Ghost Vacations, Silent Quitting, and the Real Cost of Employee Burnout in Vietnam

The workplace in Vietnam is evolving rapidly, and so are the ways employees respond to pressure. Two emerging global trends — ghost vacations and silent quitting — are now becoming visible in Vietnamese workplaces. Combined with rising burnout, they represent a hidden but serious cost to companies.

If left unaddressed, these behaviours reduce productivity, weaken morale, and increase turnover. But with the right strategies, HR leaders and managers can turn these warning signs into opportunities for change.

What Are Ghost Vacations and Silent Quitting?

• Ghost Vacations: Employees unofficially take time off while still appearing to work. They may log in remotely, delay deliverables, or reduce responsiveness without formally applying for leave. This is often a coping mechanism for exhaustion or disengagement.

• Silent Quitting: Popularised in 2023, this refers to employees doing the bare minimum — meeting their job description but avoiding extra effort or engagement. It’s less about laziness and more about boundaries or dissatisfaction.

Both behaviours reflect the same issue: employee burnout and declining engagement.

The State of Burnout in Vietnam

Vietnam’s fast-paced growth is placing unprecedented demands on workers:

• Workload Pressures: A 2025 VCCI survey reported that 57% of HR managers ranked burnout as their top employee retention challenge.

• Generational Stress: Gen Z, now nearly 30% of Vietnam’s workforce, report the highest levels of workplace stress, particularly in tech and services.

• APAC Comparison: According to Gallup’s State of the Global Workplace 2024, over 40% of employees in Asia report feeling stressed daily at work. Vietnam mirrors this trend.

The Real Cost to Companies

Burnout, ghost vacations, and silent quitting may seem invisible — but they come with measurable consequences:

• Productivity Loss: Global studies estimate burnout reduces productivity by up to 34% per employee.

• Higher Turnover: Stressed employees are 2.6 times more likely to leave their job within a year (Gallup).

• Employer Branding Damage: When silent quitting spreads, candidates perceive a company as disengaged or unsupportive, harming recruitment.

Strategies for Vietnamese Employers

1. Promote Transparent Leave Policies

Encourage employees to take proper leave rather than resort to ghost vacations. Leaders should model healthy behaviour by taking time off themselves.

2. Monitor Workload and Overtime

• Use HR analytics to track patterns of excessive overtime.
• Rotate workloads in peak seasons to avoid chronic overwork in certain departments.

3. Build Flexible Work Options

Hybrid schedules, flexible hours, or compressed workweeks can reduce daily stress without lowering output.

4. Foster Open Communication

• Create safe channels for employees to discuss workload or dissatisfaction.

• Train managers to spot disengagement early and offer support.

5. Recognise and Reward Effort Fairly

Silent quitting often stems from feeling undervalued. Recognition programs, career development paths, and competitive pay can re-energise commitment.

FAQs: Burnout and Workplace Trends in Vietnam

Q1: What is causing ghost vacations in Vietnam?

Heavy workloads, limited formal leave, and stigma around time off push employees to create informal “ghost” breaks.

Q2: How common is burnout among Vietnamese workers?

Surveys suggest over half of employees experience symptoms of burnout, with younger professionals especially vulnerable.

Q3: Are silent quitting and ghost vacations the same?

No. Silent quitting is long-term disengagement; ghost vacations are short-term avoidance strategies. Both, however, signal deeper cultural or structural problems.

Q4: What is the first step for employers?

Acknowledge the issue openly, then implement data-backed solutions such as workload monitoring, flexible work, and mental health support.

Conclusion: From Hidden Trends to Visible Change

Ghost vacations and silent quitting are not just fads — they are warning lights of a workforce under pressure. For Vietnamese companies, tackling burnout is critical for maintaining productivity, attracting talent, and sustaining growth. By creating supportive environments and valuing employees’ well-being, businesses can turn the tide from disengagement to commitment.

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References

• Vietnam Chamber of Commerce and Industry (VCCI) Workforce Survey, 2025.
• Gallup – State of the Global Workplace 2024
• Deloitte Southeast Asia – Millennial and Gen Z Survey 2024
• World Health Organization – Mental health at work fact sheet