A guide to offering sabbatical leave to employees
Discover the benefits of sabbatical leave for employers and learn how to implement a successful programme that helps to attract and retain talent.
There are many ways employers can support their employees, including comprehensive employee benefits packages with generous annual leave, opportunities for career development and family-friendly policies for working parents.
One of the least common is sabbatical leave, with research suggesting that, in some sectors, just 15% of employers offer this to their workforce. As a result, employers can find it difficult to prepare and implement successful sabbatical schemes.
In this article, we’re taking a deep dive into sabbatical leave, how it works, the benefits it can provide for employers, and the steps required to implement a successful programme.
What is sabbatical leave?
Sabbatical leave is an extended period of time when an employee steps away from their professional duties with their employer’s approval. It’s a different type of leave than standard annual leave, as usually a sabbatical will last much longer than however many days of leave an employee has left.
They are typically part of a broader strategy designed to support employee well-being and retention. However, as employees remain officially employed throughout their sabbatical, they continue to be bound by employer policies related to things like harassment, confidentiality and data protection.
During a sabbatical, employees remain officially employed but are not expected to perform their usual work duties. This allows them to focus on other activities that their regular work schedule, whether full-time or part-time, might not accommodate. Research shows that are top 5 reasons for taking a sabbatical are:
- To get away from the stress of working life (49%)
- To improve mental health (41%)
- To improve physical health (35%)
- To go travelling with family (33%)
- To go travelling with partner/spouse (30%)
How sabbatical leave works
Employees who qualify for sabbatical leave will typically need to request it several months in advance. This allows employers ample time to consider the request and ensure it meets their criteria for approval. If a request is approved, the organisation needs to make arrangements to cover the employees’ duties throughout their absence, either by hiring temporary replacements or redistributing the workload among existing staff.
Most organisations will have specific guidelines in place for sabbaticals. These should include:
- Eligibility criteria: Employees may need to have been with an organisation for a certain number of years before being eligible for a sabbatical.
- Advance notice: Requests for a sabbatical should be submitted well before the intended start date.
- Sabbatical timing: Some employers require sabbaticals to be taken within a specified period after an employee becomes eligible.
Sabbaticals can be paid or unpaid depending on an organisation’s specific policies and are typically part of a broader strategy designed to support employee well-being and retention. However, as employees remain officially employed throughout their sabbatical, they continue to be bound by employer policies related to things like harassment, confidentiality and data protection.
How long does sabbatical leave last?
As opposed to standard annual leave, which typically lasts up to two weeks, a period of sabbatical leave can range from a month to an entire year. The length of time depends on what the organisation wants to offer, and also what employees want to take. It’s common for employers to offer sabbatical leave that lasts up to three or six months for example.
Employers do not have to offer career breaks in the form of sabbatical leave, these are just an agreement between an employee and their employer. A career break differs from a sabbatical because usually it means the employee is resigning from their role and looking for a new job at a later date.
Are staff paid on sabbatical leave?
Sabbaticals can be paid or unpaid depending on an employers specific policies. While some organisations only offer employees unpaid sabbaticals, others provide paid leave as a benefit. The terms should be clearly outlined in the employer’s sabbatical policy, allowing employees to understand what to expect during their time away.
If they are not paid on sabbatical leave, employees should return to work on the same terms that they left on, unless of course they are returning to a promotion or a raise.
4 benefits of sabbatical leave for employers
Offering employees sabbatical leave can have numerous benefits from an employer’s perspective. Let’s examine some of the most significant.
Employee rejuvenation
The daily grind can lead to burnout among employees, resulting in reduced productivity and job satisfaction. As a result, it’s no surprise that benefits that support work-life balance are among the most commonly offered by employers. Sabbaticals go a step further, offering a much-needed reset for many, giving them time to unwind and recharge.
The extended break from work means employees on sabbatical can return refreshed and fully motivated, with the renewed energy they need to tackle their responsibilities with enthusiasm. Given that as many as 33% of new employees hand in their notice within the first six months, giving staff the prospect of an extended break further into their career can be invaluable for improving staff engagement and retention rates.
Employee inspiration
A sabbatical can give workers the chance to gain fresh perspectives. For example, by spending their time travelling, volunteering, or pursuing personal passion projects, employees can gain new experiences that inspire ideas and innovative approaches.
An influx of this type of creativity can subsequently lead to new opportunities for growth and improvement within the workplace. Sometimes, stepping away from the day-to-day routine is vital to see things differently and drive positive change.
Personal development
Taking a sabbatical allows employees to focus on personal goals and development. Whether that means learning a new language, completing a degree or undertaking a fitness journey, this time allows them to invest in themselves.
While personal growth of this nature can be a significant benefit for individuals, it can also translate into enhanced skills, experiences and perspectives that they bring with them back into the workforce.
Responsibilities for junior employees
When a senior member of staff opts to take a sabbatical, it creates opportunities for junior employees to step up and take on new responsibilities. This can be a chance for them to explore new roles, develop skills and demonstrate their abilities.
