that remote work has been the most significant long-term transformation to the world of work in decades, and has likely changed the way we’ll work forever.

While remote work continues to be a divisive subject, according to the US Bureau of Labor Statistics, 35% of employees did some or all of their work from home in 2023, compared to 24% in 2019. The numbers are particularly interesting in light of the “return to office” schemes that have taken place at multiple corporations since the pandemic. Because while remote work is (as you’d expect) not as prolific as it was during the global lockdowns, it has now stabilized at a level far higher than pre-pandemic.

For businesses and individuals who are willing to accept remote and hybrid working models, its popularity comes as no surprise. The benefits for employees are huge. Nick Bloom, an economics professor at Stanford University, asserts that offering hybrid working models is almost equal to giving employees an 8% raise.

The freedom to work from where you choose and the flexibility that brings, vastly improves the quality of life for many workers. Remote work allows people to spend more time with family and friends, it’s more economically sustainable, it democratizes land so that people don’t have to live in overpopulated cities, and it’s great for work-life balance and managing burnout.

But it’s not just employees who get to reap the benefits. Businesses also stand to benefit hugely from the new standard. Financially, companies can save significant costs on real estate, travel, and hiring. But it also enables companies to work with people from all over the world, unencumbered by borders. The idea that your talent has to fall within a handful of miles from your HQ is quickly becoming an archaic line of thinking. In a remote-first work environment, the best person for the job might be in the furthest corner of the globe. Does it matter? Not one bit.

For those of us who champion the benefits of remote work, this announcement is music to our ears. The more universally the corporate world accepts remote work, the more we can focus on honing it and perfecting it—making it the best and most effective method of working we’ve had to date.

At Remotify, we work with companies and individuals to transfer easily to a remote work model, allowing them to hire the best global talent, cut back on costs, and create truly amazing places to work. If you’d like to find out more about our services, why not book a call with our friendly team? We’d be happy to help!

A recent talk by Airbnb’s cofounder Brian Chesky has been making waves across the startup landscape this month, all revolving around one exciting new term: Founder Mode. Up until recently, there was no convenient explainer for Founder Mode, but many have felt its effects or impact for decades. To better explain what Founder Mode exemplifies, it’s useful to start by understanding its opposite: Manager Mode.

For a long time, Manager Mode has been the way countless startups have been run as they scale into larger businesses. It’s the idea that, when a company reaches a certain size or success level, once-involved leaders begin to adopt a delegation-centric, hands-off management style. It runs nicely alongside the mantra of “hire good people and the work will take care of itself”, but it seems that doing so does not always reap the rewards Manager Mode promises.

In fact, Chesky and many others (including Steve Jobs) have felt that, when founders begin to ease into Manager Mode, the company suffers as a result. Instead, they believe in adopting Founder Mode, which is the art of remaining close to the details and to the people behind them, even as your company scales.

In a now widely-shared article by Paul Graham of Y-combinator, he talks about the reasoning behind why Manager Mode often doesn’t work for founders. He says, “What [founders] were being told was how to run a company you hadn't founded — how to run a company if you're merely a professional manager. But…there are things founders can do that managers can't, and not doing them feels wrong to founders, because it is.”

Essentially, if you take responsibilities like problem-solving, creative ideation and risk-taking decisions away from founders, you lose what makes them so uniquely useful and powerful to the company. Having them sitting behind a desk away from the noise is not where they typically thrive, or what got them there in the first place.

For many startups - like us here at Remotify - having Founder Mode coined is of huge importance, because it helps others to understand the differences between staying where our talents lie, and negative terms like “micromanaging”. As a female-founded business, this is especially important because Founder Mode is a much harder dance for women, who are more likely to get canceled or reprimanded for exhibiting Founder Mode than their male counterparts. As Bumble’s founder Whitney Wolfe Herd says, “[I was] in founder mode for 10 years and got attacked for it every single day.”

