Sabbatical Leave
What Is a Sabbatical?
A sabbatical is an extended break from work that allows employees to pursue other personal or professional interests. It’s separate from other types of leave, such as sick time or a paid vacation.
Employees are not expected to work during this time, but they remain employed and may still receive their full or partial salary depending on their company’s policy.
Which Industries Typically Offer Sabbaticals?
Sabbaticals are typically associated with academia but can also be taken in other professions. Examples of industries and companies that offer sabbaticals include:
- Technology and software development (e.g., Instacart, Skillshare, Maven Clinic)
- Marketing (e.g., AWeber)
- Finance (e.g., Deloitte, ABN AMRO Clearing USA LLC)
- Legal (e.g., Walker Morris)
- Non-profit (e.g., The Durfee Foundation)
How Long Does a Sabbatical Last?
The length of a sabbatical varies by organization, ranging anywhere from a few weeks to a year, but is typically a few months. Paid sabbaticals are generally shorter than unpaid sabbaticals.
Benefits of Sabbaticals
Sabbaticals are mutually beneficial for employees and organizations alike, as they can help:
Reduce burnout
In many cases, a weekend or traditional week-long vacation likely isn’t enough to help burned-out employees feel rejuvenated. Offering sabbatical leave allows them to take an extended break from their duties, which can help them return feeling well-rested and focused.
Boost employee satisfaction
Whether employees choose to use their sabbatical to relax or accomplish other goals, such as volunteering abroad or conducting independent research, they’ll likely feel valued by the organization for appreciating their hard work.
Improve retention
Sabbaticals are a powerful perk that employers can offer to show they care about their employees’ wellbeing. This can motivate employees to remain with the company and enjoy an extended break after several years of service.
Lower hiring costs
If employee retention is high, the organization can save significant time and money, as it won’t have to recruit and onboard as many new hires.
Accelerate professional development
Allowing more experienced employees to take sabbatical leave gives younger employees the opportunity to take on new projects, grow their skills, and become leaders. Plus, having a more experienced workforce overall can help the company with succession planning as positions open up in the future.
Establishing Sabbatical Leave Rules and Policies
If your company is looking to develop a sustainable sabbatical program, here are some action steps to get you started:
Determine Eligibility and Sabbatical Length
Decide when employees will be eligible for a sabbatical and how long the break will be.
For example, as mentioned above, Instacart offers sabbatical leave as one of its employee rewards. More specifically, it’s called the Four Year Fill-Up initiative, as employees who’ve reached their four-year work anniversaries are encouraged to take four weeks off.
Decide on Compensation Structures
Sabbatical leave can either be paid or unpaid. If your organization will pay employees on leave, specify if they’ll receive their full salary or a percentage of their regular salary.
Set Limits
Consider placing a time limit on when employees can take their sabbatical leave once they become eligible. Also, specify whether employees can break the sabbatical into smaller segments or if it must be taken all at once.
For instance, let’s say you offer two months of sabbatical leave after every five years of service. You might mandate that employees take the entire two months off at once within two years of becoming eligible. This can help coordinate absences among multiple eligible employees and prevent staffing shortages.
Assign Coverage
Determine which employees will fill in for those on sabbatical. This cross-training and opportunity for professional development means your company will likely be better equipped to maintain productivity and achieve business goals while your more tenured employees are on leave.