As we enter the holiday season, a new trend is emerging in workplaces across industries: employees are quietly stepping back from work without officially logging time off, something that’s being called ‘hushed holidays’. But this isn’t about employees shirking responsibilities—it’s about the unspoken pressures they face in environments where taking PTO can feel risky or culturally discouraged. It reflects a deeper issue with how organizations approach work-life balance, trust, and employee wellbeing. Leaders should view “Hushed Holidays” as a signal, not a rebellion: employees are telling us they need rest but don’t feel empowered to take it openly.
The roots of hushed holidays
In today’s hyper-connected workplace, where email alerts and instant messages blur the boundaries between work and personal life, employees often feel they must remain “on” even during traditionally slower holiday periods. Some fear that taking official time off could harm their visibility or career opportunities. Others hesitate to use valuable PTO for days when work expectations are light, such as the week between Christmas and New Year’s.
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Instead, they opt for a quieter approach—attending meetings with cameras off, responding only to essential emails, or finding ways to multitask while spending time with loved ones. While this might seem like a clever workaround, it benefits no one in the long run. For employees, it leads to partial rest rather than true rejuvenation. For organizations, it creates a culture of mistrust and missed opportunities for fostering engagement, loyalty, and productivity.
The cost of ‘always on’
Failing to encourage employees to take real breaks during the holidays comes with tangible consequences. Burnout, decreased morale, and lower productivity are just the tip of the iceberg. Studies consistently show that well-rested employees are more creative, engaged, and effective. By contrast, a workforce running on empty is less likely to drive innovation or deliver long-term results. For leaders, this is not just a holiday issue—it’s an organizational challenge that needs attention year-round. Employees need to know their time off is valued and respected, not seen as a liability.
Building a culture that celebrates time off
There are a few different approaches companies can take to address the root causes of “Hushed Holidays.” It starts with fostering a culture of trust and transparency.
- Lead by Example: When senior leaders use their PTO and disconnect fully, it sets the tone for the rest of the organization. If leaders stay online during vacations, employees will feel they can do the same.
- Reinforce the Value of PTO: Regularly remind employees that breaks are not just encouraged but essential. Highlight the link between rest, wellbeing, and performance.
- Embrace Flexibility: Offer creative solutions like floating holidays, mental health days, or company-wide shutdowns during slower periods. These initiatives signal that the organization prioritizes balance and recognizes varying needs.
- Make PTO Easy and Equitable: Simplify the process of requesting time off and ensure policies are applied fairly. Address any implicit bias that might discourage employees from using their PTO.
A better way forward
At its heart, the “Hushed Holidays” trend is about more than PTO; it’s about the employee experience. When organizations create environments where employees feel safe to take the time they need, everyone wins. Employees return recharged, teams operate more cohesively, and businesses benefit from higher engagement and retention.
As leaders, our role is to create a workplace where taking a break is welcomed. The holidays should be a time to celebrate, rest, and spend quality time with loved ones. When we take care of our people, they come back stronger, happier, and ready to do their best work.
Doug Dennerline, CEO, Betterworks
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