As a result, sabbaticals can be an effective way of nurturing future talent within an organisation, providing junior staff with valuable experience in more senior positions. This not only helps with their career progression but allows employers to ensure the smooth functioning of processes with senior staff members absent, while also forming the first step in an effective succession planning strategy.
Using sabbatical leave as a recruiting tool
In today’s competitive job market, you need to be thinking about how to attract top talent. Offering sabbatical leave can be a powerful tool in your recruitment strategy, showcasing a commitment to employee well-being and long-term development. Here’s how:
- Improving talent attraction: Sabbatical leave can be a major draw for jobseekers increasingly looking for employers who value work-life balance and personal development. By offering sabbaticals, you signal to candidates you care about their well-being and are willing to invest in their growth, setting you apart from competitors. Considering that less than a fifth of workers are ‘very satisfied’ with their benefits package, providing a unique benefit like sabbatical leave can significantly enhance your appeal as an employer.
- Enhancing retention: Sabbaticals can also play a crucial role in retaining employees, as knowing they have the option to take extended leave can increase their loyalty and commitment. This is particularly true for high-performing employees who might otherwise seek new opportunities to avoid burnout.
- Boosting reputation: Offering sabbaticals can enhance your organisation’s reputation as an employer of choice. Stories of employees using their sabbatical time for meaningful activities such as volunteering, further education, or personal projects can be shared on social media or your website, demonstrating a supportive culture and appealing to like-minded individuals who value such opportunities.
- Creating a positive culture: Implementing a sabbatical programme can help foster a trusting and supportive culture, as employees feel valued and appreciated, and know that their personal and professional growth is a priority. This positive work environment can lead to higher job satisfaction, increased productivity, and a stronger sense of community within the workplace.
How to implement sabbatical leave in your organisation
Successfully implementing a sabbatical programme requires employers to invest time in careful planning and outlining clear policies. Let’s look at some key steps that can help you get started.
1. Develop a sabbatical leave policy
Begin by defining the objectives you want to achieve with a sabbatical programme. This might include:
- Improving employee wellbeing
- Enhancing retention
- Encouraging professional development
Once your goals have been determined, create a detailed policy document that outlines the purpose, duration, and terms of sabbatical leave, including paid and unpaid options. At this stage, it’s also crucial to ensure that the policy complies with laws and regulations, covering aspects related to workers’ rights and benefits during the sabbatical.
2. Decide on eligibility criteria
Next, you need to define eligibility criteria, for example, specifying the minimum service length required before an employee can apply for sabbatical leave. Here you can also consider incorporating performance metrics to ensure that this opportunity rewards positive contributions to the organisation over a sustained period.
In addition to this, you will need to define how often employees can take sabbaticals to manage expectations and planning effectively. For example, outlining that every employee is only eligible for one sabbatical, or that employees can apply for a sabbatical once every five years.
3. Create an application process
As covered above, another crucial element within any successful sabbatical programme is a system that requires employees to submit sabbatical requests several months in advance.
As a result, employers should look to develop and implement a standardised application form where employees can detail their plans and objectives for their sabbatical. Establishing a review and approval process that involves management and HR to assess and approve requests based on policy guidelines and organisational needs can then also help to ensure that the process is fair and consistent.
4. Managing workloads
Planning for how an employee’s absence will be managed, and how their duties will be covered, is essential to ensuring a successful sabbatical programme. This might involve:
- Hiring temporary members of staff
- Distributing tasks among existing team members
- Providing necessary training
- Implementing a comprehensive handover process
Furthermore, it’s important to maintain clear communication with teams regarding sabbatical arrangements to both manage employee expectations and maintain morale. Once the sabbatical is complete, you can gather feedback from the employee and their team to identify where improvements can be made to the process moving forward.
5. Track and measure the impact
Like any employee benefit your organisation offers, you should track and measure the success of your sabbatical programme, assessing both qualitative and quantitative outcomes. Key metrics might include, for example:
- Employee retention rates
- Job satisfaction scores
- Number of successful sabbatical applications
Additionally, gathering feedback from employees who have taken sabbaticals and returned to work, as well as those those who covered their duties, can provide valuable insights into the programme’s effectiveness and areas for improvement. Regular reviews and adjustments based on this feedback will help maintain a successful and beneficial sabbatical programme.
Leveraging sabbatical leave for talent attraction and retention
Implementing a sabbatical leave programme can significantly enhance your organisation’s ability to attract and retain top talent. That’s because offering sabbaticals demonstrates a strong commitment to employee well-being and both personal and professional growth.
This approach can also help prevent burnout, ensuring that employees return from an extended period of leave refreshed and motivated, and encourage long-term loyalty as employees have the opportunity to gain new skills and perspectives during their time away.
Overall, a well-implemented sabbatical programme works to foster a positive working culture, which can go a long way to enhancing both employee satisfaction and organisational success.