Apart from the benefit in terms of PR and good employee relations, it can make good financial sense: much better for a company to have someone - in whose training they have probably made a significant investment - take a break when they start to get restless, and come back to the company afterwards.
Of course, taking time out doesn’t mean you’re thinking about a complete change. It can simply be a great way of re-charging your batteries, expanding your skills and making sure you come back to your role fresh and rejuvenated. That’s why it’s also in employers’ interests to give proper consideration to introducing a policy of supporting career breaks.
If they’re not given the opportunity for a career break, the chances are they will leave anyway, and end up going to work for a competitor after taking the break.
If they’re not given the opportunity for a career break, the chances are they will leave anyway, and end up going to work for a competitor after taking the break.
If you are planning a career break (and ideally would like to return to your present job) it's well worth checking to see if the company you work for does offer a sabbatical - as the fact that it's possible to take a sabbatical isn't always well publicised by some companies. The best people to speak to in order to find out if your company offers a sabbatical are the personnel department (who will also be able to let you know all of the qualifying criteria).
The concept of offering a sabbatical has become increasingly popular amongst companies and employers because of the fact that such a high percentage of people these days opt for a career break at some point. By allowing their staff to take a sabbatical for their career break companies benefit because they are not losing valuable employees in the long term. To provide a couple of examples of organisations that have embraced the sabbatical system- Civil servants are permitted to take two sabbaticals during the course of their career whilst Guardian Media permits its staff to take a month long sabbatical on full pay every four years.
The concept of offering a sabbatical has become increasingly popular amongst companies and employers because of the fact that such a high percentage of people these days opt for a career break at some point. By allowing their staff to take a sabbatical for their career break companies benefit because they are not losing valuable employees in the long term. To provide a couple of examples of organisations that have embraced the sabbatical system- Civil servants are permitted to take two sabbaticals during the course of their career whilst Guardian Media permits its staff to take a month long sabbatical on full pay every four years.
More and more people are now taking a career break for up to two years to recharge their batteries, secure in the knowledge that their jobs will be there for them on their return and all with the blessing of their boss.
'Employers are keen to earn the loyalty of their staff,' explains Jonathan Swan from the charity New Ways to Work.
'Staff who take time off come back to work refreshed with a renewed commitment and energy to their job,' says Jonathan, adding that, 'career breaks are becoming an established part of modern-day flexible working practices and an effective way of avoiding burn-out.'
“If you’ve been at the same organisation for a long time, a sabbatical can give you a certain freshness,” says executive coach Ros Taylor. “It’s great to get a view from somewhere else and take time out to think.”
Ms Hurst adds: “Work often can’t meet all people’s psychological needs which can leave you feeling a bit empty. Taking time out to address these can really get you up and running again.”
If you want a sabbatical, first find out what the company's policy is. If there is a formal career break policy, your HR department should be able to advise you. Usually you have to have worked there for 2 years’ minimum and your sabbatical will probably be unpaid.
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