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Sabbatical Leave: Definition, Benefits and How it works

20 min read

sabbatical leave

Picture this: 

It’s 1880.

Professors at Harvard University are particularly happy.

The news, it seems, is that universities and other institutional employers now qualify for paid sabbatical as an employee benefit.

Make no mistake, sabbatical leave is still a much-preferred benefit for the global workforce. Of course, some sections (say new mothers or medically ill employees) may require it more than others.

The concept of Sabbatical leave is not just employee-centric, but brand-centric.

It also provides an opportunity for employers to create a positive and vibrant workplace culture. Check out this blog to understand the concept of sabbatical leave, its need, importance and how it works in organizations.

What is Sabbatical Leave: Meaning of Sabbatical Leave 

Sabbatical leave is an intentional period of paid leave. It is a period (small or big) when an employee takes a break from the workspace.   

Employees usually take time off from their professional lives with prior employer approval for sabbatical leave. However, sabbatical leaves are for a longer time than standard employee vacations.  

Many organizations commonly appreciate today’s emphasis on work-life balance and the pursuit of sabbatical leave. It fosters well-being and lowers stress, which is essential for long-term organizational growth.  

In fact, only 5% of employers offer paid sabbaticals, while 11% offer unpaid sabbaticals.  

For instance, LinkedIn and Google offer employee sabbatical leave for six months with full pay, which can be availed at any time of their tenure. Netflix calls it a ‘leave of absence.’ Employees can avail themselves of it for up to one year or so. 

In the next section, let’s uncover why exactly sabbatical leave policies are essential for workplaces.  

Why is a Sabbatical Important?  

sabbatical leave importance

Sabbatical leave is important to both employers and employees. It acts as a valuable mechanism for both organizations and employees.  

1. Reduce or Prevent Employee Burnout 

Sabbatical leave can prevent employee burnout and reduce mental and physical stress by giving them time to rejuvenate. The World Health Organization stated that burnout is an occupational phenomenon, and 71% of workers experienced burnout at least once in the past year.  

2. Enhance Skills, Knowledge and Competencies 

A Harvard study shows 80% of sabbatical-takers return to their employer, often recharged and brimming with new ideas. No wonder more companies are offering sabbaticals as a perk! 

Sabbaticals is vital today as it encourages employees to take time off for self-renewal, skill enhancement, and pursuing interests outside of work. Doing so enhances their knowledge and expertise, benefiting the organization when they return. 

3. Reduce Costs  

Besides, sabbaticals can aid in workforce rationalization and cost reduction strategies by providing opportunities for voluntary exits or self-employment endeavors.  

On top of everything, it helps balance professional and personal pursuits, promoting employee satisfaction and organizational objectives. 

Benefits of sabbatical leave  

Entering the 21st century was challenging with the Pandemic and continuously changing work culture. It has taught us how vital it is to take a break and make a more significant comeback. To recover from loss, personal or professional growth, health and wellness. 

Sabbatical is a win-win game for both employees and employers. In fact, let’s look at the benefits from both employees’ and employers’ points of view.   

  • Employee Benefits

  1. Greater Well-Being: It allows employees to de-stress and recharge, improving their mental health and overall employee well-being. So, they can contribute to a more motivated, engaged, and productive workforce. 
  2. Personal Growth and Exploration: Employees can use sabbaticals to explore personal interests, develop new skills, and pursue passions outside of work, stimulating creativity and self-growth. 
  3. Skill Development and Knowledge Enhancement: Sabbaticals provide valuable opportunities for employees to develop new skills, gain knowledge, and stay updated in their field, ultimately benefiting both the individual and the organization. 
  4. Support for Life Events: It accommodates life events such as accompanying a spouse abroad or attending to family members’ medical needs, demonstrating organizational support and fostering a positive work-life balance. 
  5. Talent Retention and Satisfaction: As a benefit to employees, it increases employee satisfaction and retention. It is a valuable aspect of a great place to work.  
  • Employer Benefits

  1. Enhanced Retention and Engagement: Sabbatical programs foster employee loyalty by establishing organizational support for work-life balance and personal development. Employees who feel valued and cared for are more likely to remain with the company long-term, reducing turnover rates. 
  2. Leadership Nurturing: Sabbaticals provide opportunities for leadership development as interim roles are created to cover absent employees. It allows aspiring leaders to gain valuable experience and skills, strengthening the organization’s leadership pipeline. 
  3. Improved Team Effectiveness: Coworkers filling in for employees on sabbatical often become more effective and responsible. This increased effectiveness contributes to a more efficient and collaborative work environment, aiding team dynamics and productivity. 
  4. Financial Efficiency: Contrary to common belief, sabbatical programs can save costs by reducing turnover costs. Satisfied and rejuvenated employees tend to produce higher-quality work, enhancing client satisfaction and long-term financial benefits.  
  5. Talent Development and Innovation: Sabbaticals urge continuous learning and innovation as employees can pursue personal interests, develop new skills, and bring fresh perspectives. Fostering a culture of creativity and adaptability drives organizational objectives and competitiveness in the workplace. 

