A few years ago, working from a beach or a mountain lodge seemed more like a dream than a realistic option. Today, more and more companies in Poland are considering introducing “workation” – a blend of remote work and a vacation setting. For employees, it promises greater flexibility and work-life balance; for employers, it’s a way to build an attractive brand and retain talent. But is workation truly the future of work, or just a passing trend suited only for selected organizations?
Where did the idea of workation come from?
The COVID-19 pandemic changed how we think about work. What once seemed impossible – working from home, online meetings, flexible hours – has become part of everyday life. As technological barriers disappeared and companies adapted to distributed teams, a new question emerged: why limit work to the office or home, if it can be done from anywhere?
In Western countries, the trend has been growing for years – “resort + coworking” packages that combine leisure and professional infrastructure are gaining popularity. Poland is just catching up, but interest is steadily increasing.
What do employees gain?
For employees, workation is more than just the image of a laptop on the beach. It’s the opportunity to combine professional duties with travel and rest. The most frequently mentioned benefits include:
- greater motivation and a fresh perspective – a change of scenery encourages creativity and mental reset,
- better work-life balance – the ability to work in a place where one can relax after hours,
- flexibility – highly valued by younger generations, who see work as part of their lifestyle rather than an obligation.
From a candidate’s perspective, workation is also becoming part of an employer’s offer – an attractive benefit that helps companies stand out.
What challenges do employers face?
While workation sounds like a perfect solution, companies must deal with several challenges:
- efficiency – not every role can be performed anywhere; trust and measurable goals are crucial,
- legal and tax aspects – working from another country may involve different regulations, contributions, and administrative obligations,
- data security – using public Wi-Fi or working in uncontrolled environments increases the risk of information leaks,
- equality within teams – not every department can use workation equally, which may cause tensions.
That’s why introducing this model requires clear rules and transparent communication.
Examples of implementation – how do others do it?
More and more international companies are testing workation in various forms. Some allow employees to work from anywhere for a few weeks a year, while others organize dedicated “team trips” that combine project work with integration in attractive locations.
In Poland, the first organizations – especially in the tech, marketing, and creative industries – are beginning to experiment as well. Workation fits their work culture and candidate expectations.
Will workation become the norm?
Many signs suggest that this model is here to stay. Flexibility in where and when we work has become one of the main criteria when choosing an employer. Companies that want to remain attractive to younger generations need to adapt to these expectations.
At the same time, workation cannot replace traditional vacations – employees still need real rest and time offline. The best solution seems to be a hybrid approach: shorter workation trips combined with regular vacation breaks.
Workation – a benefit or a new foundation of work?
For some organizations, workation will remain an additional perk; for others, it may become a permanent element of their HR strategy. Ultimately, what matters most is whether a company can align its work model with employee needs while maintaining business efficiency and security.
The open question remains: does your organization treat workation as a passing trend, or as an investment in the future of work and employer competitiveness?
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