Quiet holidaying: When remote work turns into a secret holiday

Imagine this: you log into a Teams meeting with your team, its an important meeting with clients. You run a marketing agency and your lead account manager is meant to be working from home. You have a remote work policy and employees are permitted to work remotely 3 days a week. You are expecting your senior account manager Saffron to dial in from their home office. Instead, up pops Saffron, cocktail in hand, lounging at a beach club in Bali—wearing a bikini and visibly tipsy. Turns out, Saffy had decided to combine remote work with a tropical getaway but forgot to mute her camera before her very important client meeting. Classic.

Not only is this a real life story experienced recently by one of our clients. This really exemplifies the new world of “quiet holidaying”—where employees clock in from holiday hotspots without giving their employers a heads-up. Some even relocate to another country, dodging office visits with creative excuses like “car troubles” or “family emergencies.” But let’s be real: should businesses care if employees are working from a beach, a cabin, or a European city as long as the work gets done? Let’s dive into the debate.

Should remote employees disclose their location?

Remote work is built on trust. Employers expect productivity, while employees expect flexibility. But when that flexibility includes surprise holidays, the question is: does it really matter where someone is, as long as they meet deadlines and maintain performance? For results-driven companies, the answer might be no—unless it crosses a line like Saffy’s beachside cocktail hour.

The risks of working from paradise

While the idea of working with a beach view is tempting, remote logins from unfamiliar networks can pose serious security risks. Unsecured Wi-Fi at resorts or cafes can leave company data vulnerable to hackers. Plus, different time zones can impact availability, especially if employees don’t disclose their location. Companies need clear remote work policies that outline security protocols, approved locations, and expectations for availability.

Trust vs. tracking: Should you monitor remote employees?

Trust is essential, but should it be earned or given freely? Some businesses use tracking software to monitor activity, keystrokes, and online presence. While this can ensure accountability, it can also damage morale if employees feel micromanaged. If tracking is necessary, tools like Time Doctor or Hubstaff offer transparency while still respecting privacy. The key is balancing oversight with trust, ensuring that employees feel valued, not surveilled, and in Australia privacy laws differ state by state so you need to ensure you are not unknowingly breaching laws by surveilling employees without their consent and knowledge.

The importance of a clear remote work policy

Every company should have a remote work policy that covers:

• Location disclosure: Define whether employees must inform their employer if working
  from a different city or country.
• Security protocols: Require the use of VPNs and secure networks to protect
  company data.
• Availability expectations: Clarify time zone expectations and core working hours.
• Performance accountability: Focus on results rather than location, reinforcing that productivity is the priority.

Final verdict: Does location matter?

At the end of the day, should businesses care if employees are working from the beach? If performance is strong, clients are happy, and deadlines are met—probably not. But when remote work turns into a secret holiday (or a surprise bikini cameo), it’s time to revisit the ground rules.

Looking to create a remote work policy that balances trust, flexibility, and accountability? Get in touch with HR Gurus—we’ve got you covered (bikinis not included).