Sabbaticals: considerations for employers and employees

Among the benefits desired by professionals, sabbaticals are often seen as nice-to-have but not a dealbreaker. This is because few jobseekers envisage themselves serving a business long enough to be able to claim this loyalty benefit – but here’s why it might just be the best benefit of all.

6 mins read
I Stock 1200481365

7 months ago

The early years in a job are filled with learning: new skills, continued development and greater challenges along the way. For those lucky enough to love what they do in a workplace that meets their needs, years fly by – with some companies rewarding continuous long service or achievement with several weeks or months of paid sabbatical leave.

What is sabbatical leave?

Sabbatical leave used to be more commonly associated with academic professions, with educators traditionally granted a period of paid time off – usually one year – for further study or research. Similar opportunities have since filtered into other lines of work, with paid, part-paid and unpaid options, but are offered by relatively few employers across the world.

Unlike career breaks, sabbaticals mean the work contract continues, giving employees freedom to explore without penalty. There’s no set format but it is recommended employers offer the leave on equal terms for everyone in the business rather than using an ad hoc system. A dedicated sabbatical policy can outline terms for both full-time and part-time employees to prevent misunderstandings and protect against discrimination and other claims – fairness and transparency are key.

According to The Chartered Institute of Personnel and Development (CIPD): “Historically sabbaticals have been a benefit for employees. They are agreed for a variety of reasons including rewarding long service, travel, research or acquiring new skills, voluntary work, alleviating stress and burn out or to take care of health. In current times the motivation behind sabbaticals may be more for the employer’s benefit to provide alternatives to redundancy.”

With greater focus on employee mental health and wellbeing, meaningful benefits such as sabbaticals can also encourage a member of staff to spend longer with the business.

Having found their niche in a team and given the opportunity and resources to achieve and excel, many employees feel valued by the prospect of a morale-boosting sabbatical. What better than a reminder of approaching eligibility for a well-deserved break – usually starting after five years’ service.

How much sabbatical leave should be offered?

There is no law that says a business must offer sabbatical leave, paid or unpaid, but it is increasingly being introduced to attract jobseekers in competitive industries.

Although the traditional year out enjoyed by academics is unheard of for most private companies, a more affordable period of four weeks’ paid sabbatical leave is considered fair, rising to six weeks or more after 10 years’ continuous service.

Forward planning is essential to allow managers to reassign the leaver’s workload across the team or advertise for temporary help. This may require the employee to give at least six months’ notice but could well be longer depending on the seniority of the role.

During the leave, the employee may receive full or partial pay, or no pay at all, depending on the company’s sabbatical policy. Some employers may formally request that no other paid work is undertaken during the absence.

As an alternative or an addition to sabbatical leave, companies might choose to grant additional paid annual leave for loyal staff – perhaps five extra days after five years.

What are the benefits of sabbatical leave?

Time out can be an incredibly rewarding experience, and one with lasting benefits for both employer and employee. With the freedom that comes with the extra time off, sabbaticals are ideal for personal development, whether it’s a self-care plan, a period of study, travel or volunteering – the freedom from the 9-5 is ideally meant for discovery as well as relaxation.

Employee benefits

By using the time productively, employees could end up adding value to their role. Here’s a few ideas for how to spend the time:

  • Rest and recharge: A break from the daily grind gives an opportunity to step away from your work-life responsibilities and find out what inspires you.

  • Learning new skills: A sabbatical allows for plenty of free time that can be devoted towards learning new skills or honing existing ones. Whether it’s mastering a language or developing coding know-how, these experiences will enhance your career prospects and help you stand out from the crowd.

  • Greater appreciation: Time out provides an opportunity to reflect on things taken for granted over time, such as our job, relationships, or health.

  • Improved health: A sabbatical gives us the chance to focus on our physical and mental wellbeing by engaging in activities like yoga or meditation. This helps boost productivity levels upon returning to work along with improving overall quality of life.

  • Explore new interests: During a sabbatical, you could take up a hobby you may not have had time for while working. This can be a great way to develop new skills and can even lead to a new career path.

  • Personal development: Focusing on growth through travel, education, or other goals can bring new perspectives to your work when you return.

  • Enhanced creativity and productivity: Stepping away from work can provide a new perspective and channel your interests into projects that could be useful back in the workplace.

  • Eliminate burnout: Many people quit their jobs when they feel exhausted and demotivated through overwork and stress. Time away is a wellbeing solution that means you can retain your job while regaining your mojo.