Sabbatical vs Career Break  

career gap vs sabbatical leave

Let’s understand the difference between career break and sabbatical.  

A career break is when you choose not to have a job or resign. For example, you want to travel or care for your children or elderly parents. Individuals returning from career breaks can also be accommodated more efficiently in large organizations with career break schemes. 

In the processing of a career break for an employee, the employer should include the following: 

  • A clear resignation letter and policy within the company’s staff handbook. 
  • Setting out a notification period. 
  • The method of notification. 
  • The person to be notified.  
A career break is when an employee resigns from their current job and is no longer employed. A sabbatical is when they take a break from their current role while still being employed to return. 
However; A ‘sabbatical policy’ may exist in the company’s policy, whereby an employee can take an agreed amount of time off employment.

Most sabbaticals are agreed upon with the employer with the understanding that the employee will return to work after a specified period. 

How To Get Sabbatical Leave 

In case an employee is looking to get sabbatical leave, these are the steps they can follow. 

These steps will guide them through the formal procedures to apply and get their sabbatical approved.  

1. Understand company’s policy:

  • Check with HR. Look at employee handbook or internal resources to confirm if the company has a formal sabbatical leave policy. Also, they should check if it outlines the eligibility criteria, duration, pay structure, and application procedures. 
  • If there’s no formal policy, approach their manager or HR to discuss the possibility of a sabbatical.

2. Plan and prepare your request:

  • Clearly define your purpose for the sabbatical and choose a realistic timeframe. Consider the impact on your personal finances and workload upon return. 
  • Explore options like extended vacation time, unpaid leave, or compressed work weeks if a sabbatical isn’t feasible. 
  • Craft a formal request outlining your reasons, proposed duration, plan for ensuring a smooth handover, and commitment to returning to work.

3. Submit a request form

  • If everything is going according to plan, submit your request form. Schedule a meeting with your manager to plan the procedure accordingly with the team. 
  • Be prepared to answer questions and address any concerns your manager might have. 
  • Once terms are agreed upon, obtain written confirmation from your manager or HR department. 

4. Negotiate terms and conditions:

  • If your company has a formal policy, the terms might be pre-defined. If not, be prepared to negotiate aspects like pay, benefits, and the official status of your leave (paid or unpaid). 
  • Also, mention and prepare post-sabbatical return reports. 

  • Start planning and discussions well in advance, ideally several months before your desired leave date.
  • Maintain open communication with your manager and colleagues throughout the process.
  • Be prepared to present a plan for ensuring a smooth handover of your responsibilities before your leave.
  • Consider a personal or career counselor or HR consultant if needed.

How long is a Sabbatical leave?  

Sabbatical leave policies vary across organizations, with some offering paid leave while others provide unpaid leave. The period also differs, but a 12-week sabbatical is the most common 

At present, no law in India requires companies to provide sabbatical leaves to their employees.  

However, many companies are introducing sabbatical leave policy.

Sabbatical leave policy format and templates 

Template 1: Sabbatical Leave Template: For Higher Education 

Subject: Sabbatical Leave application for professional growth.

Dear HR and Employer Name,

I am writing to formally request sabbatical leave to pursue a professional qualification that will benefit myself and (Company Name). I have been with the company for (number) years and have consistently strived to contribute to our success.

However, I believe that acquiring a (name of qualification) in (field of study) will equip me with the advanced skills and knowledge needed to [explain how the qualification benefits your role and the company, e.g., take on greater responsibilities, lead new projects, contribute to a specific area more effectively).

I am requesting a leave of absence for (duration (weeks/months) starting from (start date) and ending on (end date). During this time, I plan to [describe your study plans, e.g., enroll in a full-time program at (institution name), complete an online course offered by (platform name).

I understand that sabbatical leave policies may vary. I am open to discussing the terms and conditions of my leave, including (mention if you’re open to negotiating pay or benefits during the leave).

Thank you for your time and consideration. I look forward to discussing this request further with you at your convenience.


Your Signature.

Template 2: Sabbatical Leave for Personal/Family Reasons 

Subject: Requesting sabbatical Leave for Personal/Family Reasons

Dear HR and Employer Name,

I am writing to formally request sabbatical leave to address a personal/family matter that requires my full attention. I have been a dedicated employee at (Company Name) for (number years) and appreciate the support and understanding you have always shown.

While I cannot disclose the situation’s specifics, I must take a temporary leave of absence to attend to this critical matter.

I am requesting a leave of absence for duration (weeks/months) starting from (start date) and ending on (end date). I am committed to a smooth transition and am happy to (suggest ways to ensure a smooth transition, e.g., complete essential tasks before my leave and provide colleagues with necessary information).

