在黎明前的微光中，一台笔记本电脑散发着光芒，静静地放在野餐毯上，旁边是一个孩子的玩具杯。越过山脊，一片海湾宛如一张明信片般展现在眼前；同时，手机上的日历提醒功能也发出了提示，提醒人们当天第一次会议的安排。
A laptop glows in the pre-dawn light, balanced on a picnic blanket beside a child’s toy cup. Beyond the ridge, a bay opens like a postcard, and a calendar reminder pings for the first meeting of the day.
这样的场景正是“工作度假”（work-cation）这一趋势的核心所在——在这种模式下，工作可以随着员工的移动而进行，办公室变得不再那么必不可少。
Scenes like this sit at the heart of the “work-cation” trend, whereby work travels with people and the office becomes optional.
管理者们早已开始实践这一理念。CMI的最新研究报告显示，每五名管理者中就有一人曾经历过“工作度假”；然而只有八分之一的雇主制定了正式的政策来支持这一做法，这导致了审批流程的不统一以及员工对这一模式的期望存在差异。
Managers already live this reality. Fresh CMI research reports that one in five managers has taken a work-cation. But only one in eight employers has a formal policy, causing a gap in uneven approvals and ad hoc expectations.
这种趋势的势头正在不断加强，因为员工们能够从中获得个人利益。YouGov的一项长期调查显示，37%的远程工作者希望在接下来的12个月内能够享受“工作度假”的机会；如今，旅游相关企业也将这一概念作为一项产品来推广。领导者可以将这种需求转化为一种可重复实施、安全可靠的工作方式。
Momentum keeps building because employees see a personal payoff. A long-running YouGov poll found that 37 percent of people who can work remotely wanted a work-cation within the next 12 months, and travel brands now package the concept as a product. Leaders can turn that demand into a repeatable, safe, high-trust way of working.
“工作度假”已经成为了人才讨论中的热门话题，相关数据也表明这一趋势正在加速发展。Grant Thornton最近对600位商业领袖进行的研究发现，支持国际远程工作的政策比例从2023年的59%上升到了2025年的77%，这表明企业正在迅速将这种灵活的工作方式从例外情况转变为标准操作流程。
Work-cations now sit inside mainstream talent conversations, and the numbers point to acceleration. A recent Grant Thornton study of 600 business leaders found that policies for international remote work rose from 59 percent in 2023 to 77 percent in 2025, signaling a quick shift from exception handling to standard process.
这种变化反映了员工期望的全面转变。《Work In America》调查指出，92%的职场人士在选择雇主时非常重视员工的心理幸福感；同时，工作地点的灵活性也越来越受到重视——调查数据显示，有6%的员工在过去一年内因为工作地点的局限性而离职。
That shift mirrors a broader reordering of employee expectations. The Work In America survey reports that 92 percent of workers say psychological wellbeing matters when choosing an employer, and location flexibility increasingly acts as proof that leaders trust adults to deliver.
这种趋势在年轻且雄心勃勃的职场人士中尤为明显。YouGov的同一项调查显示，18至34岁人群对“工作度假”的热情最高；此外，对工作灵活性的需求也在持续增加——调查还发现，有6%的员工因工作灵活性不足而离职。
Interest skews young and ambitious. In the same YouGov poll, enthusiasm rises among people ages 18 to 34, and wider flexibility pressures keep building — survey evidence found 6 percent of employees left a job in the prior year due to limited flexibility.
学术研究将这种变化视为一种具有持久影响力的“边界调整”（即工作与生活之间的界限发生了变化）。一篇关于“工作与生活融合”的研究指出，如今工作和生活的界限正在逐渐模糊，人们的生活与工作活动在一天中不断交织在一起；伯明翰大学的相关研究则探讨了技术如何重塑现代工作者的时间安排、出行方式以及工作幸福感。
Academic research frames this as a boundary change with staying power. A work-life blending review describes an emerging pattern where work and life threads weave together across the day, and University of Birmingham flexible work research tracks how technology reshapes time, travel and wellbeing for modern workers.
当领导者将“工作与生活融合”（workation）模式视为一种受规范管理的灵活工作形式，并为其制定明确的申请资格与审批流程时，这种模式才能真正取得成功。CMI（Centre for Management Innovation）强调：只有当雇主制定透明的规则并给予管理者足够的支持时，这种模式的实施效果才能得到提升——积极的管理作用在此过程中至关重要。
Workations succeed when leaders treat them as a governed form of flexible work, with clear eligibility and consistent approvals. CMI emphasizes that manager support grows when employers set transparent rules, highlighting the role of active management.
管理者的能力是决定“工作与生活融合”模式成败的关键因素：通过为员工提供规划指导、反馈以及基于工作成果的绩效评估，管理者能够帮助员工更好地平衡工作与生活。首先，必须明确适合该模式的岗位类型、最长工作时间、核心工作时间以及客户服务的标准；随后，审批流程应与项目进度、工作覆盖范围等客观因素挂钩。
Manager capability becomes the multiplier for any workation scheme — pairing workation approvals with coaching on planning, feedback and outcome-based performance keeps standards consistent. Start with operational clarity that fits the job. Define which roles qualify, the maximum length, core overlap hours, and service levels for customer response, then tie approvals to objective factors such as project timing and coverage.
