Vacation overdue? As leaders, we can’t keep postponing our team’s rest

Yesterday I had a meeting with my department managers and the Human Resources team to review our vacation policies. One way or another, we all agreed: our staff needs to take their vacation days—at least 12 per year—and it's our responsibility as leaders to ensure that actually happens.

We can no longer accept that some employees “prefer” to get paid for their vacation instead of actually taking time off. Sooner or later, that affects them—in their productivity, their health, and most importantly, their family life.

The curious thing is, many leaders still see vacations as a luxury, when in reality, they’re a necessity. A well-rested employee makes better decisions, is more engaged with the company, and stays physically and mentally healthy. If we keep delaying rest, we’re also delaying performance.

What's more, Mexican labor law is very clear: since the 2023 reform to the Ley Federal del Trabajo (Federal Labor Law), every formal worker is entitled to at least 12 days of paid vacation after their first year, with that number increasing each year. It’s not optional—for the employee or for the company. It’s not negotiable—no matter the workload or the urgency of a client. It’s a right.

From a Human Resources standpoint, it’s our job to enforce this. Sometimes it’s hard to let people go for a few days, especially in operational areas or during peak seasons. But if we truly care about our team’s wellbeing, we must actively promote the use of their vacation days, not just approve them when someone is brave enough to ask.

At InterHuman, we’re reinforcing this commitment: no more eternally accumulated vacations, no cash payouts instead of rest, and no promises of “you’ll take the days later.” Rest doesn’t get rescheduled. And a healthy company begins with leaders who value balance.

And let’s not forget: leaders need rest too. So go ahead—take your vacation.

Manuel González