The more we learn about Founder Mode, the easier it will be for us to exhibit it, no matter who we are, what our gender is or what we look like. The results have continued to show us that many founders do their best work when they continue to roll up their sleeves and remain a part of the everyday running of the business. And who are we to argue with these results?

At Remotify, we work with companies and individuals to create amazing places to work, no matter where you are in the world. Want to find out more about how we do it? Book a call with a member of our friendly team today.

Outsourcing certain tasks and roles can be an amazing way for businesses to connect with the best talent for the job, and run a company efficiently from anywhere in the world—but it requires some due diligence. The nature of outsourcing will sadly encourage some people to cut corners or not treat outsourced talent with the same respect and fairness as their full-time employees. But doing so is lose-lose for both talent and brand, and that’s where the practice of ethical outsourcing comes into play.

What is ethical outsourcing?

Put simply, ethical outsourcing is hiring outside talent or services while still adhering to a high standard of ethical conduct and regulations. This means that everyone you hire - whether that’s internal or external - gets access to the same rights, privileges and dignity. These might include things like safe working conditions, labor rights, fair compensation, cultural or environmental sensitivity, and legal compliance.

What are the benefits of ethical outsourcing?

The benefits of ethical outsourcing for talent are pretty clear: they’re treated more fairly, have a greater sense of job security, and are better able to progress in their careers. But it’s not just workers who benefit from more ethical approaches to outsourcing. The companies themselves typically see an enhanced brand reputation, higher levels of productivity and work quality, more innovation and creativity, improved company culture and better financial results.

Alongside the positives, companies will also avoid a host of negative issues presented by unethical outsourcing, such as worker exploitation and legal and compliance complaints. Both of these can be hugely expensive to solve, but perhaps still not as detrimental or everlasting as the brand damage that comes with them.

Ways you can implement ethical outsourcing in your workplace

So, how do you begin to implement ethical outsourcing? The below list outlines some sure-fire ways to make sure you’re doing it right:

At Remotify, we work with companies and individuals to make outsourcing as ethical, successful and positive as it can be. We believe the best talent and connections take place all over the world, but you need the right tools, people and services to make that happen. That’s where we come in. Want to find out more about how we do it? Book a call with a member of our friendly team today!

There are many challenges to being a founder—most especially in the early stages of creating a business. When starting out as a founder, you are the business. You are the idea, the hard work, the salesperson, the creativity. Because of this, it feels amazing when you succeed—but it’s just as easy to take it personally when you don’t.

Traits like being able to handle rejection, having perseverance and betting on yourself require a unique and - to many of us who have been taught to value modesty or carefulness - an unnatural way of thinking. But it’s a crucial mindset to have to succeed in the startup space.

Here, we’ve explored some of these character traits in more detail which we believe make up that endlessly sought-after ‘founder mindset’.

Handling rejections

Hopefully, as a founder, you already believe in what you do. If that’s the case, you’re in the right mindset—you just need to keep flexing it, like a muscle. When you understand exactly why your business is vital - and who it’s vital for - you grow a much thicker skin when pitching to the outside world. In this way, when you experience rejection (and as any seasoned founder will tell you, you’ll experience plenty in your journey, no matter how successful you are!) it won’t derail your journey or make you doubt your vision.

Coming to terms with rejection as a part of (startup) life - something to learn from but not dwell on - will give you the right mindset to persevere with your journey. Because sometimes, just carrying on is the hardest but most necessary thing you’ll have to do.

Betting on yourself

Creating a business from scratch requires more than a little risk—and risk is something you must learn to live with and use if you want to be a successful founder. When leading a startup, there are of course times to be careful. You need to be able to stay afloat in harder moments and have a plan for the future, for instance. But there are also times when you need to have the mindset to bet on yourself, in spite of the risks.

In its simplest form, betting on yourself is just another way of having faith—faith in what you’ve created, but also faith in your ability to see it through.

