Whatever your reasons for taking time off from work, there is no reason why you can’t get back on track after some time off.
More and more people are taking extended time off, whether it’s for personal development, caregiving responsibilities, or simply to try something new.
Let’s explore what a career break is, how it differs from a sabbatical, and answer some frequently asked questions about how to effectively manage a career break.
What Does a Career Break Mean?
Definition
A career break is when a person takes time off from work to focus on personal or professional development, take on caregiving responsibilities, or manage other aspects of their life.
Often referred to as an “adult gap year”, this extended break can last from a few months to several years and can be taken at any point in a career.
During this time out, you can learn new skills through online courses, part-time jobs, or volunteer work. Many people use it to travel, reflect, or even explore new career paths.
Career breaks are becoming increasingly popular among millennials, Gen Z, and those who prioritize work-life balance. They offer the opportunity to step away from the daily grind of full-time employment and gain a new perspective on one’s life and career goals.
And contrary to the misconception that disclosing a career gap could be detrimental to career prospects, it won’t necessarily hurt your chances at an interview. These days, 80% of hiring managers understand career breaks!
Career Break vs. Sabbatical Leave
The main difference between a career break and a career sabbatical is that you’re still employed during the sabbatical and are simply taking a break with the intention of going back.
A career break is usually an extended period away from work, often several months or even years. It requires leaving one’s current job and no longer being employed.
During this time, the employee may pursue other interests or attend to personal matters such as caring for dependents.
A career sabbatical, on the other hand, is unpaid time off from your current job while you remain employed and intend to return. It’s usually shorter and focuses more on professional development or travel opportunities.
The employer and employee usually agree on the details of how long the sabbatical will last.
And, unlike retirement, it’s assumed that the person will return to work after a career break or sabbatical – even if that means leaving behind years of experience in an industry and making a career change!
How Can a Career Break Policy Benefit Companies?
Employers and hiring managers need to recognize the value of career breaks. A study published in the Journal of Applied Psychology found that career breaks help reduce stress, burnout, and negativity.
By managing periods of time off effectively and remembering that career break policies have numerous benefits, companies can build stronger relationships with their workforce while maintaining organizational goals.
Employee retention and loyalty
Companies that allow employees to take time off for personal development or caregiving responsibilities demonstrate their commitment to work-life balance.
When employees have the opportunity to take time off without fear of losing their jobs or affecting their career prospects, they are more likely to stay with the company long-term – this is a ‘win-win’ for a business!
It means lower turnover rates, lower costs for recruitment and training, and higher productivity when the employees come back.
Pro tip: When your employees do return from a career break, leave some branded swag on their desks to welcome them back into the fold!
Cost savings
Companies can also avoid costly layoffs by offering career breaks instead.
Not only does this save on severance and unemployment insurance, but it also allows employers to retain valuable talent and avoid additional hiring costs.
Implementing a career break policy is an excellent strategy for companies looking to save on operating costs without sacrificing quality staff members.
Positive employer branding
Positive employer branding goes beyond the products and services a company offers and instead focuses on the company’s reputation as a place to work.
Companies that are known for valuing work-life balance and encouraging personal development among their employees are often viewed as attractive employers.
In addition, it has been shown that companies with excellent employer branding typically experience lower turnover rates. Satisfied employees are less likely to look elsewhere!
Attraction of top talent
To attract top talent, potential employers need to do more than just advertise on social media platforms like LinkedIn and offer financial incentives.
For a good candidate, it can be incredibly important to work in an environment that fosters growth opportunities and offers benefits like flexibility and a positive company culture.
For this reason, companies that have career break policies have a competitive advantage when it comes to attracting the best candidates.
Enhanced employee engagement
By taking time off to pursue personal interests or goals, employees may be able to relieve work-related stress, avoid burnout, and gain new experiences that can contribute to the growth of the company.
When employees are encouraged to take time off from work, it emphasizes the employer’s support for employees’ well-being. This gesture can foster loyalty among employees, who appreciate having this privilege.
Positive perceptions of the company can lead to employees taking pride in their work and being engaged in their tasks, which means higher employee engagement.
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Now Over to You
When employees have the opportunity to take time off for personal reasons, they learn that their employer cares about their well-being and is willing to support them through life changes.
For this reason, offering career breaks as a company policy helps build the image of a supportive and caring workplace culture that values work-life balance.
In addition, such policies give companies access to a more diverse pool of talent with unique life experiences and skills and enable them to retain them, no matter what.
If this has been helpful and you’d like to learn more terms, or help your HR department with a useful resource, check out our HR Glossary.
Frequently Asked Questions (FAQs)
Let’s take a look at some of the most frequently asked questions regarding career breaks:
Q1. Can career breaks disrupt business operations?
Career breaks are often viewed as a risk for businesses. While they may require temporary staffing arrangements, redistributing workload among remaining employees, or outsourcing some tasks, they can also lead to higher employee retention and loyalty long term.
Q2. How can employers manage career breaks effectively?
Employers should establish clear policies and guidelines that set out the terms of a career break – including its duration, eligibility criteria, and the process for returning to work. They can hire temporary staff or redistribute some of the tasks to ensure that business operations continue smoothly during an employee’s absence.
Q3. Are employers legally required to offer career breaks?
Employers are not legally required to offer career breaks. Some countries have laws that allow employees to take unpaid leave for certain reasons, such as caregiving, illness, or maternity. Still, offering career breaks as a benefit can be a great way to attract top talent and retain valuable employees who may be suffering from burnout.
Q4. How long can a career break typically last?
The duration of a typical career break depends on individual circumstances but generally ranges from six months to a couple of years. Because it tends to vary, employers must establish clear guidelines for the maximum length of career breaks for their employees.