Having lost everything in a game of dice, the Pandavas were exiled from their kingdom to live in the forests for 12 years, and further, they were required to spend a 13th year incognito. If their disguise were discovered during the 13th year, they would face another cycle of 13 years in exile. Contrary to what might be expected, these 13 years did not diminish their mental resilience or abilities as warriors and statesmen. During their 12 years in the forest, the Pandavas prepared for an impending war by performing penance and acquiring celestial weapons from the Gods. They also met with several ascetics and gained insights into life and dharma.

The ‘Pandavas’ experience in exile taught them to accept their circumstances, remain steadfast, and confront challenges with courage and composure. Upon their return after 13 years, they were more resilient, powerful, and united than before. Subsequently, they went on to win the battle of Kurukshetra and ruled their kingdom for 36 years. This raises the question: sometimes, can taking a step back be useful before making significant progress?

In today’s fast-paced work environment, characterized by intense competition and dynamic business scenarios, could sabbatical leave be a viable solution for achieving work-life balance, addressing mental burnout, and pursuing self-development goals?

What is Sabbatical Leave?

Sabbatical leave is an extended break from work that allows employees to rest, pursue personal interests, or engage in activities for professional development. This type of leave is commonly found in educational institutions but is also available in some corporations for employees who have completed a specified number of years of service.

The term “sabbatical” comes from the word “sabbath” which means “rest.” Understanding that employees may need time to rejuvenate or improve their skills, many employers include provisions for sabbaticals in their organizational leave policies and human resource practices.

Is Sabbatical Leave relevant?

Harish, who has worked for 20 years, wants to start a business with some capital he has saved up. However, he is afraid of failure, so he can’t give up his job. He takes a sabbatical leave for a year and successfully starts a business. He leaves his job but remains indebted to his organization for the flexibility and opportunity he was offered.

Aparna, an Executive Director of the company, feels burned out from her highly stressful job. She takes sabbatical leave for 6 months and spends 2 months in a Vipassana workshop, which changes her way of looking at the world. Upon her return to the organisation, she goes on to take several transformative decisions and take the company to greater heights.

Irfan’s daughter is in class XI, and she is doing very well in her studies. Irfan, who himself was a great student, wants to guide her daughter in her studies for the next 2 years. He took a sabbatical leave, and his involvement helped her daughter to clear the medical entrance examination. While helping her, Irfan also did several online courses himself, which he now applies in his regular work once he re-joins office.

Disha has been an HR officer for the last 10 years. She has a background in computer science. She strongly feels that she can apply Python-based modelling to her organisational structure to come up with a more effective and efficient way of managing employee performance and succession planning. To get the necessary training she takes a sabbatical leave and goes for an advanced course on data science. She re-joins the company and applies her newly acquired skills to develop a new HR, which is highly appreciated by management.

The above stories can very well materialise in any organisation which offers sabbatical leave to its employees.

Even if an employee is not availing of the leave, the very fact that there is a provision to avail of such an opportunity induces a growth mindset among the employees.

History and Past Research on the Success of Sabbatical Leave

The concept of sabbatical leave has historical roots. In academia, sabbatical leave programs began at Harvard University in 1880, allowing professors a year of leave at half-pay every seven years. This practice was seen as an investment in the future of the institution, providing teachers with an opportunity for self-improvement and intellectual renewal.

Several research publications have explored the benefits and challenges of sabbatical leave. A study published in F1000 Research examined how academic sabbaticals are used and their contributions to research at the University of Cambridge. The study found that sabbaticals provide uninterrupted time for research, allowing academics to explore new ideas, develop new collaborations, and set work in a wider context. Another study highlighted the transformative power of sabbaticals in enhancing personal growth, career development, and organizational benefits.

Research has shown that sabbaticals can have a transformative impact on both employees and organizations. Sabbaticals allow employees time away from work to relax and recharge, improve their mental health, learn new skills, complete a hobby project, or explore the world. For employers, sabbaticals can improve staff retention and morale, allowing employees to find balance or develop skills away from workplace pressures.

Pros and Cons of Sabbatical Leave

Pros:

1. Employee Well-Being: Sabbaticals can help reduce burnout and stress by providing employees with a much-needed break from their daily responsibilities. Time away allows employees to focus on their physical and mental health, which can lead to increased overall well-being.

2. Professional Growth: Sabbatical leave can be used for skill development, research, or pursuing personal interests, which contributes to the growth of employees’ professional knowledge and capabilities and in turn helps the organisation. It also encourages lifelong learning and innovation.

3. Employee Retention: Offering sabbatical leave programs can be a powerful tool for retaining top talent. Employees are more likely to stay with an organization that invests in their personal and professional development.

4. Increased Productivity: Employees often return from sabbaticals recharged and more productive, which can benefit the organization in the long run.

Cons:

1. Disconnection: Employees may feel disconnected upon return. After an extended period away, an employee may feel like they have missed out on company culture and internal opportunities.

2. Operational Challenges: Offering employee sabbaticals requires careful planning for both the employee and the employer. Temporary replacements may need to be hired or trained, and responsibilities delegated.

3. Financial Impact: If sabbaticals are paid, they can impact the payroll budget. Even unpaid sabbaticals may affect other benefits available to employees during their absence.

Acceptability among Gen-Z and Gen-α

The younger generations, particularly Gen-Z and Gen-α, tend to value self-development and freedom more than earlier generations. They are more likely to take advantage of sabbatical leave as they prioritize work-life balance and personal growth. Data from Gusto, a payroll platform based in the US, shows that the share of workers likely on a sabbatical rose significantly among Gen-Z, from 1.7% in January 2019 to 8% as of January 2024. This trend is driven by their desire to balance work with personal interests and mental health, making sabbatical leave a valuable proposition for attracting and retaining young talent.

Companies with Sabbatical Leave provision

In India, many progressive organizations offer sabbatical leave to boost employee morale and retention. Companies like Adobe and NTPC have sabbatical leave policies that allow employees to take extended breaks for personal or professional development. Several other companies restrict sabbatical leave for the purpose of pursuing higher education only. Indian labour laws do not mandate sabbatical leave, but these companies recognize its value in supporting employee well-being and growth.

Conclusion

Sabbatical leave is a valuable tool for enhancing employee well-being, professional growth, and organizational success. By offering sabbatical leave, companies can attract and retain top talent, reduce burnout, and foster a culture of continuous learning and innovation. Historical references, research publications, and real-life case studies demonstrate the transformative power of sabbaticals.

As we are entering the age of Artificial Intelligence (AI), most regular and repetitive works will gradually get automated and driven through AI leaving only the most creative and innovative works for humans. Sabbatical leave can prove to be a game changer in boosting creativity among employees, encouraging employees to pursue their passion, explore their areas of interest and bring out the best and most creative part from within them.

As more organizations recognize the benefits of sabbatical leave, particularly the one which can be availed for personal reasons also, it is likely to become an increasingly widespread practice in the modern workplace.