Traveling With Work: Exploring The Intersection Of Career And Exploration

The relationship between work and travel is a complex one, with employers having varying degrees of influence over their employees' travel arrangements. On the one hand, certain jobs inherently involve travel, such as sales, marketing, and service roles, where employees are expected to meet clients, attend conferences, or provide on-site support. In these cases, travel is often a mandatory part of the job description, and refusing to travel could result in consequences, including loss of employment. However, employees do have some rights and protections in this area. Federal laws, such as the Fair Labor Standards Act (FLSA) and the Portal-to-Portal Act, outline scenarios where employers are required to compensate employees for travel time, such as travel between different work sites or special assignments. Additionally, employers are responsible for providing accommodations and ensuring workplace safety during work-related travel, especially for employees with disabilities or medical conditions. While an employer cannot dictate where an employee lives, they may encourage employees to live within a certain radius of the office to facilitate emergency responses or reduce commuting issues. Ultimately, the extent of an employer's influence over an employee's travel depends on the specific job requirements, industry standards, and local laws and regulations.

Employees with long commutes

The average daily commute is around 52 minutes, which equates to over 4 hours per week. Anything over 35 minutes a day is considered a long commute and can increase the risk of burnout. The stress of commuting can be attributed to factors such as traffic congestion, public transport delays, and the simple act of leaving and arriving on time.

To ease the strain of long commutes, employees can try a few strategies:

• Leaving for work earlier can reduce the worry of being late and impress employers.
• Creating a relaxing environment during the commute, such as listening to music, audiobooks, or calling friends and family.
• Being strategic by planning routes, considering traffic, and utilising public transportation or carpooling options.
• Packing food and beverages to save time and provide a quick energy boost.
• Limiting technology use to give the mind time to rest and recharge before starting work.

Additionally, employees should evaluate their job satisfaction and consider if the long commute is worth it. They may want to explore options for remote work, finding a job closer to home, or negotiating flexible work arrangements with their employer.

Employers also have a role in supporting employees with long commutes. They can offer commuter services, such as providing company transport, which reduces travel stress and cost for employees, promotes social interaction, and lessens the need for parking infrastructure. Alternatively, employers can provide flexible and home-working options, giving employees the chance to work at their most productive times without the commute. Cycle-to-work schemes are another possibility, depending on the distance employees travel.

By recognising the impact of long commutes and implementing strategies to alleviate the pressure, both employers and employees can improve work-life balance, increase productivity, and reduce the risk of burnout.

Travel between work sites

Travelling between work sites is a common requirement for many employees, especially those in sales, marketing, service, and maintenance roles. This type of travel is generally considered a compensable work time and should be included in an employee's working hours.

For example, in the UK, the Working Time Regulations 1998 state that time spent travelling between different work sites during the working day should be counted as working time and paid accordingly. This also applies to business trips, where employees are travelling to meet clients or customers. It is important to note that this does not include the time spent commuting to and from work at the beginning and end of the workday, which is not considered working time.

In the United States, the Department of Labor states that time spent travelling during normal work hours is considered compensable work time. However, this does not include home-to-work travel, even if the employee is using an employer-provided vehicle, unless there is a specific agreement between the employer and employee regarding this.

It is important for employers to understand the laws and regulations regarding travel time to ensure they are compliant with wage and working hour requirements. Additionally, employees should be aware of their rights and ensure that their travel time is properly compensated and does not exceed the maximum allowable working hours.

When it comes to international travel, employees have the right to refuse if they believe it will expose them to health risks or if there are travel restrictions in the destination country. Employers should balance their Duty of Care with the employee's right to refuse travel, ensuring that proper safety measures are in place.

Special assignment

A "special assignment" is a type of work-related travel from an employee's home to a different work location than usual. If the travel time is longer than the employee's normal commute, the employer must compensate the employee for the extra time. For example, if an employee usually commutes for 30 minutes but has to travel for an hour to get to a different office, the company must compensate them for the additional 30 minutes each way. This also applies if an employee has to work at a different location with a longer commute for a short period, such as two weeks.

In some jobs, travelling is an essential part of the job, and employees need to be able to travel to be qualified for their positions. In other jobs, travel may not be necessary, but it can still be beneficial for employees and companies alike. Travel can help employees discover new cultures, improve their communication skills, boost their confidence in managing uncertainties, and enhance their networking abilities.

When an employer requires on-the-job travel, they are responsible for providing accommodations and ensuring workplace safety. This includes alternative methods of transportation for employees who cannot drive due to medical conditions or disabilities. Employers must provide these accommodations unless they can demonstrate that doing so would pose an undue hardship.

Additionally, employees with various impairments may face challenges when travelling for work. For instance, an employee with anxiety may find travelling stressful, while an employee with a back impairment may struggle with sitting for extended periods. Employers should be mindful of these issues and provide appropriate accommodations to ensure that all employees can perform their job duties effectively, regardless of the travel requirements.

Travel away from your home community

Travel is an integral part of many job profiles, such as sales and marketing roles, service and maintenance departments, and project engineers. Employees in these fields are expected to travel across domestic and overseas destinations to expand the business, network, and maintain customer relationships.

When it comes to "travel away from home community", this refers to travel that keeps an employee away from home overnight. This travel time is considered worktime when it occurs during an employee's regular working hours, as they are simply substituting travel for their regular duties. For example, if an employee usually works from 9 am to 5 pm, Monday to Friday, any travel time during these hours is considered worktime, even if it occurs on a Saturday or Sunday.

However, it's important to note that travel outside of regular working hours, such as during early mornings, evenings, or on non-working days, is generally not considered worktime. This distinction is crucial for determining compensation and overtime pay for employees who travel for work.

In terms of employee rights, while an employer cannot force an employee to travel against their will, it is expected and often required if the job profile includes travelling. Employees can refuse to travel if there is a legitimate concern, such as a medical condition, or if the travel poses a serious risk to their health and safety. It is important for employees to be aware of their employer's travel guidelines and any applicable labour laws to safeguard their rights.

Can an employer mandate travel?

Whether an employer can mandate travel depends on several factors, including the employee's contract, company policies, and legal protections in the relevant jurisdiction. While some jobs inherently involve travel, employees have rights and options when it comes to travel requirements.

Firstly, it is crucial to review the employment contract or agreement to ascertain whether there are any clauses outlining travel requirements or expectations. If the contract explicitly states that travel is a job requirement, refusing to travel may constitute a breach of contractual obligations, potentially leading to disciplinary action or termination. However, if the contract is silent on the matter or flexible, employees may have more room to negotiate or express their concerns.

Additionally, it is important to familiarise oneself with the company's travel policies and guidelines, which may provide further details on the expected extent of travel. Consulting with the HR department or seeking legal advice can also help clarify travel obligations.

From a legal perspective, both federal and state labour laws come into play. In the United States, employees are protected by federal law against discrimination, harassment, and retaliation for refusing to engage in certain activities, such as travelling for work. State laws may offer additional protections, like California's labour laws, which give employees the right to refuse travel under certain valid reasons, including inadequate compensation for travel expenses and unsafe travel conditions.

Furthermore, employers should also be mindful of their Duty of Care towards their employees when it comes to travel. For instance, during the recent pandemic, employers could not compel employees to travel if it exposed them to health risks or if there were travel restrictions in the destination country.

In summary, while employers may have the authority to mandate travel based on job requirements and policies, employees also have legal protections and the right to refuse travel under certain circumstances, especially when their health, safety, or well-being is at risk.

Frequently asked questions