Writing this article comes at a good time for me, as I just returned from my year-long vacation (two weeks), and, of course, I noticed that everyone else in the office is out for the next few weeks.
In today’s hyperconnected global workplace, few experiences are more frustrating than sending an email marked “urgent” only to receive a polite but firm automatic reply stating, “I’m currently out of the office on holiday until August 26.” It’s even worse when the message concludes with, “Your email will not be read.”
No, it’s not a long weekend. It’s not just a week. It’s three whole weeks, maybe more—and if you’re sitting in a North American office or Asian headquarters, your first reaction might be a mix of disbelief and envy.
What do you mean by “they’re unreachable? How are things supposed to move forward? And more importantly—how do they get away with that?
This article explores that very cultural disconnect. Because vacation isn’t just time off—it reflects values, national laws, and a deeply embedded understanding of what balance, trust, and rest look like around the world.
When ‘Out of Office’ Truly Means Out
If you’ve worked in a multinational organization, you’ve likely experienced this scenario. You’re in New York, São Paulo, or Singapore, juggling Q3 goals, handling client escalations, or dealing with the aftermath of a product launch. You reach out to your German or French colleague for input, and then you receive the auto-reply above.
Three weeks go by with no inbox checks, no TEAMS notifications, and no guilt.
This can feel unfamiliar to employees in cultures where vacation time is short, fragmented, and closely monitored. For those familiar with sneaking glances at emails while chilling by the pool or logging into meetings from hotel rooms, this behavior may seem… irresponsible.
But here’s the important part: it’s not laziness, it’s a matter of culture. In many European countries, this approach to vacation is even protected by law.
Different Calendars, Same Calendar Year
United States
The U.S. stands out as the only advanced economy without a national law securing paid vacation. Most employees start with two weeks of paid time off each year, but many feel pressured not to take it. According to Expedia’s Vacation Deprivation Report, Americans leave more than 30% of their paid vacation days unused. In many workplaces, vacation is viewed as a luxury rather than a right, and being “busy” is often tied to one’s professional value.
Europe
In contrast, most European countries guarantee a minimum of four to six weeks of paid leave annually. In France, for instance, it is common for employees to take the entire month of August off. In Germany or the Netherlands, the expectation is that employees fully disconnect while on vacation; checking emails during this time is sometimes seen as disrespectful to colleagues. I won’t even mention Nordic countries, where vacation days are incredibly generous.
These extended breaks are integrated into company calendars, where productivity is measured by results achieved over time, with rest considered vital for sustainable performance.
Latin America
Vacation policies in Latin America vary by country, but most provide at least two to three weeks of paid vacation, with Brazil mandating 30 days after one year of service. However, local culture may not always encourage complete disconnection; many professionals continue to check in due to internal pressures or insufficient coverage. There is often a collective rhythm—many take time off around holidays or during the summer months, making such disruptions anticipated and accepted.
Middle East & Asia
In much of Asia and the Middle East, vacation policies are typically more conservative, usually ranging from 10 to 15 days per year. Work cultures in countries like Japan, China, and South Korea are significantly influenced by hierarchy and presenteeism, making time off less common and full disconnection rare. Even where vacation policies exist, there is often an unspoken expectation to remain reachable. Many professionals worry that taking time off and fully disconnecting could be seen as disloyalty or a lack of commitment.
How Multinationals can navigate the vacation season smoothly
How can international teams effectively manage the diverse approaches to time off?
Here’s a strategy that combines respect, planning, and clarity—ensuring no one feels frustrated or overlooked during global vacation seasons.
1. Normalize the Differences
Begin by educating teams about international vacation norms. Create concise internal resources or guides that explain how vacation works in your key regions. Understanding these differences fosters respect and reduces tension.
2. Plan Around the Seasons
If your colleagues in Europe tend to be unavailable in August and your U.S. team slows down in late December, incorporate these periods into your project timelines. Treat these breaks as recurring events, not surprises.
3. Share Coverage Plans
Being out of office shouldn’t mean being “off the radar.” Encourage everyone to provide a clear plan before leaving:
– Who will cover specific responsibilities?
– Which tasks will be paused and which will continue?
– When can colleagues expect their return?
This shows a sense of responsibility rather than abandonment.
4. Respect the Disconnect
If a colleague is officially on vacation, respect their boundaries. Avoid emailing unless it’s truly urgent. If you must send a message, indicate that no response is expected until they return.
This practice helps build trust across time zones and cultures, and that trust enhances collaboration year-round.
5. Reflect on Your Patterns
If you find yourself resenting others for taking vacation time, consider why. Is it due to a lack of boundaries in your schedule? A fear of falling behind? Or perhaps envy that they are resting while you are overloaded?
Healthy teams not only allow rest but also model it.
Vacation is not a Perk, it’s a Practice
In a global workplace, vacation schedules will never perfectly align. However, they don’t need to. What matters is our approach—driven by empathy, preparation, and the understanding that rest is not a weakness but a professional strength.
Whether you’re in São Paulo, Stockholm, Dubai, or Dallas, one thing remains true: When we return rested, we all work smarter. So, the next time you receive an automatic reply stating, “Back in three weeks,” don’t roll your eyes.
Perhaps it’s not out of reach. Maybe it’s just what you need too.
Alexander Martinez
