Why HR might consider a sabbatical benefit

Sabbatical: Isn’t that just a fancy way of saying PTO? On the contrary, my brother.

A sabbatical benefit provides employees with more than just time away from the office. It can be a strategic investment in their well-being, providing them with the opportunity to rest, recharge and re-engage with their work after a long absence to travel, study or do any other activity that they would like to do.

And employers also benefit. Sabbaticals can have a positive impact on recruitment and retention, as they can help reduce burnout and improve mental health, according to research from the Adecco Group. Employers who prioritize the overall emotional well-being of their staff are more likely to see improvement in recruitment and retention.

“Some employers argue that offering paid time off won’t help retain employees,” Crissie Hoskins, creative director of Stoltz Marketing Group, wrote about her eight-week sabbatical in Business Insider last year. “But my sabbatical has made me more passionate than ever about my work and my workplace.”

However, in 2019, 11% of employers surveyed by SHRM offered the non-paid benefit, while only 5% offered it for a fee.

Intel is an employer offering paid sabbatical leave. The tech giant’s turnover rate is just 5.6% since 2021, compared to 13.2% for the industry as a whole. Amber Wiseley, Intel’s vice president and head of global benefits, told HR Brew she believes sabbatical benefits played a role.

“It’s one of many things we think about when we consider offering a benefits package that will attract and retain the best employees,” she said. “We do our best to make sure that this program is highlighted and promoted, but also that employees understand that this is one of the many features of our wellness (program).”

Intel established its sabbatical policy in 1981, Wiseley said, “to really allow people to take a break, refresh themselves and come back with more energy.” She added: “We believe that when employees thrive in our personal and professional lives, they will be more likely to be more creative, more innovative and help us solve what we think are some of the most difficult problems and the most difficult. facing today’s society.

When employees reach their fourth year at Intel, they can take four consecutive weeks of paid sabbatical, and when they reach their seventh year, they can take eight weeks, which can be divided into two or four weeks of leave.

Ready to try it? According to Paycor, HR can consider several factors when implementing a sabbatical benefit. They include compliance with local, state, and federal laws, as well as qualifications, such as tenure. HR should also determine what, if any, compensation (including salary and benefits) employees will receive while on leave, and how the employee’s responsibilities will be covered during their absence.