UAE: Are ‘hush vacations’ on the rise? Here's what could go wrong

HR professionals say the trend is challenging for employers as there can be issues with productivity, communication and accountability

'Won't do it again'

Twenty-eight-year-old Ahmed al-Busiri (name changed on request) was eager to see his partner who lives back home in Cairo but had exhausted all his paid leave.

However, as his office allows its employees to work remotely, Layla (his partner) suggested a getaway to the exotic island of Zanzibar. Ahmed couldn’t resist the idea.

“I decided to take the risk. I told my office that I would be a bit slow in my work for a few days as I had been hit by a sudden bout of the flu. Additionally, I activated a roaming package,” said the Egyptian national who works in the middle office of a private equity firm.

Ahmed said his plan was simple – to enjoy a blissful week of sun, rains, and quiet beaches and return before anyone at work noticed his absence.

“I could also do this because the next couple of days were the weekend.”

Monday onwards, Ahmed was ready with his laptop except that the location was not his house or a local café but Nungwi’s white sand beaches.

“Things were going fine till Wednesday afternoon as I had a good internet connection and was sending work on time and appeared cued in. The time difference between Dubai and Zanzibar is only one hour, so it wasn’t much of a problem. In the evenings I would lounge on the beaches and watch the sunset. So, I did both… worked and enjoyed,” he quipped

However, on the eighth day of their vacation, Ahmed received a call from one of his colleagues who informed him of an urgent in-person meeting the following day.

“My heart raced. I told my colleague that I was still not feeling well and was planning to get some medical tests done but could join through a video call. Thankfully, my office agreed. I was really stressed out that night thinking of a setup of a makeshift office similar to the one in my house, and how I should participate with muted enthusiasm, as I had said I was sick.”

Fortunately, Ahmed’s colleague called him again the next morning saying the meeting had been postponed by a week.

“I breathed a sigh of relief and realised how close I had come to being caught. But in the end, my hush vacation did remain a secret adventure shared only between me and Layla. But I don’t think I will do this again.”

Another UAE resident Amelia Foster admitted that she went on a ‘hush trip’ to Abu Dhabi.

“I live and work in Dubai. My company allows us to work from home a few days a week but requires us to stay within the emirate. One time, I decided to visit a friend in Abu Dhabi and worked from there on Thursday and Friday as my immediate boss was on leave and I knew that I wouldn’t be called in. Since the following days were weekend, I didn’t inform my office that I was working from Abu Dhabi instead of Dubai on those two days.”

“I used to finish my work by 5 pm, and then my friend and I spent two lovely evenings venturing out. However, I don’t think I would dare to go on a vacation again without informing my office,” said the British expat.

Firms must have clear remote work policies

Meanwhile, HR professionals said 'hush vacation' trend is challenging for employers as there can be issues with reduced productivity, lack of prompt communication, accountability, and inconsistent work quality.

Aws Ismail, General Manager, Marc Ellis, said, “If the employee is working in an exotic location without the consent of the employer, it can create a huge trust issue, and can be seen as a misconduct which will create problems for the employee within their job.”

Industry experts also highlighted that for this type of arrangement to be successful, employers must set clear policies regarding remote work, including guidelines on acceptable work locations and timings.

“Additionally, I believe communication and trust are key — regular check-ins from the employee to the employer will ensure productivity without micromanaging.”

Although businesses might not always favour this behaviour, they recognise that the growing awareness of the efficiency of remote work from various locations has contributed to this trend.

“I believe flexibility is a two-way street. Employers should be open to accommodating remote work in various locations, and employees should respect and adhere to company policies to maintain a productive and trust-filled working relationship,” Aws added.

Fatima Ahmed, Group HR Manager – athGADLANG, said, “My advice to the employers, is to establish and communicate clear remote work policies including work locations, and implement robust cybersecurity protocols to safeguard company data.”

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