Why do some employees refuse their vacations?  Studies show that employees who skip vacations have a higher risk of death than those who take vacations regularly.  Alicia Moore Travel Workplace Wellness Program (AMT) promotes good health and employee productivity through the magic of vacation.  By providing an easy and affordable solution to vacation, employees improve health and increase productivity.

I’ll take a vacation later.

        Goodwyn (2007) says that although most employees have paid vacation days, one in three has not used his time off (reported in the study Overwork in America: When the way we work becomes too much, conducted by the Families and Work Institute in 2005).  A survey conducted by Expedia.com (2007) shows three reasons why respondents did not use their vacation days.

         a) 13% of respondents said that they needed to schedule vacation time in advance,

         b) 12% preferred to get money back for unused vacation days, and

        Moran (2004) tell us about a study conducted by Oxford Health Plans observing more than 600 men and women regarding time off.  This survey shows that approximately 19% of survey respondents said workplace pressure make them feel that they must attend work even when injured, or sick; 17% said that it is hard to take time off, or leave work in an emergency; and 8% believe that if they were to become seriously ill, they would be fired, or demoted.  In addition, the survey found that approximately one in five people report feeling so overworked that they will not use all of their allotted vacation time.  Moran writes that 14% of respondents feel that management only promotes employees who habitually work late, according to the Oxford study.

        Moran speaks of another survey of 1,100 company executives conducted by the American Management Association (AMA) with similar results.  The survey shows that when American executives take vacations, they are more likely to take their work with them; checking e-mail and voice mail regularly, and using cell phones.  People are actually taking work along with them, said Moran.  Like the Oxford survey, the AMA survey reports that although one quarter of executives have earned more than two weeks off, only 7% will actually use this time, writes Moran.

What’s happening to me?

        Goodwyn states that getting away from the office for a week is not only exhilarating, but vital.  She writes that Joe Robinson, founder of the Work to Live organization, says that workers who do not take advantage of vacation time, risk their lives.  He states that work related stress brings down a person's health causing distress to the heart.

        In a study of more than 12,000 men at high risk for coronary heart disease over a nine-year period, Gump and Matthews (2000) show that men with regular annual vacations had a lower risk of death during the study period than those who skipped their vacations.  Results show that men who did not take regular vacations were more likely to die over a nine-year period than those who took vacations.  Also, they report that middle-aged women who do not take frequent vacations have eight times the risk of either having a heart attack, or dying of heart disease.

        Schellpfeffer (2005) sites Cathy McCarty’s study (Ph.D., published in 2005, Wisconsin Medical Journal based on surveys of 1,500 working women in 1996-2001) showing that the odds of depression and tension are higher among women who take vacations only once in two years compared to women who take vacations twice, or more per year.   McCarty says that the odds of being depressed increased as the frequency of vacation decreased.  In addition, she reports that women who take vacations only once in six years, say that their home life is more disruptive due to work, feel more tired and exhausted, and have less than eight hours of sleep.  Results show that the odds of marital satisfaction decreased as the frequency of vacations decreased, says McCarty.

        Issues which most affect employee productivity are stress (72 percent), personal/family issues (59 percent), chronic medical conditions (58 percent), unscheduled absences (57 percent), absenteeism (49 percent), and lifestyle medical conditions (49 percent) according to a survey conducted by Watson Wyatt Worldwide and the National Business Group on Health (HR.BLR.com, 2005).  To sum it up, Morse (2004) reports that employers are paying a small fortune to provide health care to employees and their families.  He says that the downs side is that they are getting nothing, but aggravation in return.  Problems still persist.  Sullivan (2000) report that "Employers have been hard hit by the soaring costs of providing employees with health care benefits.  Recent studies indicate that almost 50% of corporate profits now go for health care costs versus only 7% three decades ago."  Moran writes that Alan Muney (MD, executive vice president and chief medical officer at Oxford Health Plans, Inc.) says that results suggest that American employers who make it a practice to monitor employees who take too much time off, would do well to monitor those who work too much.  It could save them money in health care costs, says Muney.

How can you help me?

     a)  Certificate for two round trip airline tickets including 3 days
          and 2 nights accommadation (value: $1,500 to $2,000),                                        

     b)  Certificate for a 4-star condo, 8 days and 7 nights vacation
           (value: $1,500 to $2,000),

     c)  Certificate for a 5-star condo, 8 days and 7 nights vacation (value:
           $1,500 to $2,000), and

     d)  Access to last minute discount to major cruise lines (value: $1,000+).

