New data from NatWest Premier highlights a significant trend among UK workers, with two in five Britons continuing to check their emails while on holiday. This pattern is even more pronounced among high earners.
The survey, targeting affluent customers, found that 42% of the British workforce remains tethered to their work during holidays, despite using out-of-office notifications. For those earning more than £100,000 a year, this figure increases to 66%, with many spending up to three days of a typical seven-day holiday working.
Among those earning between £15,000 and £100,000, the average time spent working during a week-long holiday is two and a half days. The drive to stay on top of their workload and minimise post-holiday stress compels over a third of respondents to work while away. This trend, known colloquially as “working from holiday” (WFH), has led to a rise in demand for holiday accommodations equipped with reliable broadband.
Companies specialising in boutique self-catering rentals have responded by launching collections of properties tailored for those who need to “work from anywhere.” Despite this, many workers do not fully utilise their holiday entitlements. The survey reveals that only 45% of workers take their full annual leave allowance, with notable differences between genders; only half of men and 61% of women use their full leave.
Various factors contribute to this underutilisation. A quarter of respondents cited the high cost of holidays as a deterrent, while a third of high earners admitted they lacked the time to plan a getaway. Laura Newman, head of financial planning at NatWest Premier, noted that many people overlook the financial planning support available from their banks, which could assist in organising and affording holidays.
The issue of overworking extends beyond holidays. Research by an accountancy firm found that 33% of organisations allow employees to work remotely from outside the UK as a response to staffing challenges. Meanwhile, the UK government has committed to introducing a “right to switch off” to protect workers’ rights. New data suggest that employees who take companies to employment tribunals could receive significantly higher compensation if they are constantly contacted outside working hours.
A code of practice is expected to be agreed upon by employers and employees, setting out normal working hours when staff should expect to be contacted. The aim is to ensure that laws do not inadvertently blur the lines between work and home life. Although breaching an out-of-hours code of practice is unlikely to warrant litigation on its own, employees could use it as an aggravating factor in broader claims, potentially improving their chances of success and increasing their compensation.
The trend of checking emails during holidays underscores the need for clear boundaries between work and personal time. The potential legislative changes and company policies aimed at safeguarding workers’ rights may provide the balance needed to ensure that employees can fully disconnect and enjoy their well-deserved breaks.