Employer benefits

Sabbaticals can also provide significant benefits for employers in terms of employee retention and attraction:

  • Retain top talent: Offering sabbaticals can be a powerful tool for retaining workers. Employees who feel valued and supported by their employer are more likely to stay with the company long-term.

  • Improved productivity: Sabbaticals can lead to improved productivity in the long run, with employees returning to work with renewed energy and focus,

  • Cost savings: If an employee takes a sabbatical instead of leaving the company altogether, it can save the employer money in the long run through recruitment and training costs.

  • Enhanced creativity: Employees can explore new interests and ideas, introducing them in their work.

  • Improved employer branding: Companies that prioritise work-life balance and employee wellbeing are more likely to be viewed as desirable places to work.

Returning to work

The hope is that employees return to the workplace refreshed. The break may have brought clarity to their working routine, new skills that could benefit their role, and fresh ideas. The early weeks settling back in are a great time for sharing these ideas and considering how the job may be shaped by the sabbatical experience.

For the employee, a little preparation before the end of their leave can ease any anxiety about the return: catch up on company and industry news, check-in with colleagues, and ask for team updates so it’s not a complete surprise on the first day back.

Work may also seem a little overwhelming at first, with things unlikely to be the same as when the returner left. There might be different tech to get to grips with, new team members and schedules in place. Managers should keep checking in to ensure the returner is coping and not overloaded through this transitional period. Some workplaces provide a structured ‘return to work’ plan to help employees and managers meet their goals.

To encourage and inspire new and existing staff, sabbaticals should be shouted about in job adverts, social media and company websites. The prospect of a break or memory of one may lead to workplace happiness and contentment.

Looking for talented professionals to join your team or seeking a new opportunity? Contact one of our specialist recruitment consultants today.

You may also be interested in...

Will AI eliminate the need for jobs?
1 mins read

Will AI eliminate the need for jobs?

​At the recent Microsoft CEO Connections event, the CEO Satya Nadella compared the impact of new AI technology to the birth of personal computers and the internet, in terms of its potential global impact.While writers, actors, and other artists have been fighting to protect their livelihoods from AI’s threat, Elon Musk imagines what I can only describe as a nightmarish vision of the future where no one works at all (although, as a recruiter, I’m predictably biased about the 'nightmarish' part).The recent Reed/Bloomberg job market report sheds some light on this issue. While AI is a hot topic across politics and business, jobs in the sector have plummeted, suggesting that organizations have lost interest in hiring for new AI job roles.That’s not to say that companies are ignoring AI altogether. From finance to e-commerce, businesses have been integrating this technology into existing roles, allowing them to offer new and improved products and services to their customers. Here at Reed, we’re using AI to help remedy a common problem for recruiters and managers – choosing appropriate interview questions for specific roles. With our AI-powered Interview Question Generator, a task that once took hours can now be completed with the click of a button.Does this mean recruiters and their counterparts in other sectors will soon be out of a job and replaced by AI? Not necessarily. Although AI will most likely cause some jobs to disappear, it will also liberate people from bureaucracy, eliminate mundane tasks, and allow workers to focus on the parts of their jobs only humans can do well.So, while it’s almost certain that AI is transforming the way we work and recruit, I’m of the belief that, for as long as there are people to help, problems to solve and personal connections to be made, there will still be jobs.And, hopefully, there will still be recruiters.​

Manager’s guide to offboarding – the complete kit
less than one minute

Manager’s guide to offboarding – the complete kit

An employee resignation can be a stressful time - but getting it right is essential to maintaining team performance.This kit takes you through the leaving process step by step, ensuring you cover all of the vital actions, gather valuable information from the departing team member, and keep morale high while minimizing disruption."If handled incorrectly, someone leaving can result in a missed opportunity - all that information just walks out the door."This kit will help you toMinimize disruption and keep morale high with a stress-free offboarding processFuture-proof your team from resignations with actionable feedback from the leaving employeeRecruit, reallocate, or restructure? Find the best way to deal with your vacancyThe kit containsAn expert guide featuring a step-by-step offboarding plan, failsafe handover process, information on effective exit interviews, and how to fill the team skills gap assessment.Time-saving tools and resources include an offboarding checklist, a nine-box succession planning grid, announcement email templates, and an exit interview template.

