A ‘workation’ combines ‘work’ and ‘holiday’: employees work for a limited period from a location of their own choosing (often in a holiday-like setting) and only enjoy their free time after work. It is important to draw a clear distinction: a workation is not a holiday, but regular working hours – just in a different location.
Typically, employees work as normal in the mornings and afternoons and then explore the location or spend time with colleagues. A workation can take the form of a solo workation (organised by the employee) or a team workation (organised by the employer).
In practice, the duration is usually manageable too: workations often last between one and twelve weeks – partly because the visa regulations of many countries favour this.
Ever since remote working has become increasingly established, work is no longer automatically tied to a fixed location. Many employees would like more variety in their working environment, without neglecting their projects, tasks and responsibilities. This is precisely where the ‘workation’ comes in: it combines a change of location with clearly defined working hours – provided the organisational framework is in place.
At the same time, it is important to take a realistic view. Without clear rules, a workation can quickly become a burden. In that case, both relaxation and work performance suffer because expectations, availability and working hours are not clearly defined.
When implemented correctly, both employees and companies benefit from a workation – provided it is well organised and clearly regulated.
Benefits for employees:
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better work-life balance
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greater motivation and productivity
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new impetus for creativity and ideas
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mental relief and fresh perspectives
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sense of team spirit (particularly during team workations)
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less social isolation (e.g. for staff working from home)
Benefits for companies:
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Stronger employer branding
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Team-building and loyalty to the company
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Higher staff satisfaction
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an attractive additional benefit in the competition for talent
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Better results when focus and processes are right
1) Planning & Organisation
Flights, accommodation, return journey – but also: Who is available when, who is taking on which day-to-day tasks, and which projects are running in parallel? Planning is the linchpin.
2) Equipment, internet, communication
You can’t do without a stable setup: laptop, headset/work mobile, secure tools – and, above all, a reliable internet connection. Objectives and expectations must be clear in advance (what is to be achieved, who is involved, how will communication take place?).
3) Time zones & working hours
Significant time differences can make meetings and coordination difficult. Furthermore, fixed working hours are needed to ensure a clear separation between work and leisure – at the same time, employers should not automatically assume full availability as if the employee were ‘at home’.
4) Insurance & A1 certificate (EU/EEA/Switzerland)
Social security and supporting documentation are particularly important when working from abroad within the EU: for temporary work in another EU country, the A1 certificate is an important piece of evidence that the home country’s social security legislation continues to apply.
5) Tax, visas and the 183-day rule
Depending on the duration of the workation, tax implications may arise. Companies should generally avoid having regular work carried out abroad for more than 183 days per year, as this may otherwise result in, amongst other things, an obligation to pay income tax in the host country. It should also be noted that tourist visas are often insufficient for carrying out paid work; many countries offer special visa schemes for this purpose.
6) Funding
Who pays for what? Accommodation, flights, meals, activities: clear rules prevent misunderstandings. A workation is usually an optional offer – with no automatic coverage of costs.
To make implementation easier, a brief ‘workation standard’ has proved its worth:
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Set out the location and duration in writing (including time zone)
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Define working hours, core hours and meetings
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Clarify IT and security set-up (VPN, devices, access, data protection)
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Establish communication channels (response times, escalation)
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Check insurance and supporting documents (e.g. A1 in the EU/EEA/Switzerland)
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Assess tax and visa risks (particularly for longer periods)
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Make cost rules transparent
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Plan for follow-up (gather feedback, identify improvements)
Although ‘workation’ is often associated with ‘abroad’ and ‘the beach’, experience shows that not every workation has to be far away – what matters is a change of scenery and a reliable working environment. This is precisely where a professional setting can help.
At the Collection Business Centre, for example, companies can:
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hold kick-off days in meeting rooms ahead of a team workation to clearly define objectives and roles,
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organise review workshops upon their return to consolidate results,
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provide staff with a professional working environment for periods of focused work when ‘café Wi-Fi’ or a hotel setup isn’t sufficient.
This creates a sensible mix: a workation as a boost to motivation and focus – combined with a stable, professional framework for everything that needs to be co-ordinated in a structured way.
Conclusion
A workation is a combination of work and relaxation in a chosen location, but it is not a holiday in the traditional sense. For it to deliver real benefits for employees and companies, clear rules are needed regarding planning, working hours, communication, technology, insurance, and tax and visa issues.
When implemented correctly, a workation boosts motivation, staff loyalty and collaboration – and can be supported by professional organisational structures, such as those provided by the Collection Business Centre.