HR: How to Truly Disconnect During Summer Holidays?

As summer arrives, the question of disconnecting from work comes up again—especially for HR professionals. Beyond official guidelines and digital tools, a real break requires supportive management and a workplace culture that encourages letting go.

But how can you truly switch off when you're responsible for keeping the company’s social and administrative engine running? Bénédicte Boureux, HR Director at RSM France, shares her practical insights to help both herself and her teams disconnect effectively.

Why Is It So Hard for HR to Unplug in Summer?

“Our role is sensitive,” explains Boureux. “Unexpected issues can crop up at any time—workplace incidents, inappropriate behavior, emergencies. Managers often turn to us for guidance.”

She adds, “Some tasks like onboarding, departures, or payroll require continuity. Ironically, some people find that taking a total break causes them more stress—they fear what might happen in their absence or dread returning to an overflowing inbox.”

Best Habits to Encourage Real Disconnection

“The basics are straightforward: log out of internal tools, turn off work email, and silence notifications to avoid the urge to check in or solve problems.”

How RSM HR Organizes for Genuine Downtime

• A duty roster ensures coverage so everyone can leave with peace of mind.
• Teams are trained to be autonomous and make decisions while others are away.
• Deadlines are anticipated and handled before holidays.
• Everyone knows who's covering what and when.
• Electronic signatures remove the need for physical presence.

“As HR Director, I still remain reachable in case my team faces real difficulties,” Boureux adds.

Formal Policies on the Right to Disconnect

Yes, RSM has policies that:

• Define email-sending hours.
• Encourage scheduling messages during work hours.
• Include an e-learning module for all new employees.

Making the Culture Stick

“It’s not always perfect. We check email patterns and remind managers to schedule messages instead of sending them late at night. Some employees even add a note to clarify no immediate reply is expected.”

Supporting Managers in Promoting Disconnection

• Awareness sessions with practical examples.
• Highlighting the impact of after-hours communication.

Maintaining Team Connection Without Hyperconnectivity

• Reduce reliance on email.
• Use regular check-ins, stand-ups, or a weekly call.
• In summer, a dedicated Teams group helps with casual communication—no instant reply required.

Real Flexibility vs. Subtle Pressure

“Watch for unspoken pressure—the idea that you must reply right away or risk falling behind. Real flexibility means true autonomy: people choose when to connect without fear of missing out or hurting their image.”

“If people check in, it should be by choice, not obligation.”

The key to a restful summer? Communication, preparation, and a culture that respects genuine disconnection.