Vacation or work? Almost half can be contacted on vacation!

Vacation or work? Almost half can be contacted on vacation!

In the context of the vacation behavior, a current survey by Willhaben shows that many employees can also be reached during their holiday season. Claudia Altmann, an occupational psychologist, said in March 2024 that the phenomenon of "Healthy Vanishing", that is, is a hindrance to relaxation without accessibility. Bernd Hufnagl, neurobiologist, warned six years ago that work and leisure time are mixed on vacation, in particular by checking emails on the smartphone.

The survey showed that over three quarters of the satisfactory psychological provision are planning a vacation this season. 67.4 percent of those surveyed state to travel to another European country. 39.2 percent remain in Austria, while 15.7 percent of your holidays and 12.8 percent outside of Europe (multiple nions possible).

Availability on vacation

The data show that 12.1 percent of the respondents can be reached “at any time”, while 34.6 percent remain available in “urgent cases”. In general, 59.5 percent of Austrians are: Basically ready to be accessible on vacation. It is frightening that 32 percent do not feel committed, while 6.4 percent report, their superiors expect accessibility on vacation. Around 14 percent actually find pressure to be accessible, especially in the "Media & Advertising", "Legal, Tax & Management Consulting" and "Building".

is exciting that despite this accessibility, only 6.5 percent could draw personal advantages from their availability on vacation; 16.2 percent even believe that their accessibility improves their standing in the company.

legal situation for accessibility

Legally, employees have: Interior in accordance with Section 1 of the Federal Vacation Act (BURLG) entitlement to a certain number of paid vacation days. Constant accessibility on vacation contradicts this recreational purpose and excludes telephone accessibility as well as reading and answering emails. This regulation applies to all employees, including managers, who can, however, decide for themselves how they want to be accessible on vacation.

Regulations for contacting contact on vacation can be determined in employment contracts, but according to a judgment of the Federal Labor Court, such provisions are largely invalid. The statutory minimum leave must be observed because it serves health protection. On additional vacation days, companies may make special agreements that allow contact on vacation. Without such agreements, employers may not request spontaneous accessibility inside.

Only in urgent emergencies characterized by unclear definitions is allowed to contact us. Employers: Inside, the time to sacrifice employees on vacation is obliged. Even in serious emergencies, callbacks can be arranged, whereby employers also have to cover the full costs for a return trip.

According to the survey results, around 40 percent of the participants are concerned with their job on vacation without being contacted. 22.1 percent pursue topics passively, 21.4 percent read emails or messages, and 6.6 percent actively perform professional tasks. It is worrying that 7.6 percent of those surveyed interrupted their vacation due to professional requirements.

These findings from the survey and the legal framework illustrate the challenges that many employees: today face up to the inside when it comes to balancing relaxation and accessibility during the vacation. Further details on this topic can be found in the article by breeding box and the blog of ecovis .