IDS HR Studies Update 776, June 2004

Career breaks and sabbaticals

• Looks at the growing demand from employees for career breaks
• Shows how employers consider these requests
• Discusses the impact on pensions and other employee benefits
• Looks at arrangements for staying in touch with employees on career breaks
• Describes the typical terms on which they eventually return to their job
• Includes details of sabbatical and career break schemes in 19 organisations.

Many employees now want the flexibility to take an extended period away from work to travel abroad, study, look after children or older relatives, or simply to recharge their batteries. Employers are increasingly accommodating such requests by offering career breaks or sabbaticals.

Career break schemes give employers the discretion to retain valued employees who want to take a significant amount of time, perhaps years, away from work to focus on these other aspects of their lives. Employees are not paid during this time, but have the right to return to work or at least to apply for re-engagement on favourable terms.

Sabbaticals are much rarer and are normally offered for shorter periods, typically up to three months, as a reward for continuous service with the employer. Employees can choose what to do with the time, and there tend to be very few restrictions. Individuals remain employed, sometimes on full pay, and return automatically to their job at the end of the sabbatical.

This in-depth article is the lead feature article in the June 2004 IDS HR Studies Update.