5.  AMT promotes good health and employee productivity through vacation.  A benefit for employers is less disease, which means that employers can lower their plan utilization; thus, lower health benefits costs which increases profits.  Other benefits are increased productivity, fewer workers' compensation claims, better attendance, and improved morale (HR.BLR.com: Oct., 2006).

        If you want to add AMT Wellness Program to employee's benefit package, you may request that your legal council review the program. HR.BLR.com inform us that obtaining a legal review of the program before implementation will help ensure compliance with applicable laws. Employers can reap the benefits of implementing a wellness program.  Having healthier employees can reduce absenteeism, increase productivity, boost morale, and reduce health care costs - all of which contribute to keeping a business fit and healthy, reports HR.BLR.com. 

What’s the hurry?

        Goodwyn tells us that time away from the office can decrease the “risk of death from heart disease in men by 32 percent and in women by 50 percent,” according to an article Robinson wrote for The Los Angeles Times.  Keough (2007) writes about the study by Gump and Matthews reporting that women who take two or more vacations a year have half the risk of developing coronary heart disease, or other serious heart problems.  Progressive Insurance Company, Ltd (2007) writes that the Gump and Matthews study reveals that vacations have an independent health protective effect. This study reports that vacations are more protective against death from coronary heart disease, known to be influenced by stress than diseases such as cancer, writes Progressive.

        Goodwyn says that by taking a vacation, workers are rejuvenated, which in turn makes them more productive.  The Overwork in America study finds that workers who take days off return with a higher level of energy.  Britt (2005) writes that Cathy McCarty’s study, published in the Wisconsin Medical Journal, reports that "vacations provide a break from everyday stressors.  Vacations allow us time away from work or home and help us release built-up tension.”  Also, she says that vacations are good for your mental stability and may help you to do a better job at work.  "Employers should be supportive of time off because they benefit from having relaxed, happy employees," said McCarty.

        Taking a long break from the office, even if it is spent at home, benefits employees who need time away from the stress, says Goodwyn. She writes that by allowing workers to take days off, employers can gain a more productive staff and decrease their chances of having to pay higher insurance costs because of unhealthy employees.  HR.BLR.com tell us that group health insurance plans are permitted to provide discounts on premiums, or to adjust co-payments, or deductibles for employees who participate in a "bona fide" wellness program.  Adopting a wellness program that offers incentives for behavior, rather than health status, would likely be in compliance with the law, says HR.BLR.com.

        HR.BLR.com (2005) reports that employers that implement a greater number of health and productivity practices are more successful at achieving desired outcomes, according to the survey which was conducted by Watson Wyatt Worldwide and the National Business Group on Health.  "Employers recognize that a healthy and productive workforce directly impacts their bottom line," said Shelly Wolff, national director of health and productivity consulting at Watson Wyatt (HR.BLR.com, 2005).  Ninety-four percent of large companies will offer an employee assistance program in 2005 or 2006, up from 88 percent in 2003, according to a survey examining the prevalence and effectiveness of employee health and productivity practices (HR.BLR.com, 2005).  Employers big and small are coming up with creative ideas for encouraging employees to live a healthy lifestyle, says Tom Weede, author of The Entrepreneur Diet: The On-the-Go Plan for Fitness, Weight Loss, and Healthy Living (HR.BLR.com: Nov., 2006).

        Moran writes that both Stephen Sinatra and Muney agree that what you do on your vacation is not nearly so important as what you do not do.  "Don't take your busy life along with you.  A vacation should truly be a holiday," says Sinatra (Cardiologist, MD, assistant clinical professor of medicine at the University of Connecticut School of Medicine in Farmington).  Muney says that the message should be “leave your laptop at home!"

        Both Sinatra and Muney assert that what makes for a healthy vacation is really a holiday of the mind, writes Moran.  Even if your vacation is in the backyard watching the grass grow, stay there long enough to forget about work.  Moran writes that when you go back to work, you should feel refreshed with a new perspective.  Sinatra reminds us that vacations can be a way of reconnecting with family.  She says that camping trips, especially, are an economical way to spend time with kids, away from the distractions of television and commercial fare.

        Keough writes that the bottom line is that vacations are good for the heart, for both men and women.  Gump and Matthews suggest that vacationing may protect health by reducing stress, a known risk factor for many diseases.  They report that aside from the removal of stress, vacations may work their magic by providing opportunities to engage in restorative behaviors such as interactions with family and friends, and exercise.  Gump and Matthews note that more research is needed to determine the exact mechanism by which vacationing may contribute to good health.  "Despite such study limitations, these findings suggest the importance of considering the health benefits of restorative behaviors, such as vacationing," concludes Gump.

Oct. 22, 2007
By Gloria Walton (Ed.S., chief investigator and president of AMT).