Commentary: Sabbatical leave may not solve overwork or chronic career guilt

SINGAPORE: In this season of year-end performance reviews, employees are reflecting on their careers - and some may realise that they're burnt out and fatigued.

The workforce is increasingly forgoing the fallacy of productivity-based self-worth in favour of work-life balance. And rather than having that stability scripted by their employers, more people are taking their time back into their own hands – by taking extended breaks from work.

Arguably, it seems that sabbatical leave is a more thoughtful option of stepping back from work, as opposed to quiet quitting or taking on a “lazy girl job”.

Sabbatical leave allows employees to take an extended break from work while maintaining a connection with their employer. They may take a month or longer off to pursue a variety of activities such as education, personal projects, travel, volunteer work - or to simply rest.

Taking sabbatical leave may not be as common in Singapore compared to other Western countries, but it is increasingly being offered by companies, typically to employees who have worked there for a few years. HR experts have observed an increase in requests for sabbatical leave after the burnout much of the workforce suffered during the COVID-19 pandemic.

When personal life takes precedence, or a new career path calls, workers need time to plot their paths forward. The real question, however, is whether sabbatical leave is merely a band-aid for deeper issues.

COOLING OFF AFTER BURNOUT

Taking a sabbatical may merely serve as a stopgap measure for burnout or more complex personal challenges.

For example, an employee who becomes a caregiver for a family member may request for a sabbatical to find a new balance between the changing demands of their work and personal life. However, they may continue to struggle after returning to work due to unforeseen circumstances that require them to take family care leave.

Cooling off after burnout is no easy feat, especially as this timeline varies between people. Employees need to consider if their tasks are too overwhelming, if their personal and professional goals are aligned, or if a toxic workplace is the source of their chronic fatigue.

While discerning the reasons behind the need for a sabbatical is crucial, it’s also important to communicate this to your employer. Deep-seated issues require companies to work with staff to examine and refine their workplace policies, leadership, and workload distribution.

Going on a sabbatical can and will bring a sense of liberation. Taking a much-needed break shouldn't feel like you're constantly under surveillance, as if your manager has a baby camera pointed directly at you.

But without clear communication with our employers, there will be no end to the vicious cycle of overwork or chronic career guilt that many people experience as employees.

DIFFERENT GENERATIONS, DIFFERENT PRIORITIES

Employees across different generations have varying priorities at different career stages.

According to Randstad’s 2023 Employer Brand research, four in 10 Gen Z and millennial employees said they would switch employers in search of career growth opportunities. On the other hand, 37 per cent of Gen X workers would change roles due to low compensation and the rising cost of living.

One thing is for certain though - today’s workforce prioritises their work-life balance most, as this is the top reason that Gen Z, Gen Y and Gen X would make a career change.

To create work-life balance, it’s important to ask yourself if you’re in the right place to cultivate the life you want. Is the company you’re working for providing well-being initiatives that support your lifestyle? How does your manager or boss respond to your need for greater flexibility?

If you’re not working in a supportive environment, no amount of time away can improve your quality of life.

WHAT TO DO BEFORE EMBARKING ON A SABBATICAL

If you are thinking about applying for sabbatical leave, it is crucial for you to discuss with your employer how the break will benefit both parties.

Transparency is key to the entire process. Talk to your boss about how the sabbatical will benefit them - whether they can expect you to be more invigorated at work, return with new skills, or be able to retain you as a valued employee.

Find out whether your organisation offers paid sabbatical leave. Employees who have shown long-term commitment and made significant contributions to the company may be in a better position to negotiate for fully or partially paid sabbatical leave. If the sabbatical aligns with your professional development, highlighting its strategic value can strengthen your case.

However, it is more common for sabbaticals to be unpaid as employers may need to expense an additional temporary headcount to cover the workload during your absence.

The duration of a sabbatical depends on the agreement between employer and employee. Medium-term sabbaticals often range from three to six months, allowing for deeper engagement in personal projects. On the other hand, long-term sabbaticals can extend beyond six months to a year or more. Most people embark on a long sabbatical to pursue an advanced degree.

Having the start and end date of your sabbatical in writing is vital. Your boss will appreciate having a concrete timeline in place, as this will help them to move resources and responsibilities around as needed.

To ensure a smooth transition between your sabbatical and your return, discuss with your manager how your workload will be managed while you’re away. As an employee, it is your responsibility to create a proper handover before leaving. Discuss also what your job scope and career expectations will be upon your return to work.

In the event that your sabbatical request is rejected, speak with your employers or HR department. Understanding the rationale behind the decision can help you address concerns or explore alternative solutions, such as flexible work arrangements or changing your employment status to contract or part-time work.

If the sabbatical request cannot be approved at the present time, consider discussing a timeline for revisiting the request in the future. This could give you a clear path for planning and preparing for the requested time off.

Sabbaticals are necessary for us to recharge and rejuvenate, but realistically, not everyone can embark on a long period of leave at the same time. Be open to compromises, and most importantly, remember that your career satisfaction is in your hands.

Lim Chai Leng is General Manager at Randstad Singapore.