Your top engineer is heading to Singapore for a week-long project. A few days before her trip, she asks her manager: “Would it be okay if I stayed through the following weekend to see the sights? I’ll cover my own hotel and food, of course.”

This question puts the manager in a tough spot. They want to be a flexible, supportive leader. But they’re also uncertain. What are the rules? Who is liable if she gets hurt on Saturday? How do we handle the cost of the flight?

This scenario isn't a rare one-off anymore. It's "bleisure", the blending of business and leisure travel, and it has become one of the most sought-after perks in the modern workplace. Ignoring it is no longer an option. Without a clear policy, you open your company up to confusion, inconsistent decisions, and significant legal and financial risks.

The good news is that creating a bleisure policy isn't complicated. Here’s a simple guide to help you say "yes" to bleisure in a way that is safe, fair, and a win for both your company and your team.

Why You Need a Bleisure Policy Now

A formal policy isn't about restricting people; it's about providing clarity and safety for everyone.

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  It’s a Powerful Tool for Talent: In a competitive job market, a supportive bleisure policy is a huge differentiator. It tells your employees you trust them and care about their work-life balance, which can be a deciding factor for attracting and retaining top performers.
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  It Manages Your Risk: This is the most critical point. A policy must clearly define the line between "company time" and "personal time." This protects the company from liability and ensures everyone understands the limits of the company's Duty of Care obligations.
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  It Eliminates Confusion: When there are no official rules, employees and managers are left to guess. This leads to unfair, inconsistent decisions and can cause frustration and resentment.

The 3 Core Rules of a Smart Bleisure Policy

Your policy doesn't need to be 10 pages long. It just needs to provide clear, simple answers to the three biggest questions that come with blended travel.

1. The "Expense Separation" Rule (The Money Line)

This rule clarifies who pays for what. The principle is simple: the company pays for the business portion, and the employee pays for their vacation.

Policy Clause to Add: "The company will cover accommodation, meals, and incidental expenses only for the pre-approved business days of the trip. All costs incurred during the personal/leisure portion of the trip are the employee's full responsibility and are not reimbursable."

2. The "Flight Cost" Rule (The Comparison Fare)

The company’s flight cost should not increase just because an employee decides to stay longer.

Policy Clause to Add: "The company will cover the cost of a round-trip flight equivalent to what it would have cost for a direct return trip at the conclusion of the business assignment. A 'comparison fare' must be documented at the time of booking. If the extended stay results in a more expensive flight, the employee is responsible for paying the difference."

3. The "Liability & Insurance" Rule (The Safety Line)

This is the most important rule for protecting the company. It must be crystal clear when an employee is covered by company insurance.

Policy Clause to Add: "The company's travel insurance, worker's compensation, and Duty of Care responsibilities apply only during the designated business portion of the trip. The employee is strongly advised to secure their own personal travel insurance to cover any added leisure days."

The Payoff: Flexibility Within a Safe Framework

Bleisure travel is a reality of the modern workforce. By proactively addressing it with a few simple, common-sense rules, you do more than just protect the company. You create a culture of trust and flexibility. You offer a highly valued perk that makes your company a more attractive place to work, all while operating within a safe and financially responsible framework.