Risks of Ghost Vacationing During Holidays

As the year ends, many workers face the temptation to secretly take time off while maintaining the appearance of being online. This practice, often referred to as ghost vacationing, involves keeping communication apps like Slack active while disengaging from work duties. However, career experts warn that this strategy carries significant risks that can outweigh the temporary benefits of unauthorized rest.

According to career advisors, the primary danger lies in damaging professional trust. If an employee disappears during a time when they are expected to be available, it can lead to serious consequences. This is particularly risky during holiday periods when office coverage is already thin. The experts suggest that transparency with management is a much safer approach than attempting to deceive employers.

One of the biggest hazards of ghost vacationing is simply getting caught. Amanda Augustine, a career expert at TopResume, explains that this can severely damage the relationship between an employee and their boss. The timing of the absence plays a crucial role in the severity of the fallout.

If an employee disappears when many colleagues are already scheduled to be off, the situation can escalate quickly. Augustine notes that if a last-minute project or a client concern arises during this time, the unauthorized absence can backfire. The lack of availability when expected to be working creates immediate red flags for management.

The consequences extend beyond just the individual. When one employee engages in quiet quitting during the holidays, their colleagues may be forced to pick up the slack. This can create a toxic environment where resentment lingers. Augustine highlights the impact on team dynamics:

"How is collaboration after that? How is team morale?" she said.

The resentment caused by unauthorized absences can have long-lasting effects on the workplace. Augustine points out that colleagues who followed the rules and took legitimate time off may feel unfairly burdened. They might think, "I played by the rules, and then somebody just decides to go rogue, and now we all suffer for it."

This sentiment can erode the collaborative spirit within a team. When trust is broken, it becomes difficult to maintain a positive working relationship. The temporary relief gained from a ghost vacation is often not worth the lasting damage to professional reputation and team cohesion.

Experts distinguish between reasonable flexibility and outright deception. During the holidays, when offices are quieter, it may be acceptable to take a longer lunch or run errands. It might also be reasonable to inform a supervisor that you will be available by phone for a few hours before returning to full duties.

The critical factor is clear communication. Augustine advises that expectations should be understood on both sides. The trouble begins when an employee attempts to appear as though they are working when they are actually unavailable.

"For those that are blatantly just pretending to be on the clock when they're supposed to be but are really unavailable, I think that's when you can get into trouble," Augustine said.

Many workers engage in this behavior because they do not use their allotted vacation days. A 2023 survey indicated that more than four in 10 U.S. workers with paid time off took less time than they were given. However, snippets of downtime do not solve burnout; they merely serve as a temporary fix while the pressure to stay tethered to work messages remains.

Businesses play a role in reducing the temptation for employees to ghost vacation. Peter Duris, CEO of the career tool Kickresume, suggests that employers can help by being extra accommodating during the holidays.

"It's definitely better for the businesses to change the schedule or change the workload," Duris said.

When approved time off is taken, employees can relax without the fear of being monitored. Duris notes that it is much more relaxing to be away from work when it is authorized.

If an employee cannot get time off approved when desired, Augustine recommends a safer approach: push through and take the time off when others return. This is preferable to attempting to camouflage paid time off. Misrepresenting availability can quietly erode trust, and that damage can last much longer than the day or two taken off.