Why More Businesses Should Consider Sabbatical Leave

I’m very upfront with my students about why I’m in this profession. I love teaching, however, since the pandemic began there have been multiple instances where I almost called it quits. In many ways, I have been “quiet quitting,” or doing the minimum work requirements, since May 2020. I’ve told my students that the primary reason I stay employed in higher education is that this field is one of the few that offers a paid sabbatical leave every seven years and provides me a flexible schedule to decompress, learn new skills and hobbies, and spend summers and winters traveling.

While these summer and winter breaks are great, they’re often filled with work, course preparation, and side hustles. But alas, I’ve finally made it to my sabbatical year, and I’ve already started to question a lot more than my role at the college. Researchers, DJ DiDonna and Matt Bloom (2021) from The Sabbatical Project note, “Much more than an extended vacation, sabbaticals provide a psychologically safe space to change one’s personal identity and to figure out what it means to live a more authentic life.” As more individuals leave their positions in the Great Resignation, more companies should prioritize and implement paid sabbaticals to reinvigorate employees at all levels because currently, only 5 percent of US companies offer paid sabbatical leave (Society of Human Resource Management).

Identity and Work

When one of my colleagues considered abandoning the teaching profession, she told me her therapist asked her, “Are you okay giving up the title ‘Professor?’” This poignant hypothetical stuck with me because the question made me realize that, to a certain extent, my identity is enmeshed in my career.

The problem with having our identities enmeshed in our careers is that individuals will start dedicating more time to their work positions and sacrificing romantic relationships, outside friendships, hobbies, and areas of personal interests. Enmeshment can become further catastrophic when people become disconnected from a career “that forms the foundation of their identity [and] can lead to bigger issues, such as depression, anxiety, substance use, and loneliness” (Koretz, 2019).

Companies can safeguard employees from these outcomes by offering sabbaticals. Sabbaticals allow individuals time to explore, consider their priorities in life, and pursue interests outside of work. Further, this is beneficial to the company because it allows the employee to come back to work recharged, energetic, and with a renewed sense of purpose. In so many ways it’s a win-win opportunity for the employee and the business.

Ending the Great Resignation and Quiet Quitting

Throughout 2021, the Bureau of Labor Statistics noted that an average of 4 million people left their jobs each month, and trends show that the Great Resignation is far from over. Employees are seeking a stronger work-life balance and “quiet quitting” has gained momentum on social media as employees highlight toxic work environments. If you’re new to the phenomenon of quiet quitting, look no further than @saraisthreads TikTok.

Video from @saraisthreads TikTok account that focuses on a toxic work environment.

Source: Sarai Marie / @saraithreads / TikTok

Stories shared on social media and research published online showcase that employees are facing burnout at work from the pandemic. The American Psychological Association’s 2021 Work and Well-being Survey reports that 71 percent of respondents typically feel stressed during the workday, and more than two in five plan to switch jobs in the coming year due to stress. “Meanwhile, 36 percent reported cognitive weariness, 32 percent reported emotional exhaustion, and an astounding 44 percent reported physical fatigue — a 38 percent increase since 2019” (APA, 2021).

While these statistics might lead employers to think people are rejecting work, the Great Resignation and quiet quitting seem to be more about redefining boundaries and prioritizing one’s mental health. Employers and employees can collectively work together to lower turnover rates and burnout through sabbatical programs. Not only are sabbaticals attractive to job seekers, but they also offer opportunities for employees to improve their mental health, consider a work-life balance, and develop creative solutions to issues they were facing at work. Moreover, paid sabbatical leaves can encourage employees to stay loyal to a company.

Design a Sabbatical Policy

During the 2021–2022 academic year I applied to my college’s sabbatical committee, and thankfully, my application was approved for the 2022–2023 academic year. Our college’s policy notes that individuals can take a half-year (one semester) at full pay or one year (two semesters) at half pay. During this time, faculty are expected to complete a project that benefits the college in some capacity. In my application, I addressed how I would enhance our Communication Studies program course offerings by completing a graduate certificate in social media through the University of Florida. Although sabbaticals are often seen to have deep academic roots, they are accessible to businesses of any size.

Identity Essential Reads

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You’re Not Just You: How Others Shape Your True Self

In 1977, McDonald’s was the first corporation to offer employees a paid sabbatical leave. The current McDonald’s benefits page states: “Eligible employees can take an eight-week paid sabbatical for every 10 years of full-time continuous service with the company” (McDonald’s, n.d.). If McDonald’s can implement a sabbatical policy, so can your place of employment.

No matter the size of the organization, I encourage you to advocate for the implementation of a sabbatical leave policy. There are various models that your company can consider implementing and The Sabbatical Project has resources available for you and your team while designing a policy that works best for your company’s needs and desires. Perhaps your company’s sabbatical is only 6 weeks, or maybe your employees only need to have 4 years of service before applying for a sabbatical. Either way, the benefits of a sabbatical are endless, and I challenge you to implement a sabbatical leave policy in your place of employment.