A laptop glows in the early morning light, positioned next to a child’s toy cup on a picnic blanket. Beyond the ridge, a picturesque bay emerges, while a calendar reminder signals the first meeting of the day. This scene reflects the essence of the ‘work-cation’ trend, where work follows individuals outside the traditional office setting.

Current research highlights that managers already embrace this lifestyle, with fresh data from CMI showing one in five managers has taken a work-cation. Nonetheless, only one in eight employers have formalized a policy around work-cations, leading to inconsistent approvals and expectations.

Momentum builds as employees recognize the personal benefits.

A YouGov poll indicates that 37% of remote workers wish to take a work-cation within the next year, prompting travel brands to market this concept as a product. Business leaders can transform this demand into a sustainable, trust-based working method. As work-cations become mainstream in talent discussions, data points to a rapid pace of change.

For example, a recent Grant Thornton study of 600 business leaders revealed that international remote work policies increased from 59% in 2023 to 77% in 2025, transitioning from an exception to a standard procedure.

This shift represents a broader change in employee expectations. The Work In America survey found that 92% of workers prioritize psychological wellbeing when selecting an employer. Location flexibility increasingly signals to employees that they are trusted to deliver results.

Younger employees show greater interest, with the YouGov poll reporting increased enthusiasm among 18 to 34-year-olds. Wider flexibility demands persist, evidenced by 6% of employees leaving jobs in the past year due to limited flexibility.

Academic research emphasizes this boundary change will endure. Reviews on work-life blending showcase emerging patterns where work and personal life mix throughout the day. Research by the University of Birmingham tracks how technology shapes time, travel, and wellbeing for modern workers.

Success hinges on organizations viewing work-cations as a governed form of flexible work.

For work-cations to thrive, they need clear eligibility criteria and consistent approvals. CMI stresses that manager support increases when employers set transparent rules, underlining the importance of active management.

Operational clarity is crucial. Companies should define applicable roles, maximum durations, core overlap hours, and customer response service levels. Approvals should link to objective factors such as project timelines and coverage needs, ensuring fairness through process and communication.

The Acas code of practice offers a framework for handling flexible working requests, providing timely dialogue and consistent criteria.

A hybrid work guide reinforces the importance of a comprehensive strategy that supports cultural inclusion. Security remains critical as devices travel through airports and cafes, requiring robust technical controls.

Managing risk involves employing effective virtual private networks, managing devices, and establishing clear reporting protocols for lost equipment. Cross-border compliance often poses challenges.

The Organization for Economic Cooperation and Development’s remote work tax guidelines aim for clarity as cross-border remote work expands. Their Model Tax Convention update adds details on permanent establishment issues, aiding employers in aligning on thresholds.

Work-cations fulfill their purpose best when they uphold the initial human intention.

CMI surveys reflect positively on work-cations, linking them to mental health and balance. Leaders can design work-cations around sustainable energy and clear-time windows by embracing a philosophy of autonomy coupled with humane expectations.

The U.S. surgeon general’s workplace mental health framework advises leaders to create cultures that promote connection, predictability, and rest. Simple norms like lighter meetings in the afternoon and genuine downtime during local evenings help achieve this.

Vacation remains essential, even in invigorating new environments. Families often expand this model further, signaling practical advice for employers. Reports on worldschooling families demonstrate how travel, work, and caregiving can merge into a busy routine, underscoring the need for planned downtime and community engagement.

Executives who understand work-cations treat them as structured flexibility guided by policy and enriched by culture.

Leaders who establish clear rules, secure the work environment, and protect true recovery periods use work-cations to retain staff and boost manager confidence. The laptop on the cliff signifies a modern organization that trusts its workforce and earns that trust.

As policies proliferate, successful organizations leverage work-cations as a disciplined process that enhances performance and loyalty among a dispersed workforce.

Gleb Tsipursky, Ph.D., serves as the CEO of Disaster Avoidance Experts and authored ‘The Psychology of AI Adoption at Work: From Resistance to Results’ and ‘ChatGPT for Leaders and Content Creators.’ Copyright 2026 Nexstar Media Inc. All rights reserved. This material cannot be published, broadcast, rewritten, or redistributed.