I value my role at (Company Name) and am confident that returning from this leave will allow me to resume my duties with renewed focus and dedication.

Thank you for your understanding and support during this personal time. I look forward to returning to work refreshed and ready to contribute to the team’s success.


(Your Signature).

Template 3 : Sabbatical Leave for Mental Health and Well-being.

Subject: Sabbatical Leave Application for Mental Health and Well-being.

Dear HR and Employer Name,

I am writing to formally request a sabbatical leave to prioritize my mental health and well-being. As you know, maintaining a healthy work-life balance is crucial for overall well-being and productivity.

I have recently been experiencing (briefly describe the general state of your mental health, e.g., stress, burnout). Taking a leave of absence will allow me to prioritize my well-being and engage in activities that will help me return to work feeling re-energized and focused.

I am requesting a leave of absence for duration (weeks/months) starting from (start date) and ending on (end date). I am committed to a smooth transition and am happy to (suggest ways to ensure a smooth transition, e.g., delegate urgent tasks and ensure colleagues are aware of ongoing projects).

Taking this time to prioritize my well-being will ultimately benefit me and the company. Upon returning, I can resume my duties with renewed energy and enthusiasm.

Thank you for your understanding and support during this time. I look forward to discussing this request further with you at your convenience.


Your Signature.

Managing the Sabbatical Process Effectively

A well-managed sabbatical process benefits both the company and its employees. By implementing these strategies, you can create a win-win situation that supports employee well-being and organizational stability. 

Here are five critical strategies for managing sabbaticals effectively: 

  1. Understand the legal framework: Acquaint yourself with the legalities surrounding sabbaticals. Establish a clear policy within your organization to set expectations and guidelines. 
  2. Set objectives for sabbaticals: Motivate employees to define their personal or professional goals during their sabbatical leave. Assure clear objectives and will for their intentional break. 
  3. Plan for coverage during absence: Proper coverage for the employees’ responsibilities. Cross-train team members, delegate tasks and maintain continuity to prevent disruptions. 
  4. Maintain communication: Regularly check in with the employee during their sabbatical—Foster effective communication to create a bond to reduce their anxiety about returning to work. 
  5. Foster a sabbatical-friendly culture: Cultivate an organizational culture that values sabbaticals. Promotes a positive attitude toward work-life balance and well-being. 

Addressing Challenges and Concerns  

The sabbatical journey involves more than just following a company policy; it’s about crafting a personalized agreement between employer and employee.  

Besides, sabbaticals offer employee retention, motivation boosts, and skill development. But implementing them comes with challenges:  

  • Financial Impact: Temporary staff, training, and benefits during leave periods can add up.  
  • Fairness Concerns: Ensuring equal access to sabbaticals for all employees is crucial.  
  • Policy Consistency: Maintaining consistent application across departments can be tricky. Transparency is key.  
  • Reintegration Challenges: Both the employee and team might need support transitioning back to work after a leave.  
  • Communication is Key: Clear guidelines, including eligibility, duration, and approval processes, are essential.  
  • Team Dynamics Shift: Team dynamics might change due to absences, requiring careful management during transitions.  
  • Legal Considerations: Compliance with labor laws, benefits provisions, and anti-discrimination policies must be addressed.  

  Wrapping up  

Like other different types of leaves, sabbatical leave is just like a part of it. Allowing employees the option to take a sabbatical can build a workplace culture that aligns with 21st-century personal and professional goals.  

Sabbatical leave should be a part of employee benefits. Sabbaticals offer a surprising opportunity for leaders to invest in their development. After taking a sabbatical, they reported higher self-confidence and self-clarity in their management skills.  

Therefore, HR and managers should ensure it is a win-win.  


1. What is a sabbatical?  

 A sabbatical leave allows employees to undergo specialist training or pursue further education to enhance skills or knowledge. A study of professionals who took a sabbatical found that people primarily experienced significant, positive changes in their work and life.

2. Why is a sabbatical important?

Sabbaticals serve as invaluable opportunities for personal and professional growth. They offer a chance to recharge, reflect, and explore new interests or skills. Individuals can gain fresh perspectives, enhance creativity, and prevent burnout by stepping away from the daily grind. 

3. Is sabbatical leave unpaid?

It can be both paid and unpaid. People usually go on paid sabbaticals.

4. Can I use Sabbatical leave for personal reasons? 

Yes, you can use sabbatical leave for personal reasons. But it should be legit. 

5. Do all companies offer sabbatical leave? 

Not all companies offer sabbatical, but even if they don’t, there are exceptions sometimes. 

Table of Contents

    Meet the author

    Parismita Goswami

    Content Writer

    A writer, poet and cinephile by passion. Parismita is Content Writer at Keka. She shares her interest in having good conversations over tea, traveling, exploring and reading. When she is not experimenting with her culinary art, you can typically find her introspecting or taking a cozy corner.


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