by hrpro.be

Summer is a time when many employees look forward to stepping away, recharging, and returning refreshed. But too often, organizational practices undermine this potential: the flood of emails doesn’t stop, laptops travel along in suitcases, and employees feel guilty for being unavailable.

If we’re serious about well-being and sustainable performance, we need to treat summer holidays for what they are: essential recovery moments. Here’s what organizations can do to make the summer a real success—for both their people and the organization itself.

1. Respect holidays as essential recovery time
Time off isn’t a luxury—it’s a necessity. Organizations should recognize that everyone, at every level, needs moments of disconnection to recover energy and perspective.

2. Allow people to take their holidays, without friction
Planning should not be an obstacle course. Make it easy to take days off and ensure holiday planning happens early, in consultation with teams, so individual needs and operational continuity can align.

3. Don’t disturb people on holiday
This sounds obvious but requires discipline. Don’t expect employees to read their emails or stay "a little bit connected." Better still:

  • Do not send them emails at all.
  • Actively dissuade employees from taking their laptops home.
  • Offer a “vacation vault” where laptops can be safely left behind, symbolizing a clean break.

4. Create a culture that supports time off
No one should feel guilty for taking their holidays. Leaders must set the tone:

  • Never blame people for being away.
  • Never expect them to “prepare their return” over the weekend before they’re back.
  • Ensure managers have to justify why they would deny a holiday request—and that this justification is solid.

5. Welcome people back thoughtfully
When employees return, take a moment to check in—not just about work but also about their holiday experience. It’s a simple but powerful way to show appreciation for their humanity beyond their role.

6. Avoid problematic practices

  • Don’t withdraw agreed holiday days unless truly exceptional circumstances apply.
  • Don’t pay out unused holidays instead of encouraging their use; that’s not a perk—it’s a problem.

7. Balance fairness and flexibility
Holiday planning must respect collective fairness. No one should "claim" prime holiday periods without consideration for their colleagues. At the same time, organizations should listen to people’s needs, including those with complex family situations or limited flexibility.

Summer done right pays off
When organizations treat holidays with respect—not as an operational inconvenience but as a vital part of working life—they send an important message: we trust you, we value you, and we want you well.

After all, a rested workforce is not just a happier one—it’s a better performing one too.


Photo by Nitin Dhumal: https://www.pexels.com/photo/red-lens-sunglasses-on-sand-near-sea-at-sunset-selective-focus-photography-46710/