What Is a Sabbatical Leave Policy & Should You Offer Employees One?

The idea of giving employees a sabbatical leave of absence has gained popularity among employers. In addition to combating employee burnout, sabbaticals in the workplace are another way employers can provide a valuable perk to help attract and retain employees. Stress and exhaustion were some of the primary drivers behind the Great Resignation. While the Great Resignation may be over, we’re currently experiencing what experts call the “Great Talent Stagnation,” where employers are finding it more difficult to fill the talent gap. Sabbaticals can be a helpful recruitment tool for employers and HR managers.

Employers can establish a sabbatical leave program in many ways. Policies may vary based on length, compensation, and qualifying criteria. Now is an opportune time to decide if offering sabbatical leave is right for your company. This includes familiarizing yourself with important considerations when establishing your organization’s sabbatical program and associated policies.

What Is a Sabbatical? A Basic Definition

A sabbatical is an extended period away from work granted to an employee for study, travel, or personal growth. It can be paid or unpaid, ranging from a few weeks' break to a months-long period away from work.

Sabbatical leave meaning: An extended period off from work, usually granted to employees for research, travel, and professional or personal development purposes.

What Do People Do While on Sabbatical Leave?

The ways employees may use their sabbatical leave vary. Some of the most common activities during a sabbatical include:

• Traveling
• Volunteering to make a meaningful impact
• Taking classes to help with professional development or personal growth
• Spending time doing passion-fueled activities
• Taking an extended retreat
• Writing a book

What Is the Point of a Sabbatical Leave?

A sabbatical gives employees a significant break from their work, allowing them time to recharge, pursue personal interests, or achieve goals. This extended time off can lead to increased job satisfaction, creativity, and productivity upon return, as employees have had an opportunity to clear their minds, focus on personal development, or rest and recuperate.

Companies that offer sabbaticals can use them as a strategic tool to retain valuable staff and attract top talent who value work-life balance and personal development. Sabbaticals also demonstrate an organization’s commitment to employee well-being, fostering a culture of respect, trust, and mutual benefit.

Benefits of Offering a Sabbatical Leave

Allowing an employee to be away for an extended time to increase their productivity may sound counterintuitive, but that’s exactly what a sabbatical can accomplish. Taking a break from the daily grind of work-related deadlines, responsibilities, and pressures can help replenish mental energy and restore creativity.

Employees who take a sabbatical may gain fresh experiences and perspectives that can fuel their personal and professional growth.

Sabbaticals can also benefit employers. After a sabbatical, employees often return with a higher level of engagement, renewed interest in their work, and a greater sense of well-being. New ideas and professional growth gained from their experiences can be used to improve the business.

In the right situation, the advantages of a sabbatical can extend to colleagues. When an employee leaves for a sabbatical, their responsibilities must be covered by other team members. This creates an opportunity for other employees to step in and gain valuable experience of their own. Team members who stretch their understanding of various roles also help the business by shaping a more adaptable workforce and resilience to unexpected challenges.

Sabbaticals carry an HR benefit as well. A sabbatical leave policy can be an attractive benefit and help a business stand apart from its competition in its search for talent and retaining employees. Turnover carries a significant cost to the bottom line and overall employee morale. With its ability to help an employee strengthen a positive attitude and growth mindset, a sabbatical leave policy can play a role in nurturing a positive company culture while potentially reducing attrition-related expenses.

Disadvantages of Offering Sabbatical Leave

While there are many benefits to having a sabbatical program, providing one is not without its challenges.

If their employer’s policy provides an unpaid sabbatical, employees will need to figure out how to afford an extended time away from work. When the employee returns, there also may be a significant adjustment period during which the returning employee needs to catch up on changes that occurred in their absence. This could lead to reduced efficiency and the need for additional training or updating on new practices and technology. They also may initially struggle with finding their workday cadence after so many days away.

There may be other issues for the employer to resolve. One significant drawback of sabbatical leave is the potential disruption to workflow. When employees take a sabbatical, their duties must be redistributed among remaining team members, leading to increased workloads and possibly affecting morale and productivity. Understandably, employees may not welcome the added tasks associated with covering the work of their absent colleague. Employers must also consider whether those employees risk reduced productivity in their own roles as they shoulder the duties of their absent team members.

