The question is, what do employees want? If we mandate vacations, are we giving employees what they want?

Let’s start with the benefits of mandated time off

• Taking time off is great for physical health and mental well being

• Promotes a safe workplace, free from burnout-related mistakes

• Refreshed and rejuvenated employees are more productive

• Removes the fear of vacation requests being frowned upon by their superiors

• Eliminates the guilt employees might experience when asking colleagues to cover their responsibilities

• Helps with recruiting. It sends the message that the company values its employees’ health and promises work-life balance

But, do these potential benefits outweigh the elephant in the room? The stand-out lesson we learned from the pandemic is that employees want a say in how and when they work.  Lack of autonomy and trust have been cited as some reasons for the recent tsunami of workplace resignations.

Studies show that increased autonomy results in greater team and individual productivity. A recent study from the UK showed a higher level of autonomy resulted in positive effects on employee well-being and job satisfaction.

Mandating vacations would remove what employees have been consistently telling us they want more of: flexibility and control over what working conditions best support their productivity. Telling them they must take vacations puts the employer, rather than the employee, in control.

On top of that, there are other challenges resulting from a policy of mandatory vacation time off; scheduling issues, compliance with state and federal laws, and inconsistent enforcement can all create an unnecessary headache for all involved.

Whether you choose to mandate vacations or not, the best way to keep your employees happy, motivated, and engaged is to make sure you have a transparent, well-communicated leave and time off policy.