Leverage sabbatical leave to strengthen HR and build resilience.
There are few benefits as intriguing—and appealing—as sabbatical leave, but it can be difficult to grasp the resources and systems you need to make it effective. This challenge is especially acute for small-to-medium business (SMB) owners who already have tight budgets and finely-tuned staffing systems. Find out what sabbatical leave is, how it works, its benefits, and how you can leverage HR software to implement a sabbatical leave policy.
What is sabbatical leave?
Sabbatical leave refers to an employee benefit that enables a worker to take extended time off and then return and continue working for the company. From the perspective of the typical sabbatical leave meaning, the employee maintains their position, role, and responsibilities at the company, regardless of how much time they spend away. However, the policy could also leave open the possibility of the employee returning to a different role.
The reasons behind taking a sabbatical leave are diverse, ranging from pursuing education to spending time with family, to simply taking a mental and physical breather. Typically, sabbatical leave is only granted to individuals who have been with the company for several years. By limiting sabbatical benefits to long-time employees, you foster a culture that rewards commitment with trust and job security.
For SMB owners, sabbatical leave can solve a few different business problems. First, it can be a powerful draw for employees who plan on staying with your organization for several years, knowing they can take a sabbatical after they’ve demonstrated a commitment to longevity. Some companies need long-term employees because turnover is too costly, in terms of both the hiring process and the opportunity costs associated with having to train and onboard new workers. A sabbatical policy can attract the kinds of workers you can depend on for years.
Some small businesses also tend to become dependent on one or more long-term employees. This can be problematic because if they have to suddenly leave, the company’s productivity or some of its critical systems may falter or fail. But by instituting a sabbatical policy, you give your organization a chance to learn how to operate without a key player in the picture. From a human resources perspective, this boosts resiliency and operational agility.
What motivates employees to take sabbatical leave?
The motivations for sabbatical leave vary from one employee to another, but here are some of the most powerful driving factors:
Optimizing their work-life balance. Employees who sacrifice elements of their personal lives for work may begin to resent their jobs over time. When taking a sabbatical, they get to rebalance their lives by spending time with family, pursuing hobbies, or taking some time to relax.
Preventing burnout. For jobs that involve high levels of stress over a considerable period, a sabbatical can be a powerful burnout prevention tool. By taking a mental break, an employee gets time to rest and rejuvenate. This enables them to return as a stronger, more effective employee.
Professional development. Whether an employee wants to learn skills to perform better in their current position or learn new skills to qualify for a promotion, sabbatical leave often fits the bill. The employer can also take a proactive stance, providing training programs structured to take place during sabbatical periods.
How does sabbatical leave work?
Sabbatical leave policies tend to be driven by operational and human resource goals. Here are some components of successful sabbatical leave policies:
Pre-established eligibility criteria. Your sabbatical leave rules need to be clearly outlined, especially when it comes to how employees can qualify. For instance, employees may only be eligible after being with the company for a certain number of years. In some cases, specific milestones, such as completing a certain number of projects within a set timeframe, could make someone eligible for sabbatical leave.
A formal request system. Instead of automatically granting sabbatical leave, a company may require the employee to submit a formal request. This involves a letter outlining the reasons behind taking the sabbatical and, when appropriate, what they’ll be doing during their time off. For example, to satisfy a professional development (PD) requirement, they may have to describe the courses they’ll take and why.
A clear payment system. You can establish policies that give employees some, none, or all of their pay while they’re on sabbatical. You can also make their compensation contingent on whether they fulfill PD requirements, if applicable.
A system for fulfilling the employee’s role while they’re away. In some organizations, the employee’s responsibilities get divided between their teammates. Some may choose to hire temporary help to take on one or more of the absent worker’s duties.
Why is it important to understand how a sabbatical leave works?
Understanding how a sabbatical leave works is important because it positions you to use it as a growth tool instead of merely a carrot-on-a-stick perk. Also, by setting up a definitive structure, you establish transparency for your employees, making sure they understand how sabbatical leave works as a mutually beneficial arrangement.
By establishing clear guidelines as to how your sabbatical leave system will work, you can:
Boost employee engagement. Employees understand how to qualify and how to leverage your sabbatical policy. With a clear system, employees are more likely to sign up, which maximizes the program’s impact.
Enable more effective planning. With a well-organized system, you can plan ahead, knowing who is in the sabbatical pipeline and how long they’ll be out. With this data, it’s easier to plan who will perform their duties, as well as any training they may need ahead of time.
Manage employee and stakeholder expectations. You help employees understand their rights and responsibilities, and other stakeholders see how your sabbatical system improves overall company performance.
Benefits of employee sabbatical leave
Sabbatical leave programs do more than give employees a well-deserved rest; they can also improve productivity and enable a more flexible, better-staffed, and stronger organization.
Improved work-life balance for employees
When your employees have the freedom to take sabbaticals, they have more control over their work-life balance. They can use an upcoming sabbatical period to justify working harder in the short term, which improves productivity without introducing a harmful work-life dichotomy.
For example, suppose a software development company offers project managers a three-month sabbatical after they develop, test, and successfully deploy at least two releases. While the project manager may have to double down as they manage dev sprints and testing cycles, they know that soon they’ll be able to take their spouse and kids on a long-awaited, fun, relaxing vacation.
Reduce burnout and stress
Similarly, a sabbatical can cut down on burnout and stress by giving eligible workers a mental break from the rigors of their jobs. Recent research by the University of California, Berkeley, reveals that one of the top causes of burnout is a perceived lack of control.[1] By giving employees the option to take sabbaticals, you also give them a sense of control over how they manage their time and professional experiences.
For instance, even if you require some professional development during a sabbatical period, eligible employees may be able to complete it within a week or two. This means they have complete control over how they use the rest of their time, which could be several months—or longer.
Also, by making sabbatical optional, you give employees the leeway to choose when they leverage the program. Essentially, qualifying employees can take an extended break at their leisure.
Attracting and retaining top talent
Periodic sabbaticals can be the tipping point for talented employees who are in high demand in your industry’s job market. By offering sabbaticals, you demonstrate that your company values employee freedom and time, while also supporting their professional growth and mental wellbeing.
This can be a powerful magnet for workers looking for an employer that’s concerned about their personal health and not just the productivity they bring to the table.
Also, since many sabbatical programs are only available after people have been employed for a certain amount of time, you can increase the chances of retaining talented individuals. Also, after they’ve enjoyed a sabbatical, the prospect of leaving for another company may be less appealing. Once they’ve tasted the benefits of a sweet sabbatical, they may be reluctant to work under a traditional time-off system.
How can you leverage HR software to implement a sabbatical leave policy?
HR software can make it far easier to implement a successful sabbatical policy because it streamlines your:
Request and approval process. Your HR software can serve as a sabbatical request and approval portal. Instead of sending emails and hoping they get read on time, employees can submit their requests through your HR software. When a decision-maker gets an automated alert about the request, they can log in and approve it in a matter of moments.
Payroll management. Because HR software can keep track of employee pay during their sabbatical, you have less work when it comes to ensuring they get paid on time, as well as the amount. You can also set up payment workflows designed specifically for those taking sabbaticals.
Documentation system. With HR software, you can facilitate the organized storage and management of requests, letters of application, and reasons for denial, as well as time worked or milestones reached in between sabbaticals.
Explore sabbaticals for employee retention and HR agility
With this article in hand, you now know how to use sabbaticals in your organization and how they can be mutually beneficial for you and your employees. You also understand how they work and the factors you need to keep top of mind while designing your system.
Your next move is to explore HR software options that can enable a more effective system. Use the following resources to get started: