The concept of asking for permission to take time off or work from a different location can feel reminiscent of childhood, seeking approval from a parent. Many employees, especially those working remotely, are growing weary of their bosses having control over their time. In response, a new trend has emerged: hush trips.
These trips involve remote workers traveling to destinations like mountain retreats or tropical resorts while continuing to work their usual hours. From the outside, it may seem harmless, but HR experts warn of potential liabilities that could affect employers more than employees.
The Concept of a Hush Trip
A hush trip also known as a quiet vacation is when an employee travels and works remotely without informing their employer. According to Dr. Kyle Elliott, Founder and Executive Coach at, employees maintain their regular hours and workload while operating from a hotel, Airbnb, or a friend or family member’s home in another state or even another country.
Why Are Hush Trips Becoming Popular?
The rise of hush trips is not necessarily about deception. Many employees feel their location is irrelevant as long as they meet their work commitments. Elliott explains that in the age of hybrid and remote work, employees question the need for permission to change their location. If meetings are attended and work is completed, they see no reason to disclose their whereabouts.
Another reason for hush trips is the desire to change environments without exhausting paid time off. Many employees want to travel without using their limited vacation time. Additionally, some worry that announcing travel plans might invite scrutiny of their productivity, especially with recent mass layoffs.
The Risks of Hush Trips
Despite the appeal, hush trips come with risks. Working from another state or country can create tax, payroll, and employment law complications for employers. There may also be data security and compliance risks, depending on the industry. This is why many remote work policies specify approved work locations.
Many companies do allow employees to work while traveling. A simple conversation can clear up any potential liabilities. Elliott advises checking the employee handbook and any remote work agreements before logging in from a new location. If a company has a location policy and it is violated, employees can face discipline up to and including termination. If no policy exists, the risk is considerably lower, though transparency is often a smarter move.