Another disadvantage of offering sabbatical leave is the risk of the employee not returning after the sabbatical. The organization could be left with a talent and knowledge gap if this happens. This is especially true if the sabbatical allows employees to explore new ventures or career paths they find more fulfilling.

Depending on the length of the sabbatical, HR may have to sort out potential implications to benefits coverage, such as health and retirement, as well as employment status if the employee is absent for an extended period. Remember that once a sabbatical policy is established, the employee handbook should outline all the associated rules to ensure clear communication.

Creating a Sabbatical Leave Policy

There is no one-size-fits-all sabbatical leave policy. Instead, you should consider the potential issues for your company and structure a policy with rules that benefit your business and employees.

There are many issues to explore when establishing sabbatical leave rules including, but not limited to:

• What is your process for evaluating a request for a sabbatical?
• Do you want employees to complete a form and/or communicate with their manager and HR to outline sabbatical goals?
• How might you identify an unqualified request for sabbatical leave?
• How much notice must employees provide before leaving for their proposed sabbatical?
• How often are employees eligible for sabbatical leave?
• How long will you allow employees to be gone?
• Will you establish stipulations to decide whether the sabbatical leave is paid, unpaid, or partially paid?
• How often are employees eligible for a sabbatical?

It’s critical to outline the specific procedures employees must follow (outside of your published sabbatical leave policy) and ensure consistent enforcement across all employee sabbaticals.

Be sure to specify employee expectations upon completion of the sabbatical, for example:

• What happens if an employee decides not to return after their sabbatical?
• Will there be a penalty for failure to return to work?
• What obligations does an employee have to the business during their sabbatical?

You may want to include that even though an employee is on sabbatical, they are still expected to adhere to company rules regarding non-disclosure agreements, security and data protection, and non-harassment of other employees.

Are Sabbatical Leaves Paid, Unpaid, or Partially Paid?

One of the more pressing questions about sabbaticals is whether they are paid or unpaid. Even with a paid sabbatical, you need to decide if an employee will continue to receive their full pay and benefits or a reduced amount. Whether a sabbatical is paid or unpaid may depend on the length and your budget. It’s important to consider that not providing some level of compensation may preclude those who lack the financial resources from taking a sabbatical.

However you decide to structure your policy, be sure it’s explained clearly and consistently and complies with applicable wage and hour regulations at the local, state, and federal level.

Examples of Paid vs. Unpaid Sabbatical Leave

How Employees Take a Sabbatical

Taking a sabbatical requires careful planning and open communication between employees and employers.

The employee should begin planning a sabbatical by drafting a detailed proposal outlining their goals during their sabbatical. They should include details on how they can benefit from their time away and information on managing their responsibilities in their absence.

Next, the employee should plan on meeting with their direct supervisor and HR department to review the proposal. They should be prepared to address concerns brought up by management and HR and show their commitment to the company by presenting a plan for a smooth transition. This could include plans for training a temporary replacement or completing major projects that need to be completed before their sabbatical begins.

After this meeting, the employer will decide whether the sabbatical leave is approved. If approved, the employee will need to work closely with HR to complete any necessary paperwork. The paperwork should include the sabbatical terms, including duration, compensation, and obligations while away.

Should You Offer Sabbatical Leave?

If nurturing creative, engaged employees is a priority, offering sabbatical leave may be one way to do it. Using an outsourced employee handbook builder to communicate your sabbatical policy and rules effectively can simplify the process and help ensure that no detail is overlooked. With the sabbatical policy outlined in the employee handbook, new hires, and veteran staff members should be more aware of what to do and find inspiration in working toward this employee benefit.

Get Help with Sabbatical Leave Planning and Other HR Activities

Implementing a sabbatical leave policy requires thoughtful consideration and strategic planning, but the potential benefits can be substantial. Not only does it demonstrate your commitment to employee well-being, but it also encourages a culture of growth, rejuvenation, and loyalty.

Whether drafting a new sabbatical policy or revising an old one, properly communicating and managing it can be complex. If you’re looking for guidance on HR policies, including sabbatical leaves, we can help. Contact us today for help with your HR needs to create a workplace that thrives on innovation, inspiration, and well-rested employees.