公平性体现在整个流程和沟通方式上，尤其是在那些员工的工作地点受到地理位置限制的组织中。Acas（英国劳工及就业关系委员会）制定的行为准则为处理员工的灵活工作申请提供了明确的指导原则，其方法通过及时的沟通和统一的标准，有效地支持了“工作与生活融合”模式的实施。此外，《混合工作指南》进一步强调了整体战略的重要性——只有当灵活性与企业的文化及包容性理念相结合时，这种模式才能真正发挥其价值。
Fairness comes from process and communication, especially in organizations with frontline roles tied to place. The Acas code of practice sets expectations for handling flexible working requests, and its approach maps well to work-cations through timely dialogue and consistent criteria. A hybrid working guide reinforces the value of an overall strategy so flexibility supports culture and inclusion.
安全性同样需要得到高度重视，因为笔记本电脑可能会在机场、咖啡馆或共享网络环境中被使用。为此，企业应采取必要的技术控制措施（如配置完善的虚拟私人网络、管理设备等），并建立清晰的设备丢失报告机制，以确保风险控制在领导者可接受的范围之内。
Security deserves equal rigor because laptops travel through airports, cafes and shared networks. Technical controls support that human layer. A well-configured virtual private network and managed devices, paired with clear reporting channels for lost equipment, can keep risk within a range leaders can accept.
跨境合规问题常常成为企业面临的一大隐秘风险。随着跨境远程工作的日益普及，经济合作与发展组织（OECD）发布的远程工作相关税收指南为相关规则的实施提供了明确的方向；该组织的《示范税收协定》更新内容也进一步细化了有关“常设机构”（permanent establishment）的认定标准，有助于雇主与税务顾问在相关问题上达成共识。
Cross-border compliance often becomes the hidden tripwire. The Organization for Economic Cooperation and Development’s remote work tax guidance signals a push for clarity as cross-border remote work spreads, and its Model Tax Convention update adds detail on permanent establishment questions, helping employers and advisers align on thresholds.
只有当“工作度假”（work-cation）制度真正体现了其初衷——即保护员工的工作与生活平衡时，它才能发挥其应有的价值。在接受调查的受访者中，大多数人对该制度持积极态度，他们认为这种制度有助于提升员工的心理健康与工作生活平衡；企业领导者可以通过将“工作度假”与可持续能源政策及明确的休息时间安排相结合来进一步增强这种积极效果。
Work-cations deliver real value when they protect the human purpose that sparked the request in the first place. CMI respondents largely viewed the experience positively, often linking it to mental health and balance; leaders can reinforce that outcome by designing work-cations around sustainable energy and clear availability windows.
这一切都建立在“尊重员工自主权”的理念之上。美国卫生局局长提出的职场心理健康框架建议领导者营造一种鼓励员工相互交流、工作具有可预测性以及员工能够充分休息的文化环境；这些理念具体体现在诸如“下午安排轻松的会议时间”以及“确保员工在本地晚上拥有真正的休息时间”等简单而实用的规定中。
That starts with a philosophy of autonomy backed by humane expectations. The U.S. surgeon general’s workplace mental health framework urges leaders to build cultures that support connection, predictability and rest, which translates into simple norms like meeting-light afternoons and true off-hours during local evenings.
当然，假期依然非常重要——即使新的工作环境本身就能让人感到放松和恢复精力。家庭成员的实践也为企业提供了宝贵的参考：他们的经验表明，旅行、工作与育儿责任可以相互融合，形成一种高强度的工作模式；因此，有计划的休息时间以及与当地社区的互动就变得更加关键。
Vacation still matters, of course, even when a new setting feels restorative. Families push the model further, and their experience offers a practical signal for employers.
那些能够正确实施“工作度假”制度的领导者，会将这种制度视为一种有组织的灵活性措施，这种措施既受到政策的引导，也受到企业文化的支持。当领导者制定明确的规则并确保员工能够真正获得休息时间时，“工作度假”不仅有助于留住优秀人才，还能提升管理者的信心。
Reports on worldschooling families show how travel, work and caregiving can blend into an intense routine, which makes planned downtime and local community even more important. Executives who get this right treat a work-cation as structured flexibility, guided by policy and protected by culture.
最后，允许员工在“工作度假”期间使用笔记本电脑（甚至将笔记本电脑带到度假地点）这一做法，恰恰体现了现代企业对员工的信任；而这种信任也会反过来增强员工对企业的忠诚度。随着相关政策的推广，那些能够有效吸引和留住人才的企业会将“工作度假”视为一种重要的管理工具，从而将其转变为一种能够提升员工绩效与忠诚度的长期竞争优势。
When leaders set clear rules, secure the work and defend genuine recovery time, work-cations become a retention tool that also raises manager confidence. The laptop on the cliff then signals a modern organization that trusts its people and earns that trust in return.
格列布·齐普尔斯基（Gleb Tsipursky）博士现任专注于研究工作未来趋势的咨询公司“灾难规避专家”（Disaster Avoidance Experts）的首席执行官。他还撰写了《人工智能在工作中的应用心理学：从抵制到实际成果》（The Psychology of AI Adoption at Work: From Resistance to Results）以及《ChatGPT：领导者与内容创作者的实用指南》（ChatGPT for Leaders and Content Creators）这两本著作。
As policies spread, organizations that win talent treat work-cations as a disciplined practice, turning a popular request into a durable advantage that supports performance and loyalty across a distributed workforce. Gleb Tsipursky, Ph.D., serves as the CEO of the future-of-work consultancy Disaster Avoidance Experts and wrote “The Psychology of AI Adoption at Work: From Resistance to Results” and “ChatGPT for Leaders and Content Creators.”