So it turns out some companies give their employees paid sabbaticals after a certain number of years. No kidding! Imagine time off from your job…with no begging. 
While sabbaticals are not uncommon for teachers, it’s a fairly radical idea for non-academic companies. But according to a Marketplace Money broadcast I heard today, more companies are realizing it’s a good idea.
Intel offers its employees 8-week paid sabbaticals every 7 years in addition to regular time off. American Express offers 1-6 month sabbaticals after 10 years with the only stipulation being the employee has to work for a school or non-profit. A chance to do something nice for a worthy cause without losing your job!
Here’s a CNNMoney.com article from last year that lists some companies that offered sabbaticals at the time. I’m sure there are more by now.
Not only is it a great thing for employees, but it seems to help employers with job retention and employee satisfaction. Most employees come back from their break reinvigorated and ready to try fresh ideas. Granted, a few people use that time to decide to move on, but considering they don’t want the job any more, that’s probably a good thing for the company too.
Also good for the company…rather than giving the employee an extra raise that only compounds (grows by a certain percentage each year), sabbaticals provide a welcome break for the employee with only a fixed cost for the employer. Not bad.
Even if your company doesn’t offer sabbaticals, Marketplace Money suggests you might want to think about bringing it up as a possibility. Armed with a little research about how it can be a win-win benefit for the company, you might just get a chance to lounge around on a beach for a month. Assuming you can make it to the magic number!
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If you want to listen to the whole segment on NPR’s Marketplace Money:
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5 responses so far ↓
1 Brad Trnavsky // Jul 1, 2007 at 3:15 pm
Interesting concept. Considering the difficulty many employers are having retaining top talent this may be a great thing. I know I would probably stick around for another year or so knowing I had this coming, and the time off very well may reinvigorate quality employees who are thinking of moving on.
One thing I am learning managing Gen-Y employees is that they typically have no loyalty to a company and generally speaking don’t seem to feel as if the company cares about them as individuals, this type of benefit, may help to break down some of these barriers.
2 Ronnie Ann // Jul 1, 2007 at 3:35 pm
Thanks for the comment, Brad. Interesting hearing your thoughts on Gen-Y. I could especially see people in your high-pressure world of sales benefiting big time from a sabbatical - let’s say a one-month extra break every 5 years! That would be great incentive to stick around.
Hmmm…wonder what else might motivate loyalty in Gen-Y? If what you say is the answer…about them needing to be seen as individuals… then I imagine a whole new set of workplace policies might be needed. Not a bad thing to brainstorm.
3 Brad Trnavsky // Jul 7, 2007 at 4:42 pm
I think in the future benefits will have to be somehow customizable. I’m still not sure what that will look like, but opportunities to do volunteer work on the clock, sabbaticals, flex time, and telecommuting will all probably have to be on the table at some point. Or, Gen Y will just have to realize they were right all along multi billion dollar transnational corporations really don’t give a rip about one 23 yo guy in Seattle, and accept that fact and just go to work like my Dad did!
It could go either way, but for right now I am betting on increasing benefits. Europe is well on its way, and I am sure we will follow at some point. You can look at Starbucks as one company that you could say is leading the way.
4 Ronnie Ann // Jul 8, 2007 at 10:07 am
Appreciate your thoughts. Customizable benefits does look like the way to go. We’ll find out. (-;
Thanks, Brad!
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