Being your most reliable ally

Sometimes, it might feel like being a founder is all about being strong, robust and thick-skinned, but you also need to be gentle and compassionate with yourself and your team.

Being an ‘ally’ to yourself isn’t only about openly supporting what you’re doing, it’s about supporting yourself on an emotional level, too. Having your business’s best interests at heart can sometimes look like asking for help, taking a break or slowing down. Founders are only human, after all, and no one can keep up a founder mindset without rest, kindness and support.

At Remotify, we’re on a mission to help companies and their founders succeed through the freedom and flexibility of remote work. We help both companies and individuals grow with remote teams, using our Employer of Record Plus service. Want to find out more about how we do it? Book a call with a member of our friendly team today.

Globally, the Baby Boomer generation are reaching retirement age, resulting in a mass exodus from the workforce. Great news for any Boomers ready to swap corporate meetings for gardening gloves (or any other hobby of their choice), but the exodus is leaving the labor market in rather a sticky situation. The problem is: employers aren’t being left with enough time to transfer skills and knowledge onto younger employees, meaning certain skills are at risk of dying out altogether.

That’s where ‘flextirement’ comes in.

What is flextirement?

Flextirement is the new term being used by companies offering older employees the chance to ease flexibly into retirement without giving up work altogether. It would focus less on day-to-day tasks and more on the transfer of knowledge and skills. Employees that are ‘flextired’ are more likely to take up mentoring or consulting positions, for example.

Why are people doing it?

As well as allowing older generations to properly pass on their learnings to younger employees, flextirement also allows people at retirement age to make a slower and more gradual journey towards retirement, rather than cutting off all forms of work at once. While retirement is often positioned as a happy, relaxing moment in our lives that we’ve worked hard to reach, research has found that almost one in three retirees say they feel depressed—a rate higher than that of the adult population overall. Going from full-time work to nothing at all can be a physical and emotional shock. Flextirement is one way to make the process less so.

A shift towards flexibility

The trend in flextirement is a mirror of other more flexible measures occurring across the global workforce. Since the pandemic, many workplaces have introduced either remote or hybrid working options, and the rise of the ‘digital nomad’ career has skyrocketed. Clearly, we’re living through a moment of unparalleled openness to change.

While flextirement gives employers a great opportunity to squeeze knowledge and skills from an experienced demographic, undoubtedly most of the benefits are felt by the workers themselves. Flextirement is giving the Boomer generation the flexibility to prioritize things like family, health, and travel—all while retaining a sense of career purpose until they’re ready to fully transition into retirement.

For those willing to embrace more flexible, unconventional methods of working, the future of work will be second nature. That is, after all, where things are headed.

At Remotify, we believe in the power of flexibility and being able to work from wherever you choose. We help countless companies and individuals transition seamlessly to growing with remote teams, using our Employer of Record service. Want to find out more about how we do it? Book a call with a member of our friendly team today.

Tap in, drink a coffee, tap out. Sound like the ideal day at the office? Well, plenty of people are doing exactly this—but employers aren’t too happy about it. ‘Coffee badging’, a term coined by Owl Labs, describes the new trend of office workers showing up to work to physically meet their attendance quota, staying for the length of a coffee, catch-up or meeting, then heading home right after.

Why are so many people ‘coffee badging’?

After the pandemic, many employers wanted to get their staff back into the office, some going as far as to implement mandatory office days that were tracked by swipe cards. While the new trend of coffee badging undoubtedly has a connection to the popularity of remote work, it’s largely down to rising resentments around a lack of freedom and trust.

With so many companies offering either fully remote or hybrid working options for employees, it’s understandable that individuals might come to resent companies that don’t offer the same freedoms.

Surveillance and scaremongering - why it doesn’t work

At first glance, mandatory office time bolstered by surveillance might seem like a good way to get butts back in office chairs. But research has shown that a staggering 77% of workers are more likely to leave a company if they’re not offered some level of freedom to choose where they work.