Top 9 second round interview questions to ask candidates
6 mins read

Top 9 second round interview questions to ask candidates

Once the initial round of interviews is complete, you should have a shortlist of potential candidates. Conducting a second interview will provide a more thorough assessment of each candidate and assist in making the final decision on their suitability for the position.Effective interviewingWhen it comes to hiring someone for remote or hybrid work arrangements, there are two types of interviews that you can conduct. The first one is more formal and can be done remotely, while the second one can either be more demanding or more casual and done in person. This approach allows you to gain a better understanding of the interviewee in two different settings. For instance, you could conduct a phone interview first and then another one in person.It's important to remember that interviews are a two-way communication process. You are not just looking for the right candidate, but you are also trying to sell the role to them. Therefore, it should be treated as an informative conversation rather than an opportunity to impress the interviewee. You need to represent yourself, your team, and your company in the best possible way.Keep in mind that every candidate could be a potential customer, client, or advocate for your business, and they will remember how you treat them. So, it's crucial to make a positive impression and treat every candidate with respect and professionalism.Common second interview questions to ask candidatesJust as in your first round of interviews, asking the right questions in the second round is vital to understanding if a candidate is suitable for the role.“Although there are never a fixed set of questions to ask in the second interview, here are our selection of questions for employers to ask which will hopefully allow you to understand a candidate more fully before making a decision on who to hire.”What are your long-term career aspirations?Asking candidates about their long-term career goals can provide useful insight into their suitability for your company. If they mention your business specifically, it suggests a desire to remain and contribute to its growth.Moreover, this question can reveal important aspects of their personality, such as honesty and passion.Understanding their priorities can help you make informed hiring decisions for your organization.Do you have any questions about the business or the role since your first interview?This question gives them the opportunity to clarify any doubts they may have and to demonstrate their level of interest and engagement.Furthermore, asking questions helps to fill any gaps in the candidate's knowledge and shows their preparation for the interview. However, some candidates may be nervous, so it is important to create a comfortable and supportive environment.Remember that this is an opportunity for both the candidate and the interviewer to learn more about each other and make an informed decision.How has your job search been going so far?If you ask this question in a second interview, you can gain valuable insight into your competition and the challenges you may face if they are selected instead of you. You might find out about other positions they've applied for and their current status in the hiring process.If they've recently attended multiple interviews, you may have to wait longer for their response or come up with a counteroffer to stay competitive. It's important to ask all candidates the same questions during the interview process to avoid discrimination or bias.What skills do you think are required for this role?This can help you evaluate their comprehension of the position and their ability to think critically. It also gives them a chance to showcase their skills and how they align with the job's requirements.This can give you a better understanding of their expectations, interpretation of the job description, and ensure they have a clear picture of the responsibilities involved. If there are any misunderstandings, you can clarify them, promoting transparency and reducing any future confusion.Ultimately, this approach can lead to better retention rates as candidates have a thorough understanding of the position before accepting an offer.What are the reasons you might not be suitable for this role?The response can reveal their level of motivation and attitude towards success. If a candidate expresses a willingness to learn and improve, this indicates a growth mindset, which is a valuable trait in any role.In contrast, if a candidate has a fixed mindset and believes that they cannot improve upon their abilities, they may not be suitable for the position.Therefore, asking this question can help identify the candidates who have the potential to grow and contribute to the organization.What changes would you suggest at this company?This question allows them to provide valuable insights into their potential challenges and how they could overcome them. It can also reveal their motivation for success.If they express a willingness to improve and be trained, it could indicate a valuable candidate with a growth mindset. Such individuals have more potential to learn and develop than those with a fixed mindset who believe they cannot improve in certain areas.What is the lowest salary you hope to earn from this role?It's important to ask applicants what their minimum salary expectation is for the job. It will help you to understand their salary expectations and gives you an opportunity to manage them if they're too high.On the other hand, the applicant may have done their research and found that the salary you're offering is lower than their worth. You may have the chance to increase your offer to match their expectations if you feel they are worth it.How would you describe your ideal work environment?The answer for this question will help you gain useful insights into their personality and work style.If their ideal work environment is similar to yours, then they are more likely to be a good fit for your company culture. Hiring someone who is not a cultural fit can lead to dissatisfaction and increase the likelihood of them leaving.On the other hand, if a candidate describes a work environment that is vastly different from yours, they may not be a good match for your company and could end up being unhappy and leaving later on.How soon would you be ready to start this role?This question will determine the candidate's availability and professionalism in the hiring process. It also helps to compare candidates based on their responses.It is important to note that if a candidate mentions leaving their current job without giving notice, it could be a red flag for your business. Therefore, asking the right questions during the hiring process is crucial to finding the best fit for your business.After meeting with a candidate for a second time, you should have a better understanding of their skills and abilities, and whether they would be a good addition to your team.​