Move Over Sunday Scaries, Summer Out Of Office Scaries Are Here

We’ve reached peak summer out of office scaries season. It’s just like the Sunday scaries—only it usually hits for more than one day at a time, and it can come on any day of the week. Because of this added stress, taking a vacation can truly be a taxing experience where “out of office” might be a physical state but not a mental one—a burden that’s increasingly causing some to forgo the benefit all-together.

It’s no secret that employees need time to get away and unplug every once in a while to come to work as their best selves. That said, almost everyone has worked in an environment where, on paper, there’s a great vacation policy, but, in reality, employees aren’t taking advantage of it. This can happen for any number of reasons—invisible strings that come with those policies, out of office boundaries that aren’t respected, management that doesn’t set a good example—essentially, a culture that talks the talk but doesn’t walk the walk. 

With that said, there are some great examples of companies, that have implemented truly creative policies to ensure that PTO actually gets used and isn’t just a bait-and-switch perk aimed to get talent in the door. And there are some great women in leadership positions today setting an example for employees that yes, “out of office” truly means “out of office.”

1. Moz, a search engine optimization company will literally pay you to leave the office. 

For almost a decade now, Moz has offered a vacation policy that includes a high-dollar reimbursement. The only catch? It must be spent on vacation-related expenses and it’s, of course, tax-deductible. 

“Moz offers a hybrid unlimited paid time off plan, with 21 days as the guideline. The hours reset at the start of every year, so there’s no need to build it up over time. And the detail that most Mozzers brag about: every vacation is a paid paid vacation. Every employee is paid for their time away, in addition to receiving a $3,000 reimbursement for any vacation expenses, from airfare to gas, hotels to meals—we even cover pet sitting! Mozzers can cover expenses for themselves and anyone joining them on their vacation. There are only three drawbacks: the reimbursement is considered compensation and is thus taxed, Mozzers need to spend at least a night away from home for it to count, and unfortunately, souvenirs and other tangible goods don’t count (as much as we want to cover that lobster-shaped bottle opener from Cancun),” explains Sarah Bird, CEO of Moz. 

Two years ago, they upped the ante to offer a $6,000 vacation expense annually for those who’ve been with the company for five years or more.

“Your team is only human. If you want them to bring their best work to the table, they should be living their best lives—our plan is designed to support that,” says Bird. Additionally, those in HR will be glad to know she sets a good example by taking her own PTO every year. 

2. Adobe, the creative software company, actually shuts down their North America offices twice a year.

Adobe has found that the best way to get their employees to unplug is to literally shut down the office. Except for rotating core teams who work to ensure customers continue to be supported, all North America offices shut down for one week, twice a year. 

“We just wrapped this year’s summer shutdown, and I can say that leading up to it, there was that same collective excitement that reminded me of being an eager student years ago, waiting for that final bell to ring on the last day of school! What’s excellent about shutdowns is that they enable us to all truly unplug. Imagine taking time-off where incoming email is slowed to 3-4 per day, where being out doesn’t mean missing a critical meeting, and where call volume drops to urgent requests only. You come back refreshed, and to a more manageable inbox,” explains Donna Morris, Adobe’s Chief Human Resources Officer & Executive President of Employee Experience. 

Morris also appreciates the importance of setting an example for employees across the company and always takes full advantage of these perks herself.

“As the leader of employee experience at Adobe, I am acutely aware of the role our leaders play in setting the tone for individuals to have an actual break. If we never go off the grid, then others won’t believe they can. My message to my employees is this: today, we integrate work and life, and it’s essential to set boundaries and invest in your personal life (outside of work) by taking time off. Time away allows individuals to really reflect upon personal and professional goals,” says Morris. 

3. AFAR Media encourages team members to travel so that they can, in turn, create truly compelling content about travel.

It’s often said that writers do their best work when they write what they know; therefore, the leadership team at AFAR Media works hard to ensure they have a staff in place that actually steps away from their desks every once in a while. Employees are currently offered 30 days of paid vacation and a $2,000 stipend meant to encourage them to use some of that time on a trip or two. They also believe in celebrating work anniversaries well and offer six weeks of paid time off for employees celebrating their tenth anniversary with the company. Naturally, this is when employees tend to take the kind of awe-inspiring, life-altering trips they wouldn’t otherwise plan for themselves.

“Being a travel media company we want our employees living our ethos to get out and see the world, connect with other cultures, and have deeper, richer, more fulfilling travel experiences. We have a small but mighty team at AFAR. Every one of our employees wears many hats and is integral to our success. We are always looking for ways to reward their efforts and keep them engaged in their work, all of these benefits are reflective of that,” says Breanna Rhoades, AFAR Media Human Resources Director. 

Additionally, each year, the company gets the employees from their New York and San Francisco offices together offsite to talk strategy and to get energized for the year to come. During that time, they pack in fun activities to encourage bonding between the two cohorts and to let loose for a bit. For Rhoades, AFAR is all about experiencing travel in a meaningful way so, even while traveling for work, they aim to squeeze in some enriching experiences.