How to Address “Bleisure” in a Travel Risk Management Program

Many organizations wrestle with the concept of business travel in combination with leisure travel (aka.“Bleisure”).  From a Travel Risk Management (TRM) perspective, there are three initial considerations to keep in mind that may help address the issue and lessen how abstract it might feel to manage. 

The underlying question to answer is this: Is your organization willing to assume the risks associated with Bleisure? 

If the answer is no, then the solution is simple.  However, if you are willing to include Bleisure travel into your TRM Program, these three considerations should provide clarity and transparency regarding the issue: 

•Have Bleisure clearly defined and regulated within TRM policy. 

Bleisure travel is an example of where ambiguity can create headaches.  In a TRM policy, clearly outline what is permissible and what is not.  Define how long Bleisure will be covered, if at all, whether dependents will be covered, if Bleisure should be booked through corporate systems, determine how existing insurance covers Bleisure travel or not, list high-risk activities that may be pursued, etc.  While Bleisure can be a great employment benefit, it must be paired with clear boundaries. 

•Communicate the guidance to all travelers. 

Travelers should acknowledge the TRM policy prior to travel on behalf of the organization.  This is the means to educate everyone on travel expectations and responsibilities.  For hot topics, like Bleisure, provide dedicated communication resources.  For example, have a webpage with FAQs, send out newsletters, provide flyers, and any other communications to help ensure everyone understands what is permissible and what isn’t.  This can also be helpful in explaining why the policy says what it does, particularly if Bleisure is not permitted.  In any case, getting travelers to understand limitations before travel is the key so difficult situations are avoided.  

•If Bleisure is permitted, plan for it from a travel risk management perspective. 

Think about potential scenarios that may occur or have occurred based on the current policy and clearly identify what would happen if a travel disruption were to occur.  For example, what must be done if an employee engages in Bleisure travel using company resources, needs evacuating, but has a companion that is not covered?  Further, how would your organization deal with an employee emergency when Bleisure is not covered? 

Conclusion 

There isn’t a one-size-fits-all approach to Bleisure travel, so clarity is the key.  Communicate the guidance to travelers, and if Bleisure is permissible, ensure it’s planned for within the holistic TRM program.  If you have any questions regarding how to approach it for your organization, contact CPPS, we’d be happy to assist in the process. 

By: Jake Newton, MA, VP of Security Solutions, CPPS