The fear of leaving – embrace your holiday!

Solicitor Nadia Cook shares her personal tips for overcoming holiday stress and strategies to truly disconnect and recharge during your time off. This blog offers practical advice for everyone, as well as specific guidance for managers on supporting employee wellbeing by encouraging them to embrace their breaks.

The “holidaying” season will soon be upon us. For some it’s an exciting time of planning, packing, anticipation and then relaxation. But I know I’m not alone, especially within the legal sector, in having some more mixed emotions.

I’m talking about the anxiety that can come before, during and after taking annual leave. What have or could I have forgotten? Who will cover for me? What if X, Y or Z happens? Some of us may even have considered, *whilst frantically typing handover notes*, is it all really worth it? Should I bother going away at all?

Before I go on, the answer to that question is without a doubt YES! Time off is good for our mental and physical health, and a break to refresh your mind and body also helps you give your best at work too.

But are there strategies that can make the parting phase less painful? How can we resist the urge to “just quickly log on to check” or take our work phone and laptop on holiday with us?

It can often be difficult to “switch off” both physically and mentally if you’re committed to your work and rightfully proud of the role you play, perhaps even more so if you’re in a senior position. But your colleagues have got this – they can and will cope without you!

The best thing you can do for them is to use your annual leave to recharge your batteries and return to them energised. The best compliment you can pay your colleagues is to show them that you trust that they can handle things without you being there.

For managers, one of the most powerful ways to encourage a healthy work-life balance and reduce the fear of leaving is by leading through example. When you go on annual leave, show that taking time off is not only acceptable but encouraged.

Switch that phone off and let your team know that you will not be checking work-related messages or emails during your vacation. This will also help avoid cross-over of communication and potentially confusion for clients.

When you “leave by example” you also influence the wider workplace culture. By demonstrating that it’s okay to prioritise personal time and recharge, you create an environment where employees feel more comfortable taking breaks without guilt or fear of repercussions.

You might even consider sharing your plans for recharging during your time off with your team. Whether it’s spending time with family, engaging in a hobby, or simply relaxing, expressing the importance of self-care can inspire others to do the same.

“Leaving by example” can be a transformative practice in combating anxiety surrounding annual leave. Embrace this approach, and not only will your own leave be more rewarding, but you will also contribute to a healthier and happier workplace overall.

Easier said than done, I know, but hear me out. Even the biggest problem can be fixed! It’s how you deal with it that matters. While the fear of leaving and the worry about potential issues during your absence can be overwhelming, it’s essential to remember that every problem has a solution, and that includes when you’re not at work.

Instead of fixating on potential problems, focus on how you can prepare your team to handle them before you leave. Ensure that you’ve provided clear instructions and comprehensive handover notes. Trust that your team has the skills and knowledge to find solutions if necessary.

If you find yourself dwelling on what might go wrong, take a deep breath and remind yourself that you’ve set things up for success. Embrace the idea that you cannot control everything, and that’s OK. Often, the issues that cause fear while on leave turn out to be minor, and even if something more significant arises it will likely be manageable.

Communicate your vacation dates to your team and colleagues well in advance, so they know when you’ll be away and can plan accordingly.

Avoid the temptation to check emails or messages from work. Instead, delegate tasks and responsibilities to trusted team members before you leave, and let them know you won’t be reachable during your time off. If necessary, create an emergency contact plan for genuinely critical situations, but make it clear that only truly urgent matters should warrant reaching out to you.

After your holiday, take some time to reflect on the experience. Acknowledge any anxieties or worries you had before leaving and consider how things turned out.

Use this reflection as a learning opportunity to improve your approach to taking time off in the future. Identify what worked well, such as effective delegation strategies or clear communication practices, and note any areas that might need adjustment.

Happy holidays everyone!

Nadia is a business development solicitor* and social mobility advocate. She uses her own website to advocate for openness and transparency in the profession, and aims to encourage a more diverse and inclusive culture. Nadia is happy to engage with any readers comments or questions via her website or her Instagram page.

*All views are my own unless otherwise stated, and do not represent the views of any firm/business I am affiliated with. Information provided in this article does not constitute legal advice.