“Quiet Vacationing” Is a Sign That Your Work Culture Is Broken

The Latest Symptom of A Toxic Workplace Culture

In today’s workplace, the pressure to stay “always on” is no longer sustainable. As burnout affects 65% of employees, companies that fail to prioritize well-being are missing a huge opportunity to improve both morale and productivity.

One of the latest symptoms of a toxic culture is “quiet vacationing”—where employees secretly take time off because they don’t feel supported in disconnecting.

This issue goes deeper than just time management—it touches on something I call “ME-conomics.”

What is ME-conomics?

ME-conomics is about recognizing that the drivers behind a fulfilling work life go beyond just economic incentives. It’s about honoring the personal experiences, contributions, and growth that workers and business owners need for a balanced life.

When a company culture fails to acknowledge these “ME-conomic” factors, work-life integration falls apart, and burnout becomes inevitable.

The Toxicity Behind Secret PTO

As Karyn Rhodes, VP of HR Services at isolved  points out in this Forbes article, when employees feel they need to hide their PTO, it’s a clear sign that trust is broken. Companies that don’t encourage workers to take breaks or recharge are setting their workforce up for burnout.

This isn’t just a business problem—it’s a people problem. Employees who lie to take time off are dealing with the breakdown of a relationship between themselves and their employer.

The Business Case for ME-conomics

“When employees feel that they must lie to managers or leaders to take PTO—a benefit that they are entitled to utilize—it signals they don’t believe their organization encourages workers to disconnect and recharge,” says Rhodes.

Allowing space for employees’ personal needs—whether that’s time away from work, family commitments, or personal growth opportunities—leads to better productivity, creativity, and loyalty.

Research shows that when employees come back from breaks, they’re more focused, more engaged, and more innovative.

The Danger of Ignoring Personal Drivers

We’ve all seen it: the “grind culture” that rewards those who push themselves to the limit. But that culture is unsustainable. When employees feel that they need to sacrifice their personal time to get ahead, they start resenting their jobs. Over time, that resentment leads to disengagement, burnout, or even departure.
In ME-conomics, it’s crucial to build a culture that respects personal boundaries. If your work environment celebrates always being on, you’re creating a workplace where trust will erode, burnout will increase, and turnover will spike.

A 3-Step Plan to Build a ME-conomic Work Culture:

• Attract the right talent: During the interview process, talk about the importance of work-life balance. Avoid hiring people who wear “working to the bone” as a badge of honor. Look for candidates who value personal time and know how to recharge.
• Apply this in your workflows: Build realistic project timelines that don’t push employees into working weekends. If employees feel like they need to sacrifice their PTO, your workflows need an overhaul.
• Advance employees who honor healthy boundaries: Leaders with healthy boundaries set the example for their teams. Promote those who can balance work and personal life—they’ll be the ones who encourage a healthier, more productive work environment.

Your work culture should empower employees to balance their personal lives with their professional responsibilities. ME-conomics isn’t just about time off—it’s about creating a work environment where personal growth, contributions, and experiences are valued as much as economic output.

If your company isn’t supporting this balance, quiet vacationing is just the beginning of the problem. Take action now to prevent burnout, restore trust, and build a culture that honors both work and life.