Scaring your workers into returning to the office won’t end up boosting productivity. Rather, the stats show that workers who feel pressured and surveilled will simply find somewhere else to work.

So, what’s the solution?

If you want your employees in the office at least some of the time, the best thing you can do to avoid coffee badging is to make in-office time useful, productive and sociable. People are far more likely to feel frustrated if they come into the office to do exactly what they could at home. Actively schedule meetings, guest speakers, treats and perks for those days when you require people’s attendance. And perhaps try to encourage your staff to come in on specific days, so that they’re not surrounded by empty desks.

Of course, you could always trust your employees to choose for themselves whether office or remote work works best for them. Not all humans are built the same, and some people simply prefer - whether for mental, physical or personal differences - to work from home. And do a better job because of it.

At the end of the day, as long as employees are performing well and are happy in their roles, what does it matter if they are at home, in an office, or in a co-working space? Surely anything is better than resentfully beeping in for the sake of it.

At Remotify, we believe that the best workplaces are flexible workplaces. Our Employer of Record service makes transitioning to remote teams simple, seamless and effective. Want to find out more about how we do it? Book a call with a member of our friendly team today.

Some of the world’s most powerful tech giants are losing senior talent by forcing them to return to the office, according to new research by the University of Michigan and the University of Chicago. The study, which analyzed 260 million resumes, found that senior team members are far more likely to leave a position if a return to the office is made mandatory.

Which tech giants have seen the biggest drops?

Microsoft’s senior staff dropped by over 5% after implementing a return to office (RTO) plan. Similarly, Apple experienced a 4% exodus after mandating a minimum of one day in the office per week. But the most shocking drop can be seen at SpaceX where, after insisting senior team members spend all five days in the office, the company saw a whopping 15% plunge in personnel. The findings appear to show a correlation between days spent in the office and the number of departures—the more time required in the office, the more likely people are to leave.

A need for flexibility

Interestingly, a different piece of research by Morning Consult, which consulted 6,625 adults in the USA, found that worker attitudes towards hybrid work are becoming increasingly positive, with 29% saying they preferred a hybrid work model in 2024, up from 25% the previous year.

What this tells us (global tech giants take note!) is that a level of flexibility is required in order to retain talent—whether that’s senior team members or entry-level new starters. As SpaceX found out, by setting rigid rules around office days, there will inevitably be people who simply jump ship, rather than struggle with an arrangement that doesn’t work for them.

Similarly, given that hybrid work is proving even more popular than fully remote work, companies would do well to trust their employees to come to the office when they can. Every employee is different. They have different personal lives, different physical and mental requirements, and different barriers to working from a singular place. The best and most popular employers will be the ones that take these differences into consideration when thinking about time spent at work, versus time spent elsewhere.

For anyone worried about losing top talent, the best antidote may be trusting your employees to do what they feel is right for them.

At Remotify, we believe that the best workplaces are flexible workplaces. We’ve helped countless companies transition from mandatory office hours to a more flexible approach, handling the complex details on your behalf. Want to find out more about how we do it? Book a call with a member of our friendly team today.

Startups frequently face the challenge of quickly and efficiently onboarding new employees while adhering to all necessary laws and regulations. An Employer of Record (EOR) solution can help startups streamline their hiring process, save time and money in payroll management costs, and ensure they are compliant with all necessary laws and regulations. This article will provide an overview of an EOR solution and discuss the benefits of using such a solution for startups.

What is an Employer of Record (EOR) Solution?

An Employer of Record solution is a service that provides startups with the resources and expertise to handle all payroll, HR, and legal obligations related to hiring employees. This includes managing payroll taxes, benefits, health insurance, and regulatory compliance. The EOR solution allows companies to hire employees in another  country without having to set up a separate entity.

Benefits of Using an EOR Solution for Startups

1. Streamlined Hiring Process: An EOR solution makes the hiring process simpler and more efficient, saving startups time and effort. The EOR handles all legal paperwork, payroll taxes, and other obligations related to hiring employees so that companies can focus on finding the right talent for their team.

