For companies
The employee benefit people actually want.
Reward your team with a change of perspective — without asking them to pause the work they are being rewarded for.
Why this lands differently.
Most benefits are received passively. This one is not: the person has to book flights, tell their team and move their life for a week. That effort filters out indifference, so take-up is a signal you can trust.
It also says three things at once that a voucher cannot — that you trust them to deliver unwatched, that output matters more than location, and that you noticed what they did.
For companies
The employee benefit people actually want.
Most perks are bought centrally and ignored quietly. This one requires the person receiving it to move their life for a week — which is exactly why take-up tells you something true.
Appreciation that is remembered
Recognition that visibly cost something is remembered. A voucher is not.
Retention
A concrete reason to stay, offered before the conversation about leaving.
Employer branding
Something specific to say in a market where everyone claims to be flexible.
Remote-work culture
Proof that your policy is real, tested on one person before it is a promise to everyone.
Motivation
A goal that is not a number, attached to work that already happened.
Recruiting
A differentiator that survives the first interview question about flexibility.
For companies
Four ways companies use it.
It is worth deciding which one you are doing before you announce it — an unstated mix of all four is what causes the fairness questions later.
Reward
Attached to a specific piece of work that a specific person did. The most immediate version, and the easiest to justify.
Standing benefit
An entitlement anyone can apply for under clear rules. Slower to introduce, far stronger as employer branding.
Retention
A concrete conversation with someone you would struggle to replace — held before they start looking.
Recruiting
Something specific to point at in a market where every company claims to be flexible.
How it Works
How it runs on your side.
One person or several
Individuals on separate dates, or a group with the house to themselves.
Invoiced to the company
The request form has a company path with billing details. We handle the paperwork with your finance contact.
Dates that fit the business
Tell us the windows that do not collide with anything critical and we will work inside them.
No programme to approve
There is no agenda, no facilitator and no content. Your people work their normal week.
Requires professional verification
The part that needs professional review
Working from another country — even briefly — can touch employment terms, social security, insurance and tax. The answers depend on your jurisdiction, the contract and the length of stay. Nothing on this site is legal, tax or immigration advice. Before offering a workation as a benefit, have your remote-work policy reviewed by an adviser qualified in the countries your people are employed in. We are glad to supply whatever booking documentation they need.
Questions
Companies and employers
Can my employer book this for me?
Yes. Companies book workations as a reward, a retention measure or part of a remote-work policy. The request form has a company path with invoicing details, and we handle the booking with your employer directly if that is easier.
Can a company send several employees at once?
Yes — either as individuals on separate dates, or as a group with the house to themselves. Tell us the number of people and the window you have in mind and we will come back with what is possible.
What about employment law, tax and social security while I work abroad?
This depends on your country, your contract, the length of your stay and your employer's own policy, so we do not give legal advice on it. Short stays abroad are usually governed by an employer's remote-work policy — start there, and involve your HR or payroll contact, or a qualified adviser, before booking. We are happy to provide the booking details they need.
Requires professional verificationNext step
Send your best people to work from Morocco.
Tell us the team size and the window you have in mind.