In 2022 the CIPD’s reward management survey showed that 26% of organisations offer unpaid sabbaticals and 12% offer paid sabbaticals to all staff. Fast forward two years and a survey of managers led by the Chartered Management Institute (CMI) found that 53% reported that their organisation offers sabbaticals.
In the same survey of 1,007 managers, 10% claimed that the number of employees taking sabbatical leave has increased over the last 12 months.
As HR is responsible for helping employees and managers with their workload when sabbaticals are introduced, preparation is key when introducing or administering sabbaticals, according to Charles Cotton, the CIPD's senior reward adviser.
“Create a pilot to see if [sabbaticals] work, and how things can be improved, considering practical issues like the impact on workflow and workload," Cotton told HR magazine. "Organisations should also provide support and training to line managers who will be dealing with sabbatical requests.”
Cotton explained sabbaticals could significantly impact employee experience, if implemented well.
He continued: “If designed and implemented correctly, sabbaticals should improve employee commitment and retention, help the organisation stand out in the labour market, and allow staff time to recharge their batteries and return to work with enthusiasm and creativity."
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Research led by HR software provider ADP (8 August) showed that 20% of employees would accept a sabbatical instead of a pay rise.
Meanwhile, the CMI survey revealed that 44% of managers offered sabbaticals to improve employee wellbeing; to improve their flexible and adaptive work culture (36%); and to increase talent retention (31%).
Employers should ensure, however, that their culture is supportive of people taking sabbaticals, Cotton noted.
"Explain and communicate why your organisation offers this benefit, and create and support sabbatical champions," he said.
Fewer managers in the private sector (44%) reported that their organisation offered sabbaticals than the public or third sector (62%), in the CMI survey.
Claire Fletcher, operations manager and HR lead at audio-visual equipment provider LED Studio, advised employers in industries where sabbaticals are less common to focus on how their culture supports people taking sabbaticals.
Speaking to HR magazine, she said: "Create a culture where employees feel encouraged to take a break. It is all about valuing wellbeing. In the tech industry it’s easy to burn out due to the fast-paced nature of the sector.
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“We’ve found that sharing stories from those who’ve taken sabbaticals helps show the positive impact it can have, both personally and professionally. In the end, sabbaticals are more than just time off, they’re an investment in our team. People come back with fresh ideas and renewed energy, which is a win-win for everyone.”
She advised employers who want to introduce sabbaticals to consult employees to ensure they are successful.
“When we first introduced sabbaticals, we started small," she remembered. "It was important to communicate the purpose and benefits clearly, so that everyone understood how it could work for them. Over time, we expanded the programme, making sure to gather feedback along the way.
“For companies new to this idea, it’s essential to plan ahead – especially around how to cover roles while someone is away. Setting clear guidelines helps everyone know what to expect, both before and after the sabbatical.”