2. Cost Savings: By managing all payroll costs in one place, startups can save money on costly payroll management fees. An EOR solution also makes it easier to keep track of employee wages and hours, helping companies maintain accurate records that are compliant with all necessary laws and regulations.

3. Regulatory Compliance: An EOR solution helps ensure startups are in compliance with all necessary laws and regulations associated with hiring employees. This makes it easier for startups to stay on top of the latest developments in employment law and avoid costly penalties.

4. Global Reach: EORs facilitate international expansion by managing overseas employment without the need to set up foreign entities.

Streamlining the Hiring Process

Quick Access to Talent

An EOR solution provides startups with quick access to a huge pool of talent that can help them fill positions quickly and efficiently. This allows startups to focus on finding the right fit for their team without having to worry about finding the right person.

Automated Onboarding & Training

The EOR solution also streamlines the onboarding process. Companies can easily set up automated onboarding processes that ensure employees have the resources they need to begin with their journey.

Performance Tracking & Management

Finally, an EOR solution makes it easy for startups to track employee performance and manage any issues that may arise during the hiring process. This helps companies ensure their new hires are meeting expectations and stay on top of any potential problems.

Easy Compliance with Regulations and Laws

An EOR solution simplifies the process of staying in compliance with all necessary laws and regulations. The EOR handles all paperwork and responsibilities related to hiring employees, making it easier for startups to keep up with legal requirements.

Low Administrative Costs

An EOR solution also helps reduce administrative costs associated with hiring employees. Companies can save money on payroll management fees and other expenses related to onboarding new hires.

Saving Time and Money in Payroll Management

Automated Payroll Processing

An EOR solution makes it easier for startups to process payroll accurately and efficiently. The EOR handles all payroll expenses, from tax filing to employee payments, so companies don’t have to manually manage each step of the process.

Reduced Risk of Errors

The automated payroll processing provided by an EOR solution also reduces the risk of errors. This helps ensure companies are compliant with all necessary laws and regulations while also preventing costly mistakes in payroll management.

More Time to Focus on Business Goals

Using an EOR solution frees up time and resources that startups can use to focus on their business goals. This gives companies the flexibility they need to build a successful team without having to worry about payroll management or other administrative tasks.

Ensuring Compliance with Necessary Laws and Regulations

Simplified Tax Compliance Processes

An EOR solution makes it easier for startups to comply with all necessary tax laws and regulations. The EOR handles all payroll taxes, making the filing process simpler and more efficient.

Professional Assistance with local Regulations

An EOR solution also provides professional assistance with local regulations. This allows companies to stay on top of the most recent legal requirements and avoid costly penalties for non-compliance.

Accurate Record Keeping

An EOR solution ensures startups have accurate records of employee wages and hours, making it easier to comply with necessary laws and regulations. This helps companies make sure they’re compliant while also avoiding errors in payroll management.

How Remotify EOR can help your Business

Remotify provides an all-in-one Employer of Record (EOR) solution in Philippines perfect for startups. We provide comprehensive payroll management services, as well as the expertise to help companies stay compliant with all necessary laws and regulations. With our EOR solution, you can streamline your hiring process, save time and money in payroll management costs, and ensure you are compliant with all necessary laws and regulations. Get up and running quickly, without the hassle of setting up separate entities or establishing residency in multiple countries. Let us help you to ensure your hiring process is as efficient and cost-effective as possible. Contact Remotify today to learn more about how our EOR solution can help your business succeed!

Let's Wind Up!

An Employer of Record (EOR) solution can help startups streamline their hiring process, save time and money in payroll management costs, and ensure they are compliant with all necessary laws and regulations. By providing access to automated onboarding, performance tracking, and assistance with legal compliance, an EOR solution enables companies to quickly and efficiently build a successful team. In addition, an EOR solution helps reduce administrative costs associated with hiring employees and provides accurate record keeping to help companies stay in compliance with all necessary laws and regulations. For startups looking for an easier way to hire remote Filipino employees, an EOR solution is the perfect solution.

