“Work from Anywhere” Weeks: The New Solution for Freedom-Seeking Employees

The summer season has arrived, and with it, a wave of eager travelers ready to break free from their monotonous routines. However, this year, the exorbitant cost of airfare isn’t the only obstacle standing in the way of these white-collar workers. Stricter return-to-office rules have curtailed the freedom they once enjoyed before being summoned back to their desks.

Enter the solution that has emerged: hybrid work schedules, coupled with designated periods of fully remote work. Known as “work from anywhere” (WFA) weeks, this arrangement is still relatively uncommon. According to Rob Sadow, the CEO of Scoop Technologies Inc, a company tracking remote work policies at over 4,000 firms, only a handful of notable companies have implemented this policy so far.

From financial services powerhouses like American Express Co, Visa Inc, and Mastercard Inc to tech giants like Google and progressive employers such as Patagonia, companies of various sizes and industries are adopting WFA weeks. Even government-sponsored mortgage lender Freddie Mac has jumped on board.

Typically, employees are given the freedom to choose when to utilize their WFA weeks throughout the year. Some companies adopt a more structured approach, like Citigroup Inc, which allowed employees to work remotely during the last two weeks of August and December. Others, such as Freddie Mac, specify that the weeks must be used non-consecutively.

Sadow notes that companies implementing WFA weeks often do so simultaneously with increased in-office requirements to minimize employee resistance. These arrangements aim to provide individuals with the flexibility to enjoy major holidays and the bustling summer travel season while adhering to broader return-to-office mandates. With the labor market remaining competitive despite budget cuts, employers view WFA weeks as a cost-effective means to attract and retain top talent.

Harvard Business School professor Prithwiraj Choudhury, who studies remote work, highlights the potential for workers to spend an entire month with distant family and friends, saying, “I think it’s a great idea.”

Mastercard, for instance, implemented four WFA weeks as a cost-efficient strategy alongside other perks like meeting-free days and flexible Fridays to differentiate itself as an employer. Chief People Officer Michael Fraccaro testifies to the success of remote work during the pandemic, having used the benefit himself to spend more time with his elderly parents in Australia. By combining two weeks of paid time off (PTO) with two weeks of WFA, he found the ideal work-life balance. Fraccaro emphasizes that WFA weeks are part of a broader benefits package that encompasses employees’ need for time, alongside financial considerations like 401(k) plans. However, he also underscores the importance of maintaining performance expectations, regardless of location.

For companies grappling with the transition to hybrid work, the introduction of WFA weeks can establish clear norms and permission structures for employees, according to Caitlin Duffy, a research director at Gartner Inc. Many white-collar workers are uncertain about the extent of flexibility allowed under hybrid policies, leading to inconsistent compliance. Surprisingly, over 40% of HR leaders surveyed by Gartner reported that their employees were not meeting attendance requirements. Meanwhile, enforcement has been lenient, with few companies or managers willing to impose strict measures.

By offering a set number of WFA weeks, companies can accommodate employees’ desire for flexibility without committing to a fully remote future. This approach differs from companies like Airbnb Inc, which have embraced permanent remote work.

Demand for fully remote work has fluctuated over time. Data from job search site Flexa reveals that searches for fully remote roles dropped to about 25% of all searches in December after the summer season ended last year but rebounded to nearly 60% in March.

For Suzanne Rosnowski, the founder and CEO of public relations firm Relevance International, two WFA weeks, combined with a three-day-a-week hybrid schedule, served as a logical compromise for transitioning back to the office after the pandemic. “We did kind of make it up,” she admits, emphasizing the plan’s recognition of workers’ time and demonstrating the agency’s accommodation of modern life.

So get ready for the rise of “work from anywhere” weeks! As companies seek to strike a balance between in-office requirements and employee freedom, this innovative approach offers an enticing solution. It’s time to embrace the changing work landscape and seize the opportunities for greater flexibility and adventure.