For many, the idea of a workation — working remotely from a location away from home or the office — feels like a dream scenario. But as recent research from the Chartered Management Institute (CMI) shows, making this dream a reality isn’t just about packing a laptop and boarding a plane.
The real secret ingredient? Clear, well-managed policies that set everyone up for success.
Why Workations Matter
Flexible working isn’t just a perk; it’s a powerful tool for wellbeing and productivity. Managers surveyed by CMI report that workations can boost employee mental health and improve work–life balance, with over a third citing these as key benefits.
For employees, a change of scenery can spark creativity, renew focus, and help prevent burnout — all while staying connected to their teams.
But as exciting as workations are, they’re not risk-free. Managers are conscious of potential data security and compliance challenges, with nearly a third highlighting these concerns. And without a clear framework in place, managerial support can feel inconsistent or uncertain.
Why Workation Policies Make a Difference
This is where the numbers tell a compelling story. Among workers whose organisations don’t prohibit workations, just over half (52%) believe their managers would be supportive. When a formal policy is in place, that figure jumps to 84%.
That difference matters. It shows how structure transforms hesitation into confidence.
Strong workation policies often include safeguards such as prior manager approval, HR oversight, and guidance on cybersecurity and legal compliance — alongside clear expectations around duration, location, and working hours. These aren’t bureaucratic obstacles; they’re the scaffolding that allows workations to flourish safely and fairly.
What a Thoughtful Workation Policy Actually Looks Like
If workations are going to move from a “nice idea” to a sustainable way of working, they need structure. Not bureaucracy — clarity.
The most successful organisations don’t ask, “Should we allow workations?”
They ask, “Under what conditions do workations work for everyone?”
Based on what we’re seeing across employers and research, effective workation policies tend to focus on a few essential principles:
They define who can participate and why.
Eligibility isn’t about gatekeeping — it’s about aligning roles, responsibilities, and risk. Clear criteria help managers make fair decisions and help employees understand expectations.
They make approval simple but intentional.
A lightweight approval process — typically involving a manager and HR or mobility review — builds confidence without slowing people down.
They are clear about locations and duration.
Not all destinations carry the same legal, tax, or security considerations. Good policies distinguish between lower- and higher-risk countries and set sensible limits on how many days employees can work abroad each year.
They set expectations for performance and availability.
A workation isn’t time off. Output, communication, and collaboration still matter — even when time zones change.
They take security and compliance seriously.
From secure devices and VPNs to data protection and right-to-work checks, these safeguards protect both the organisation and the employee.
They clarify responsibility.
Insurance, expenses, and compliance obligations are transparent upfront — avoiding uncomfortable conversations later.
Most importantly, strong policies acknowledge that flexibility works best when it’s intentional. When employees know the rules and managers know the risks are covered, trust replaces hesitation — and workations become a legitimate, well-managed part of modern work.
An Invitation to Employers
If you’re an employer or manager curious about this trend, consider this your nudge. Workations aren’t just a novelty; they’re an opportunity to rethink flexibility and trust in the workplace.
To unlock their full potential, organisations need to go beyond good intentions and define clear rules that everyone understands. Doing so creates a culture where employees feel empowered to explore new environments, while managers gain confidence that operations and compliance remain secure.
It’s a win-win: improved wellbeing, inspired teams, and a modern approach to work that attracts and retains talent.
Workations are more than a momentary trend — they’re a glimpse into the future of flexible work. With thoughtful policies and skilled management, that balcony in Lisbon really could be your next meeting room.