FAQs

1. How can an EOR solution help my business?

An EOR solution helps streamline your hiring process, save time and money in payroll management costs, and ensure you are compliant with all necessary laws and regulations. It also reduces administrative costs associated with hiring employees and provides accurate record keeping to help companies stay in compliance with all necessary laws and regulations.

2. Is Remotify an EOR solution?

Yes, Remotify provides an all-in-one EOR solution perfect for startups. We provide comprehensive payroll management services, as well as the expertise to help companies stay compliant with all necessary laws and regulations. Contact us today to learn more about how our EOR solution can help your business succeed!

3. What are the benefits of using an EOR solution?

The main benefits of using an EOR solution include: streamlined hiring process, reduced administrative costs associated with hiring employees, automated payroll processing and risk reduction, and access to professional assistance with state and federal regulations. An EOR solution also helps ensure accurate record keeping to help companies stay in compliance with all necessary laws and regulations.

4. How can I get started with an EOR solution?

To get started, contact Remotify today and let us help you hire your team and ensure your hiring process is as efficient and cost-effective as possible. Our all-in-one EOR solution will help you streamline your hiring process, save time and money in payroll management costs, and ensure you are compliant with all necessary laws and regulations. Get up and running quickly, without the hassle of setting up a separate entity.

We look forward to helping you succeed!

An Employer of Record (EOR) is an organization that takes on the legal responsibilities of employing staff on behalf of another company. This service is particularly beneficial for companies looking to expand internationally or manage complex employment regulations without setting up a legal entity in a new country. Here are some key advantages of using an EOR:

1. Compliance with Local Laws

2. Cost Efficiency

3. Speed and Flexibility

4. Focus on Core Business

5. Talent Acquisition and Management

6. Benefits Administration

7. Reduction in Liability

8. Scalability

Considerations Before Choosing an EOR

A. Assessing company needs and goals.

Before partnering with an EOR, it is essential to assess your company's needs and goals. This will help you determine which EOR services are necessary for your business.

B. Researching and comparing EORs.

It is crucial to thoroughly research and compare different EOR providers before selecting one. Factors such as their experience, expertise, pricing, and range of services should be carefully considered.

C. Understanding the contract terms and conditions.

Before signing any contracts with an EOR, make sure to fully understand all the terms and conditions. This will ensure that both parties are on the same page and there are no misunderstandings or surprises later on.

D. Understanding the services provided by EORs.

Different EORs offer different services, so it is important to understand what specific services a provider offers before making a decision. Some may specialize in certain areas such as benefits administration, while others may offer a full range of HR functions.

E. Ensuring compatibility with company culture and values.

It is crucial to ensure that the EOR's values and culture align with those of your company. This will help foster a positive working relationship and ensure that your employees' needs are met by the EOR.

Transitioning to an EOR: Step-by-Step Guide

Steps involved in integrating an EOR into the existing structure

  1. Assess company needs and goals.
  2. Research and compare EOR providers.
  3. Select an EOR that meets your company's requirements.
  4. Understand the terms and conditions of the contract.
  5. Communicate with employees about the transition to an EOR.
  6. Collaborate with the EOR to transfer necessary employee information and documents.
  7. Provide training and provide support for employees to adapt to the new system.
  8. Monitor and evaluate the EOR's performance regularly.
  9. Communicate with the EOR about any changes or updates in your company's needs.
  10. Continuously assess the effectiveness and overall satisfaction of using an EOR.

By following these steps, your company can smoothly transition into working with an EOR and reap the benefits of this partnership.

Addressing Common Concerns

A. Addressing fears about loss of control and confidentiality.

One common concern about using an EOR is the fear of losing control and confidentiality of employee information. However, reputable EORs have strict privacy policies in place to protect sensitive data and ensure compliance with relevant laws and regulations. Additionally, companies can specify confidentiality requirements in their contract with the EOR.

