Planning to combine business and leisure travel? You’re not alone
As post-pandemic work life has changed, and arrangements now include full-time office attendance as well as hybrid and remote work, so, too, has business travel. The phenomenon known as bleisure, or blended business and leisure travel, was initially embraced largely by digital nomads. But such combined travel is now also popular with people outside that group. Allied Market Research, a subsidiary of Allied Analytics, based in Portland, Oregon, estimated that the bleisure travel market was $315.3 billion in 2022 and would reach $731.4 billion by 2032.
As employees increasingly add leisure time to their business trips, companies are struggling to determine where their legal obligation to protect employees from harm – their so-called duty of care – begins and ends. And workers may think that because their trip started with business, they will get all the help they need if something goes wrong on the leisure end. Instead, they should generally consider the leisure part of a trip as a regular vacation where they cover all expenses and contingencies.
Companies are responsible for knowing where their employees are during a business trip, covering expenses if an accident or emergency occurs, securing new lodging if a hotel is damaged, even swapping out a broken down rental car. Still, it’s not entirely clear if that coverage ends completely after the conference or the last client meeting.
Companies recognize that threats are increasing, said Robert Cole, senior research analyst focusing on lodging and leisure travel at Phocuswright, a market research company. They are trying to figure out how to take care of a valuable company resource, the employee, without leaving themselves open to financial risk or potential litigation.
Companies have varying policies to deal with the new travel amalgam. The CEO of RevShoppe, Patricia McLaren, based in Austin, Texas, said the company provided flexible travel options and allowed employees to work anywhere they choose.
Even so, there are constraints. The company requires all employees, including executives, to sign liability and insurance waivers when they are on a voluntary company-sponsored trip, such as an off-site meeting. Such waivers typically place responsibility on employees for their own well-being. And if they bring someone, they are responsible for that person’s expenses.
Employees are responsible for requesting the paid time off and notifying their managers of their whereabouts, although that part is not a requirement. Managers have to ensure adequate staffing, McLaren said.
This article originally appeared in The New York Times.
