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Enhancing employee well-being: Stress and burnout related to work and personal life are common concerns in today’s workforce. Sabbaticals can provide an opportunity for individuals to disconnect from their routines, reduce stress levels, and prioritize their mental and physical health. However, employers need to be ready if an employee returns to work with a different set of priorities. Using this time to evaluate where they are in their career and personal life may prompt a job change. 

Retaining top talent: Offering sabbaticals as part of the employee benefits package can be a powerful tool for talent retention. Employees who feel supported and valued may be more likely to stay loyal to an organization and encourage existing employees to remain committed for the long term. Some companies offer paid sabbaticals as a reward for long service. 

Attracting new employees: Sabbaticals can help attract top talent as a unique perk, while also serving as an example of how the company invests in its employees. The scarcity of sabbaticals among employers could help differentiate your organization in the market for talent.  

Boosting productivity and creativity: Rejuvenation is often cited as a benefit of sabbaticals. Stepping away from daily responsibilities allows individuals to gain fresh perspectives and approach problem-solving with renewed vigor. Time off provides a chance for employees to pursue personal interests and passions, which can fuel creativity and innovation.  

Building a positive organizational culture: Sabbaticals indicate support for work-life balance, sending a clear message that employers value their employees as individuals, not just as workers. Such support contributes to higher levels of job satisfaction, increased morale, and a sense of loyalty and commitment among employees. On the flip side, employees may feel disconnected upon their return, so don’t neglect a reintroduction to company culture and events they may have missed. 

Knowledge transfer and skill development: A major concern with an employee’s prolonged absence is covering the workload. Develop a strategy for redistributing work and ensuring coverage during an employee's absence. Doing so ensures that operations continue smoothly and prevents unnecessary stress on the team. A positive way to look at this is by providing an opportunity for other employees to take on new responsibilities. Cross-training employees strengthens the overall skill set of the team. If the sabbatical was for education or skill development, allow the employee to share their new knowledge with the team, and don’t forget to update succession-planning documents.   

Alignment with mission and values: A sabbatical program can be tailored to the employer's broader business and values. For example, pursuing additional education, volunteering with a nonprofit, or serving in an elected office can benefit the organization. 

Who is eligible (full-time, part-time, exempt, nonexempt, management, position)? Is performance considered? 

When is an employee eligible to take a sabbatical (for example, every five years)?  

Is the sabbatical fully or partially paid or unpaid? Must an employee use any accrued paid time off? 

Does benefit coverage continue? If so, make sure this is consistent with the relevant plan document. Will the organization’s contribution toward benefits continue? Does the employee need to make contributions?  If so, how is that administered? 

Are employees eligible for holiday pay, funeral pay, or employer’s jury duty pay? Do they earn vacation? 

When the employee returns from a personal leave, how will benefits eligibility and seniority be affected? 

What are the minimum and maximum lengths for a leave (typically, four weeks to six months)?  

Is an employee terminated who does not return from a sabbatical at a designated time?  

Who approves requests? How much notice is required? 

What are the authorized reasons for a sabbatical? Possibilities include the following:  

Is the employee’s job restored upon return? Will the organization make an effort to reinstate the employee into the same position or one comparable to that held before the leave?