Fear of Being Fired Has Killed the American Vacation

U.S. workers are hesitant to take paid time off

A study conducted by OnePoll on behalf of Learn to Live revealed that 50 percent of U.S. workers hesitate to take time off for their mental health, fearing what their employers would think. Further, 62 percent of respondents went as far as to say they feel their boss would judge them for doing so. As a result, 54 percent feel poor mental health isn’t a “good enough reason” to use paid time off (PTO).

Another survey by Pew Research found that 46 percent of U.S. workers take less time off than their employers offer. Additionally, 49 percent of respondents said they fear falling behind in work, while 43 percent said they’d “feel badly” that their colleagues would have to pick up their slack. Additionally, 21 percent of Black workers say the reason they take fewer days off is due to the risk of losing their jobs. On the flip side, this is the case for only 13 percent of white workers.

Previous research on taking a vacation

The phenomenon of U.S. workers’ hesitation to take their PTO is nothing new — research from the past decade or so shows how firmly entrenched it is.

In a 2012 survey from workforce consulting firm Right Management, 70 percent of employees said they weren’t using all their earned vacation days. Around the same time, research from JetBlue Airways discovered that most employees left an average of 11 vacation days on the table, or 70 percent of their allotted time off.

Michael Haid, former senior vice president of talent management at Right Management, said at the time that the prevailing environment at many organizations recognized devotion to the job at the exclusion of nearly everything else.

“Whether this culture is real or imagined, employees everywhere are forsaking vacations and even family time for the primacy of work,” Haid explained.

John de Graaf is the former president of Take Back Your Time, an organization focused on challenging society’s epidemic of overwork, overscheduling and time famine. He said times of recession amplify employees’ concerns that being out of the office will be seen as not giving it their all.

“You have this kind of fear of not wanting to be seen as a slacker,” de Graaf noted.

Even back in 2011, many employees felt uneasy about leaving their work behind when on vacation. In a 2011 study from virtual office company Regus, 66 percent of surveyed employees said they would check and respond to work email during their time off, and 29 percent expected to attend meetings virtually while on vacation.

HR consequences of employees not taking vacation

While some companies encourage employees to use their earned time off, de Graaf explained that many businesses aren’t worried about the potential repercussions of the nose-to-the-grindstone approach. “They think, ‘If I burn someone out, I can always find someone else,'” de Graaf said. “They think [employees] are expendable.”

On its own, forgoing a few days off may not be significant, Haid said. But when so many people think they shouldn’t take the time they’re entitled to, problems arise.

Consequences could include unnecessary turnover, low employee retention, absenteeism, frequent health or safety claims, and a host of other HR issues.

Why employees taking vacation is a good thing

Carrie Bulger, professor and former chair of the psychology department at Quinnipiac University, agreed that it’s a mistake for businesses to think that employees skimping on their vacation time is a good thing. With rundown employees comes decreased productivity and increased healthcare costs for the company.

“When we are tired, we are not performing at our best,” Bulger explained. “Also, people tend to be more sick when they are exhausted.”

A Concordia University study suggests insecurity could play a role in employees’ determination to make it into the office. In the study, employees who admitted to being insecure in their jobs were more likely to attend work while sick — making them present in body but not in spirit, which is known as presenteeism.

Surveyed employees reported trekking into the office while sick three times over six months. For comparison, they called in sick and stayed home only about 1.5 days during that period.

Bulger said such presenteeism actually ends up costing companies more than absenteeism. “It’s about being at your max,” Bulger noted.

Promoting a culture of time off

To create a culture that promotes time off, Bulger said, company leaders must set an example.

“It isn’t just about making sick and vacation time available; it’s encouraging people to take vacations,” Bulger explained. “Upper management needs to show that it needs to be done.”

De Graaf sees no ultimate solution short of public policy. Having worked with legislators previously in an effort to enact some vacation standards, though, de Graaf is not optimistic anything will ever get done to free employees of their fear of taking time off.

“[The U.S.] is the only wealthy country in the world that does not guarantee any paid vacation time,” de Graaf said. “Every other country understands that this makes people healthier and creates a better workforce.”

How to approach taking a vacation

Both you and your team deserve a break — and the HR consequences of not taking a vacation show it. To encourage employees to take vacations, consider the following actions:

• Acknowledge your employees’ need for vacation time.
• Allow employees to carry over accrued vacation days from one year to the next.
• Build a process through which team members can cover for employees taking time off.
• Regularly remind employees of deadlines for holiday requests.
• Show interest in your employees’ vacation plans.
• Clearly explain your PTO policies when creating an employee handbook.
• Promote a healthy work-life balance as part of your positive company culture.
• Lead by example and take vacations of your own.

That last step might be the most important. Small business owners can and should take vacations. Sure, a vacation may seem out of reach when you theoretically must be available at any time. But not taking a break now can lead to burnout later. And then you truly can’t be available. A little time off now can mean more time on later.

Encouraging time off

Many workers avoid taking time off because they fear judgment and repercussions. However, this mindset can be damaging. Time off — whether used for a mental health day or a vacation with loved ones — is a necessary perk, and employees should feel comfortable taking advantage of it.

As an employer, do your part by encouraging your workers to take full advantage of their PTO, reassuring them that they won’t be punished or viewed differently for doing so. This attitude will lead to a healthier company culture and more motivated employees.