Working on holiday: The annual leave anxiety on the rise

Dubai: For most, annual leave should be a time to unwind. But for many professionals in the Middle East, it is increasingly becoming a source of stress rather than solace.

New research from global talent solutions firm Robert Walters reveals that 65% of professionals feel anxious returning to work after a holiday, while 54% admit to checking emails during leave to prevent work from piling up.

“Annual leave anxiety”, as the report describes, is rapidly becoming a workplace norm specially in summer, when holiday requests surge but true disconnection seems harder to achieve.

“Professionals suffering from annual leave anxiety not only threaten already-low engagement levels but the long-term impact on productivity across workplaces could be substantial, ”says Jason Grundy, Managing Director of Robert Walters Middle East, “

Firefighting inbox backlogs

The anxiety surrounding work emails is so widespread that many professionals’ resort to "firefighting" tactics. In fact, 54% of professionals in the Middle East check their work emails during annual leave to reduce the backlog they'll face upon returning, while 41% do so to stay on top of urgent matters.

Grundy noted that apps such as Slack and MS Teams help to put work right at our fingertips 24/7 – whilst useful, it can result in professionals feeling obligated to ‘check in’ during their time off.

The anxious end to annual leave

Findings from Robert Walters reveal that back-to-work anxiety significantly impacts professionals as they return to work, with only 22% of professionals in the Middle East feeling refreshed and ready to work after a long holiday.

"Returning to work can trigger many anxieties for professionals, falling behind on important projects, missing major updates or even being handed much heavier workloads. Annual leave should provide professionals respite and a chance to reset. It should not cause them to become more stressed than before they went away,” Grundy added.

From FOMO to FOFB

Enter FOFB, the fear of falling behind, a new phenomenon that seems to be rife in workplaces. Resoundingly, 63% of professionals across the Middle East state that it's much easier to relax on annual leave when their teams are also off.

Grundy explained: “Not only are professionals resorting to inbox-watching during annual leave, but some are even putting off booking it all together due to fears of how it may make them look at work.”

Collective leave as a solution?

Across Europe many countries such as Spain and France, businesses often close for part of July and August. Reasons for these 'summer shutdowns' include hot weather, scheduled maintenance, and accommodating staff leave. Is this a strategy that the Middle East should adopt?

45% of professionals in the Middle East noted that they would be interested in testing out fixed periods of leave in their company.

A further half (40%) of Middle Eastern professionals expressed concerns that adopting such shutdowns could limit their overall flexibility. 34% of employers agreed, stating that implementing such periods would be too disruptive e.g. too costly or hampering productivity.

"To boost productivity, employers need to help staff truly disconnect during annual leave, so they come back reset and ready to dive into their work. Business operations won't halt just because someone is on holiday, so it's crucial for employers to reinforce and value the right to switch off within their company culture," the survey suggested.

"There isn't a one-size-fits-all solution for annual leave or holiday policies. Instead, strategies should be customised to prioritise employee wellbeing, engagement, and productivity."

Top tips to overcome annual leave anxiety

1.     Communicate, Don’t Compare: Advise teams to share holiday schedules to keep each other in-the-loop. Reinforcing that the amount of annual leave taken doesn't reflect an employee's capability or commitment.

2.     Flexible leave policies: Offer adaptable leave arrangements that accommodate individual needs. If a summer shutdown doesn't suit some employees, consider allowing them to work remotely during that period.

3.     Mandatory handovers: Ensure all staff complete thorough handovers before taking leave to minimise the need for them to log in during their time off.

4.     Support out-of-office adherence: Once out-of-office messages are set, strengthen them by signposting appropriate secondary contacts for any urgent issues.

5.     Encourage pre-leave to-do lists: Advise employees to create detailed to-do lists before their leave. This will help them prioritise tasks upon return, making it easier to manage their workload effectively.

Strengthen company-wide messaging around the right to switch off: Create a culture which supports employees right to switch-off during holidays, this will help create a more refreshed, engaged returning workforce