also employees’ willingness, for various reasons7. One reason is the fascination with digital modes, leading workers to believe that they ensure more freedom being away from their usual place of work at least some days; another reason is the daily use of ITC tools, given their centrality in setting how a job is done and their relative and partial indifference to the place where the job is done. Employers’ willingness proved uneven, but not such as to dissuade from remote working, with the applying rules being far from comparable to the “telecommuting” rigid rules, known since the late 1990s and never vary successful, other than in public administration bodies, where detailed regulations8 are in force, unlike in the private sector. Indeed, the importance of remote working does not emphasize only the focus on workers’ performance9, but also its quest for better work - life balance. Compared with the foregoing schemes, “workation” strictly speaking is different, because work activities are done during vacation periods, based on the Italian legislation, as well as the European Union one10, which is very focused on this aspect11. This is irrelevant for accommodation facilities, whose goal is having guests, irrespective of their conditions, while it has various implications as regards work relationships. “Workation” is different from remote work, because it is work during vacations and, therefore, during scheduled time off. The reasons may be similar, workers do not want to interrupt their work interactions, but want to enjoy, at the same time, pleasant stays, but working from a vacation destination is just one of the components of this matter. II. REMOTE WORK IN CONTEMPORARY SOCIETY AND ITS IMPACT ON TOURISM EXPERIENCES In the general belief, with precise evidence in frequent conducts, remote work is a beneficial solution for workers, who often demand it, if nothing else to avoid the risks, costs and delays due to traffic or public transport. The shelter of one’s own home is somehow preferred to corporate life communion and isolation has found again the fascination that seemed to have been forgotten in 7 See: Casillo, La subordinazione “agile”, in Dir. merc. lav., 2017, 545 ff.. 8 See: Miscione, Diverse tipologie contrattuali: remote working, telelavoro e digital workplace, in Lav. giur., 2009, 663 ff.. 9 See: Andreoni, Il lavoro agile nel collegamento negoziale, in Riv. giur. lav., 2018, I, 106 ff.. 10 See Article 7(1) of Directive 2003 / 88 / EC. 11 See European Court of Justice, First Chamber, 18 January 2024, Case no. 218/2022, BU v. Comune di X, in Variaz. temi dir. lav., website, 2024. 101 “WORKATION” AND THE EMPLOYMENT RELATIONSHIP
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