Table of contents

1.Why Do Employees Request Sabbatical Leaves?

2.Professional growth

3.Research and study

4.Rest and renewal

5.Common Paid Sabbatical Policies

6.Are Sabbaticals Paid or Unpaid Leave?

7.What Are the Benefits of Taking a Sabbatical Leave?

8.What Are the Benefits of Offering a Sabbatical Leave?

9.A happier workforce

10.Higher employee retention

11.A better understanding of your workforce

12.What to Consider While Crafting a Sabbatical Policy

13.Eligibility criteria

14.Duration and frequency

15.Compensation

16.Request process

17.Reintegration

18.Purpose of sabbatical

19.Reporting and accountability

20.A Helping Hand with HR Policies

There are many reasons why a person might want to take an extended leave from their job. Here's a breakdown of some common reasons people give for taking advantage of their company's sabbatical leave policy.

Sabbaticals can be used to acquire new skills, gain new experiences or explore different aspects of one's field. For example, a market research director for a luxury brand might take a sabbatical to find out what streetwear trends are happening in Copenhagen this summer. A product development professional for an outdoors brand might take one of their latest designs on a large portion of the Appalachian Trail, meticulously documenting the pros and cons of certain gear and making a guide for customers who might want to take similar trips.

For academics, a sabbatical often involves dedicated time for research, writing, or studying a specific topic in-depth. This is often reserved for tenured college professors, typically in research-heavy fields. Think of it as a mix of pursuing a passion project and working on career development.

A sabbatical can also serve as a break from the daily grind, providing an opportunity to rest, recharge, and refresh from burnout. Sometimeswellness programs and "mental health days" once or twice a year may not be enough. In fact, burnout is one common reasons that employees leave their positions.A recent study by Forbes revealed that nearly 20% of workers think of quitting every day due to burnout.

Most paid sabbatical programs are structured as follows: employees receive “X” weeks of paid sabbatical after completing “Y” years of service with the company.

Typically, the sabbatical duration is one month.

Sabbaticals may be offered after five years of employment, although some programs may provide them as early as four years. Additionally, some companies offer sabbaticals every five years rather than just at the five-year mark.

Overall, these programs recognize that uninterrupted time off work can benefit both the individual and their work approach. They are often framed as opportunities for personal growth, such as learning, volunteering, spending time with family, traveling, or focusing on health. In return, these programs can also help serve as a valuable means for retaining employees long-term.

It all depends on your company's policy. Typically, paid sabbaticals are earned after a certain consecutive length of time working at the company.

Unpaid sabbaticals may be more cost effective for companies. They may be shorter, which can help minimize the chances of leaving posts unfilled.

Although a sabbatical can be seen as a type of career break, there is at least one big difference: With a sabbatical, the person remains an employee. Otherwise, taking a career break may mean simply deciding to stop working for a while. .

Harvard Business Review conducted somecomprehensive research on employees who had taken sabbaticals to gain insights into their time off. This study provided a detailed, qualitative picture of career break strategies and the practical, mental and physical impact of an extended leave. Sabbatical-takers who took a "working holiday" to focus on a passion project ended up largely returning to their work  with new confidence about how to make that work fit them.

One employee explained, “Coming back and choosing my role and really owning what it means to be in this role has changed.” Many participants claimed a new and welcomed sense of independence. As one interviewee described it, “I think I’m a better leader now, not asking permission.” Their newfound confidence also led them to draw clearer personal boundaries to maintain a work-life balance.

Professional or personal time off allows employees to feel more rested, confident and renewed in their roles.

While it may seem like an extended leave is primarily anemployee benefit, there's evidence that sabbaticals can benefit employers too. This reflects the value of taking ahuman capital management approach to your workforce and seeing it as an asset to be invested in rather than an expense.

Offering sabbaticals demonstrates a company’s commitment to work-life balance and long-term employee welfare, which can strengthen loyalty and help reduce turnover. It's the kind of perk that might help youattract talent in a competitive hiring market.

Employees who know they have the opportunity to take a break and return to their careers with new skills or insights are more likely to feel invested in their roles and the company’s success. This positive reinforcement can create a more collaborative and enthusiastic work environment. Employees who feel valued by their employers are more content and inclined to contribute creatively and effectively to the company’s goals.

You might have some underlying fears about whether your employees will actually return from their extended leave. The good news: according toThe Sabbatical Project, a research organization dedicated to sabbaticals, 80% of people who go on sabbatical ultimately return to their work.

Low or falling retention rates could mean that a large proportion of your workers is very unhappy or burnt out in their roles. In that case, it might be worth taking a closer look at your employee benefits, benefits administration, company culture and overall measures of employee satisfaction.

When an employee prepares to take a sabbatical, you might consider hiring a temp to fill the position. But if your company would struggle if someone takes a sabbatical, it may be an indication that your team might benefit from enhanced tools and support to collaborate effectively.

Take the opportunity to understand better what happens when that person is gone:

What’s your potential risk to key personnel?

What happens if that person quits?

What responsibilities were they carrying that they should be delegating? Who might step up to the plate in their absence?

What kind of ideas and creative energy might they bring with their career break return?

Can you think of any stretch and growth opportunities for employees who can step into that role for a little bit?

Sabbaticals are relatively flexible perks. As an employer, consider crafting a policy that aligns with your company's needs and capabilities. No matter what type of policy you adopt, make sure it's clearly outlined in your employee handbook and made known to each and every employee. Here are a few things to consider for your policy:

Who can take a sabbatical?

Tenure-based. Employees must have been with the company for a certain number of years (e.g., 5, 7, or 10 years) before being eligible.

Performance-based. Employees must meet specific performance metrics or evaluations to be eligible.

Role-based. Sabbaticals may be offered to certain roles or departments based on organizational needs.

How long will the sabbatical last?

Fixed duration. Offer a set length of sabbatical time (e.g., 3, 6 or 12 months) after a specified number of years of service.

Flexible duration. Allow employees to choose the length of their sabbatical within a certain range.

Frequency limits. Specify how often employees can take a sabbatical (e.g., once every 5 years).

How, if at all, will the employee be paid over the course of their sabbatical?

Full salary. Pay employees their regular salary during their sabbatical.

Partial salary. Offer a reduced salary or stipend during the sabbatical period.

Unpaid. Allow employees to take an unpaid sabbatical.

Most often, employees must submit a formal request outlining their sabbatical leave . You may want to establish a review process involving supervisors or a sabbatical committee to evaluate and approve requests.

How will you make sure the sabbatical-taker can smoothly return to their role?

Job security. It is important that employees feel they can return to their previous position or a similar role.

Transition plan. Develop a plan for handing over responsibilities and reintegrating the employee upon their return.

Will you mandate that the sabbatical have a particular purpose? The standard reasons include:

Professional development. Encourage employees to pursue further education, research, or skill development.

Personal growth. Allow time for personal pursuits, travel, or family matters.

Volunteer work. Support employees in engaging in volunteer or community service activities.

You can require employees to provideleave of absence letters, updates and reports during the sabbatical, and retrospectives on their experience. Upon their return, assess the impact of the sabbatical on the employee’s performance and the organization’s needs. What went well and how can the process be enhanced?

As an expertprofessional employer organization (PEO), TriNet can help your business with best practice guidance on sabbatical leave. With representatives available to support your questions, along with software that helps track time off, we help streamline HR and make your team's job easier.

If you offer sabbatical leave, as well as other benefits and perks, make sure they know it. TriNet can help you with atotal compensation statement to help reinforce your company’s investment in your employees. Each report is a personalized statement that offers details about your employee’s compensation package, giving them greater insight into their total compensation package, organized by specific categories.