Dayforce finds 58% of workers struggle to switch off while on vacation – what’s the impact on organizational productivity?

It’s June – summer vacations are just around the corner.

Workers are desperate to achieve a better work-life balance during the summer months.

The challenge is that, according to new data from HCM giant Dayforce, seven in ten think something will stop them from taking a vacation this summer.

Of the 2,000 workers from the US, UK and Canada surveyed, 28% said they couldn’t afford it, while 20% said their job was too busy for them to take time off, 18% said there was no-one to cover their work while they were off, and 15% noted that their managers didn’t prioritize time off.

For those that do take vacations, they are struggling to unplug.

Just 37% of the workers surveyed said they unplugged completely while on vacation – 11% stayed fully connected to work, 21% checked into work regularly and 26% checked in once or twice during their holiday.

Therefore, it is no surprise that “workers are seeking creative ways to reclaim work-life balance, often in response to mounting pressure to maintain peak productivity, even as the sun shines”, as Amy Cappellanti-Wolf, Chief People Officer, Dayforce, exclusively tells UNLEASH.

Dayforce’s data shows that 47% tend to log off or leave work earlier during the summer, 45% extend their lunch breaks, 34% sometimes use work messaging apps to make it look like they are working when they aren’t and 34% leave work earlier on Fridays without telling their managers.

Cappellanti-Wolf adds: “For organizations, this is a wake-up call: when employees feel compelled to sneak time away rather than openly take it, it could signal a culture where time off isn’t fully valued or supported.”

What actions do organizations, and specifically HR leaders, need to take in response to these findings?

How to rebalance work-life balance and drive productivity in the long-term

Dayforce’s data is very clear that if employees can achieve better work-life balance in the summer that would positively impact their overall wellbeing.

28% said it would significantly improve their wellbeing, while 50% noted some improvement, compared to just 21% saying it would drive limited or no improvement.78%

The question that remains is what type of support would help people with their summer work-life balance.

Overall, Cappellanti-Wolf tells UNLEASH: “Leaders must foster an environment where holidays are not only accepted but encouraged. This can start by planning ahead.

“Proactively develop coverage models so employees can disconnect without guilt, knowing their responsibilities are in good hands.

“Just as importantly, make sure vacation policies are clear and easy to access; centralizing them in a resource hub and communicating them regularly helps remove uncertainty and makes requesting time off a frictionless process.”

The data shows that 39% want team coverage of work load, while 29% desire clearer communication around vacation policies.

“Managers also play a pivotal role. For the third straight year, we saw a decline in the number of employees who say they unplug completely while on holiday.

“Leaders need to model healthy boundaries such as disconnecting during their own holidays, which sends a powerful message that time to recharge is respected at every level.”

39% of survey respondents said that encouragement form management was key to helping them taking time off this summer.

Of course, there’s also a role for employees to play in setting their own boundaries around work-life balance, not just in the summer, but all year round.

“The key is preparation and transparency. Set expectations about your availability, complete deliverables in advance, and communicate clearly about who to contact while you’re away so that important projects can move forward in your absence,” concludes Cappellanti-Wolf.

“Most importantly, accept that things will happen while you’re gone. Give yourself permission to be present on holiday and don’t let FOMO or job insecurity keep you tethered to your phone.

Remember, genuine downtime isn’t just good for our wellbeing; it fuels creativity and long-term productivity.”