Vacation or work? Almost half are contacted while on vacation!

Vacation or work? Almost half are contacted while on vacation!

In the context of vacation behavior, a current survey by willhaben shows that many employees can also be reached during their vacation periods. Claudia Altmann, industrial psychologist, said in March 2024 that the phenomenon of “healthy vanishing”, i.e. vacation without accessibility, is a hindrance to recovery. Bernd Hufnagl, neurobiologist, warned six years ago that work and leisure are mixed up on vacation, especially by checking emails on smartphones.

The survey found that over three-quarters of Satisfactory Psychological Providers are planning a vacation this season. 67.4 percent of those surveyed said they were traveling to another European country. 39.2 percent stay in Austria, while 15.7 percent vacation at home and 12.8 percent travel outside Europe (multiple answers possible).

Accessibility on vacation

The data shows that 12.1 percent of respondents can be reached “at any time,” while 34.6 percent remain reachable in “urgent cases.” In general, 59.5 percent of Austrians are generally willing to be available while on vacation. What's shocking is that 32 percent don't feel obligated, while 6.4 percent report that their superiors expect them to be available on vacation. Around 14 percent actually feel pressure to be reachable, especially in the “Media & Advertising”, “Legal, Tax & Management Consulting” and “Construction” sectors.

What is exciting is that despite this accessibility, only 6.5 percent were able to derive personal benefits from their availability on vacation; 16.2 percent even believe that their accessibility improves their standing in the company.

Legal situation regarding accessibility

From a legal perspective, employees are entitled to a certain number of paid vacation days in accordance with Section 1 of the Federal Holiday Act (BUrlG). Constant availability while on vacation contradicts this recreational purpose and excludes being reachable by telephone and reading and answering emails. This regulation applies to all employees, including managers, who can decide for themselves how available they want to be on vacation.

Regulations regarding contact during vacation can be set out in employment contracts, but according to a ruling by the Federal Labor Court, such provisions are largely invalid. The statutory minimum vacation must be adhered to because it serves to protect health. For additional vacation days, companies are allowed to make special arrangements that allow contact to be made while on vacation. Without such agreements, employers are not allowed to request spontaneous availability.

Contact is only permitted in urgent emergencies, which are characterized by unclear definitions. Employers are obliged to compensate employees for the time that employees sacrifice while on vacation. Even in serious emergencies, callbacks can be ordered, although employers must also cover the full cost of a return trip.

According to the survey results, around 40 percent of participants voluntarily work at their job while on vacation without being contacted. 22.1 percent follow topics passively, 21.4 percent read emails or messages, and 6.6 percent actively complete professional tasks. What is worrying is that 7.6 percent of respondents interrupted or canceled their vacation due to work requirements.

These findings from the survey and the legal framework illustrate the challenges that many employees face today when it comes to balancing relaxation and accessibility during vacation. For more details on this topic, see the article by incubator and the blog of Ecovis.