One trend that seems to have stuck from the pandemic is the idea of Workcations. This is especially true in August with some organisations introducing a Work from Anywhere policy. As the battle between remote work and mandated office days continues, this seems like a compromise that employers are willing to make considering August tends to be a quiet month in offices anyway. Many companies have introduced policies around it with PwC permitting staff in the US and UK to work remotely for up to eight weeks. Tech firms such as Twitter and Meta now allow employees to work from anywhere[1], while Citigroup allows employees to work remotely for the last two weeks of August and December. [2]
American Express has introduced four weeks of “work from anywhere” a year.
Law firm Shearman & Sterling gave all their London staff the option to work remotely for August. Head of Shearman’s London office, Matthew Readings gave the statement “We are implementing this initiative to encourage productivity and support the wellbeing of our most important asset, our people.” [3] This perk comes with an expectation of Shearman employees to be in the office at least three days a week for the rest of the year.
Another firm that introduced Work from Anywhere in August is private credit investment group Ares Management Corp. Employees there have made the most of the opportunity with one getting a new dog, an analyst in New York spending time in Ireland with her brother, and two assistants from New York and Los Angeles switching homes for the month. [4]
This flexible working arrangement can lead to many benefits for employees allowing them to travel and explore new places, without taking time off. Being in different environments can be stress-reducing and improve mental well-being. It also offers employees the possibility of visiting and staying with family and friends who are based in other locations.
There are matters that companies need to consider when introducing these policies though including, insurance and corporate safety protocols and tax liabilities depending on the amount of time an employee may stay somewhere.
Employees also need to be mindful that not every location is set up for remote working, hotels or hostels do not always have a stable WiFi connection or family-crowded villas can be distracting and difficult to take calls from.
In an era where workers are asking for more flexibility and a better work-life balance, allowing them to work remotely, especially in the summer months may not just benefit them but also encourage productivity within the company.
[1] How employers can successfully manage the growth of “workations”. (https://www.linkedin.com/pulse/how-employers-can-successfully-manage-growth-workations-tivian/)
[2] Out of office: the rise of the ‘workcation’ (https://www.ft.com/content/16d45f72-88a8-4f7a-b4ef-bb6444e2bcef)
[3] Shearman gives London staff, including trainees, option to work remotely for whole of August. (https://www.legalcheek.com/2022/07/shearman-gives-london-staff-including-trainees-option-to-work-remotely-for-whole-of-august/)
[4] Work-From-Anywhere August Means Your Desk Can Be Poolside. (https://www.bloomberg.com/news/newsletters/2023-08-11/work-from-anywhere-august-is-the-perk-wall-street-wants)