"Betriebsurlaub"? Not in the U.S.

Walk through Vienna, Austria, in July or August and you’ll definitely spot this sign on restaurant doors and shop windows: "Betriebsurlaub". For Austrians, and other Europeans, the idea of a company-wide summer break is nothing unusual. But in the U.S., it barely exists. And it may surprise – or even frustrate – your American business partners.

What Happens in the U.S. Instead?

In Austria, company-wide closures can last from a few days to several weeks. During that time, operations often stop completely and all employees are on vacation.

For my American and international readers: Even though this may sound like a “mandated vacation”, employers cannot force employees to take vacation without their consent. Under Austrian law, "Betriebsurlaub" still requires employee agreement.

In the U.S., the practice of "Betriebsurlaub" is rare and week(s)-long shutdowns are not common, even for small businesses. In some manufacturing industries, such as automotive, a company may halt their operations to perform maintenance or retooling. And many companies may close for a day or two around major holidays, such as Thanksgiving and Christmas. In these cases, though, the days off are usually not taken from the employee’s vacation time. They are typically extra paid holidays.

How to Keep Your U.S. Collaboration on Track

Taking "Betriebsurlaub" can puzzle your U.S. partners. The following insights and tips will help you keep things on track:

1. Understand the differences in the U.S. system.

In the U.S., there is no federally mandated vacation time. The amount offered is up to the employer.

In recent years, a system called PTO (Paid Time Off) has become popular. Instead of having separate vacation days and sick days, employees receive a single pool of PTO, often between 10 and 20 days per year. They decide for themselves if they want to use it all for vacation or save some days in case they get sick.

I have written about this in an earlier blog. Toggle over if you would like to dive deeper into the topic.

2. Recognize the differences in U.S. vacation culture.

Because PTO is not self-evident and often more limited, Americans have different views on taking time off – whether it’s for vacation or for sickness. Keep in mind that many people have only two or three weeks of combined PTO, so they’re managing their entire year on the same amount of leave you may take for your summer vacation.

From their perspective, a two or three-week break can feel surprisingly long, if not extravagant.

3. Understand that for Americans, deals and deadlines don’t pause for the summer.

Americans will likely expect year-round availability from their partners. Q3 is generally seen as a productive quarter. Key decisions and actions often take place in the summer to keep the momentum going for the second half of the year.

Lengthy company-wide closures can seem inefficient, especially in fast-paced sectors. Some Americans may consider it unprofessional or unreliable.

4. Don’t expect Americans to voice their frustration.

If your American partners are perplexed by your summer closure, they may not say so directly. U.S. business culture leans towards politeness and indirectness, especially in cross-cultural relationships.

Know that Americans are rarely offline for a week or more. When emails or calls go unanswered for two or three weeks, they will most likely feel quiet frustration – but not share it openly.

5. Follow these five tips:

1. If you’re a professional taking on an assignment in the US, don’t assume shared time off. Collective office or business closures are highly unlikely.

   
   

2. If you’re an Austrian company working or partnering with Americans, communicate longer absences early. Frame the closure as a strategic pause, a recharge for Q3 and Q4 momentum.

   
   

3. Carefully plan the best time for all parties involved. Consider the impact of this practice and think of ways to continue to support your partners in the U.S. through your closure.

   
   

4. Take the time to craft polite and clear email auto responses. Make sure to follow up upon your return.

   
   

5. Limit “vacation talk” when you get back. Have a few short sentences ready if someone asks about your break, but don’t plunge into detailed descriptions of everything you saw and did. Get back to business quickly.

   
   

If you’re from Austria, "Betriebsurlaub" may seem like a normal business practice, especially if you’ve worked in small and medium sized companies. But when working across cultures, it’s your responsibility to bridge expectations.

Do you need help bridging the cultural differences between your home country and the U.S.? Let’s talk.

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