B. Managing communication between employees and the EOR.

Another concern is the potential disconnect between employees and the EOR due to lack of direct contact. To mitigate this, companies should establish open communication channels, such as a dedicated point of contact or regular check-ins to promptly address any concerns.

Partnering with an EOR offers benefits like cost savings, scalability, and improved employee satisfaction. However, it's crucial to align the EOR with your company's needs, values, and culture.

By addressing common concerns and following a step-by-step guide, companies can smoothly integrate an EOR into their structure and enjoy its advantages. Consider partnering with an EOR today to elevate your business.

FAQs

How can Remotify EOR in the Philippines help?

Remotify EOR in the Philippines can help businesses by managing legal and administrative responsibilities for employees in the Philippines. They ensure compliance with local labor laws, handle payroll and benefits, and provide a seamless onboarding process. Remotify also offers dedicated support to address any employee concerns, helping to maintain a strong connection between your business and your employees in the Philippines.

How does an EOR differ from a Professional Employer Organization (PEO)?

An EOR becomes the legal employer of your staff, handling all employment responsibilities. A PEO co-employs your staff, sharing employer responsibilities with your company.

Can an EOR help with employee onboarding?

Yes, EORs manage the entire onboarding process, ensuring all documentation and training are completed according to local regulations.

How do I choose the right EOR for my company?

When choosing the right EOR for your company, consider your company's specific needs and goals, and ensure the EOR aligns with your values and culture. Evaluate their experience, reputation, and the range of services they offer.

Since the global shift to remote and hybrid work, have you ever taken a day off without officially using it as a holiday? Well, you’re not alone. The trend of taking a ‘hush-cation’, as they’ve been coined, is on the rise, causing concern among employers and teams alike.

So, what exactly is a hush-cation?

A hush-cation is essentially working from a place where your employer and colleagues do not expect you to be, and where you might not be able to properly do your job. This could be on a trip, holiday or during an event.

Why are hush-cations on the rise?

In an office environment, you couldn’t begin to get away with a hush-cation. You were either in the office, or officially away from it. But since the rise in hybrid and remote work, there are more gray areas when it comes to how and where you work, giving people more opportunity to move the goalposts.

The root cause of hush-cations are more complex, however. While there will always be a few who take them because they just want more time off, for the majority of people, there are wider problems at play. Things like overwork, burnout and lack of mental health support can all contribute to people taking vacations off the books. Similarly, when there is little trust, compassion and support between a company and its employees, workers are far more likely to cheat the system without guilt.

In short, hush-cations are a result of poor company culture and communication.

Why are hush-cations problematic?

Now, you might be thinking, well, as long as someone’s still doing their job, what’s the problem? Well, therein lies the problem: usually, people aren’t working to the level they would normally. Hush-cations are not the same as being a digital nomad, or even working from a foreign country for a while. They’re a way to disguise a holiday as a working day, which leaves employers - but also teammates - without proper support.

What to do instead of taking a hush-cation

Avoiding hush-cations isn’t as mundane as you might think. Often, you’d be surprised just how much a company is willing to support you if you are honest and transparent. For example, if you’re feeling burnt out or overworked, a much better long-term solution is to raise this formally with your employer. That way they can either share your workload among your peers, figure out a way to help you manage better at work, or even sign you off for some proper burnout leave.

Or, if what you’re after is the ability to work from abroad, most companies these days are happy to let you do this if your role allows for it. Again, it’s all about being honest. That way, you can be a digital nomad without hiding your adventures or feeling guilty about where you are in the world.

If you foster a culture of honesty and support, the need to take a hush-cation is all but eliminated!

At Remotify, we’re all about creating great places to work from anywhere in the world. If you’d like to find out more about transitioning to remote work without the hassle, book a call with a member of our friendly team today.