Let’s be honest: the classic 9‑to‑5 job is rarely just eight hours. It usually comes with extra work, last‑minute deadlines, endless meetings, and the pressure of juggling multiple responsibilities at once. Between back‑to‑back emails, last‑minute tasks, and packed schedules, it’s completely normal for employees to feel like there’s almost no time left for themselves. That’s when the idea of a break starts to feel less like a luxury and more like a necessity—a chance to step away from the desk, switch off, and finally switch on vacation mode. But for many people, the real hurdle isn’t the trip itself; it’s working up the courage to ask their manager for leave.Career counsellor Simon Ingari recently shared a surprisingly simple hack that might change the way people approach this. The advice originally came from his father, who spent years as the head of an HR department, and Simon has now made it public on his X (formerly Twitter) account. It turns out, the way you ask for leave can make all the difference—especially if you’re waiting for “the right moment” that never quite arrives.
Why vacations matter at work
In a conversation with his father, Simon once asked how he stayed motivated in the corporate world for 35 years. The answer was short but powerful: vacations. His father emphasised that planning time off—whether short weekend breaks or longer trips—was one of the keys to staying energised and engaged. He encouraged always having something to look forward to, even in the middle of a busy work cycle.According to Simon, those planned getaways act like mental resets in the middle of the 9‑5 grind. Instead of waiting until burnout hits, employees who schedule breaks ahead of time give themselves something to look forward to, which naturally reduces stress and keeps them from feeling perpetually drained. A vacation isn’t just an escape; it’s a planned pause that helps you come back clearer, calmer, and more productive.
How to ask for leave the “HR father way”
When Simon jokingly asked his father how employees could “easily” get their leave approved, the answer caught him off guard. Drawing from years of HR experience, his father said that vacations should not be “requested” but “informed.” In other words, instead of humbly asking your manager to allow you time off, you communicate your plans confidently and clearly, treating it as a scheduled part of your work life.His point is simple but important: managers often feel uncomfortable approving leave, especially at busy times. When employees approach the conversation with hesitation or guilt, it only makes it harder for leaders to say yes. On the other hand, if you set dates in advance, explain your plans calmly, and show how your responsibilities will be covered—or at least clearly managed—your manager is more likely to see it as a practical arrangement, not a personal favour.This shift in mindset turns leave from a “permission” into a planned, professional decision. It’s not about being bold or entitled; it’s about communicating your needs clearly, respecting the team’s workflow, and treating your mental health as a legitimate part of your professional life. After all, a well‑planned break can be one of the smartest moves you make in a long corporate career—not just for your happiness, but for your long‑term performance.
