How Sabbaticals Can Boost Talent, Well-Being, and Productivity

Editor's note: Posts published on From the Workplace are written by outside contributors and do not necessarily reflect the views or opinions of SHRM. 

Workplace stress has become one of the biggest challenges facing employees and employers today. During Mental Health Awareness Month, it’s important that we move beyond simply acknowledging the issue and start looking at practical ways companies can build healthier, more sustainable careers.

According to the American Institute of Stress, 83% of U.S. workers experience work-related stress. For employers, that stress shows up in turnover, absenteeism, disengagement, and lost productivity. Many companies have responded with wellness tools like meditation apps, hotlines, or the occasional mental health day. Those resources can be helpful, but they often address stress only after it has already built up.

One option I believe deserves more attention is the corporate sabbatical. At SumUp, we offer employees a month-long sabbatical program called Break 4 Me.

A sabbatical is not just an extended break from work. When companies plan it well and support it through their culture, it can be a meaningful reset for employees and a smart investment for the business. It gives people time to step away, recharge, reflect on where they are in their career and life, and return with more clarity and energy.

For companies, it sends an important message: We trust our people, and we want them to build careers that are sustainable over the long term.

Sample Policy: Paid Sabbatical Leave 

Making Sabbaticals Work for Employees and Companies

A sabbatical can be incredibly valuable, but it does require planning. It should not feel like someone disappearing from the business overnight. In most cases, companies and employees should begin preparing at least three months in advance. That gives teams time to map out responsibilities, share knowledge, and make sure day-to-day work can continue without unnecessary stress.

This is especially important in fast-growing companies, startups, and small or midsize businesses where people often wear many hats. When one person steps away, teams can feel the impact quickly if there is not enough visibility or preparation.

But that is also where the benefit comes in. A well-run sabbatical program forces a company to build stronger systems. It encourages better documentation, clearer ownership, more collaboration, and less reliance on one person being the only keeper of critical knowledge.

Managers play a big role here. They need to talk about sabbaticals in a positive way, not as a sign that someone is checked out or less committed. The message should be the opposite: Taking time to recharge can be part of a healthy, high-performing career.

The reality is that any team may need to adapt when someone is away for an extended period, whether that is for a sabbatical, parental leave, illness, or another life event. Building that flexibility makes the whole organization stronger.

From the employee’s side, the most important thing is to use the time intentionally. A sabbatical should not only be a last resort after burnout has already happened. Ideally, it becomes a preventive tool — a chance to pause and ask, “Where am I in my career and my life?” and “What do I need in order to come back feeling restored and motivated?”

That answer will look different for everyone. Some people may travel. Some may spend time with family. Others may focus on health, creative projects, learning, or simply rest. The value comes from making the time purposeful.

Returning from a sabbatical also deserves care. A thoughtful reonboarding plan can help employees ease back in, understand what changed while they were away, and reconnect with the team without feeling overwhelmed.

Why Sabbaticals Can Strengthen Teams

One of the most overlooked benefits of a sabbatical is what it can do for the team that remains.

When a key employee or leader steps away for a period of time, others often get the chance to step into new responsibilities. Someone may take on interim leadership, manage a project, or make decisions they have not owned before. That can be a powerful development opportunity. In that sense, a sabbatical is not only a wellness benefit. It can also become a talent accelerator.

It also tests the resilience of the organization. If a company can continue operating well while someone is away, that is a good sign. It means success is not dependent on heroics, overwork, or one person holding everything together. It means the company has strong processes, shared knowledge, and teams that know how to support one another.

That kind of culture matters. Employees should not feel that taking a break is a weakness or a lack of commitment. In a healthy workplace, rest and performance are not opposites. They support each other.

A sabbatical will not solve every workplace well-being challenge, but when a company builds it into the way it approaches careers, growth, and trust, it can be a practical and powerful tool. It gives employees space to return stronger, and it gives companies a chance to build teams that are more adaptable, collaborative, and ready for the long term.

Submit Your Article

Mike Nemeth is the U.S. head of people and talent at SumUp, a global financial technology company empowering more than four million small business merchants across 36 markets.