Career sabbatical for managers: When to take one and how to prepare

A career sabbatical may seem like a distant idea early in our careers. But once we finish school or university, most of us step into a working life that stretches on for decades—a prospect that can feel both overwhelming and a little daunting. Yes, we get bank holidays and annual vacations, but these are brief pauses in an otherwise long professional journey. 

For many people, that rhythm works well: they love what they do or rely on routine to stay grounded. But at some point, even the most committed professionals may feel the need for a deeper reset—time to reassess priorities, regain perspective, or simply prevent burnout. This is especially true for managers, who often shoulder increasing responsibility as their careers progress.

In this article, we discuss the concept of taking a career sabbatical—what it entails, what the benefits of this approach are, and how it differs from a career break. We also suggest tips for planning a career sabbatical without hurting your team. Let’s dig in!

Career sabbatical vs. career break: what’s the difference?

Before we dig deeper into the career sabbatical topic, let’s look at the difference between a sabbatical and a career break. 

A career sabbatical is a planned, often employer-approved break from work that allows you to step away temporarily without resigning. It usually has a defined duration, comes with the expectation that you’ll return to your role, and is often used for professional development, travel, study, or rest. In essence, it’s a structured pause built into your career path.

A career break, on the other hand, is a more open-ended, self-directed decision to step away from work—typically by leaving your job entirely. It can be taken for any personal or professional reason and may last months or years, but it doesn’t guarantee a position waiting on the other side. While going on a sabbatical offers security and support, taking a career break offers complete freedom and flexibility.

While both a career sabbatical and a career break offer valuable benefits, the choice ultimately depends on your personal circumstances. If you enjoy your current workplace and simply need time to rest, reset, and regain perspective, a mid-career sabbatical may be the perfect fit. However, if you’re feeling the pull toward a new environment or a different professional path altogether, then taking a career break is likely the better option.

Manager burnout trends: Why more leaders are choosing sabbaticals

Global workplace stress data suggests that around 61% of employees worldwide report facing high stress levels at work—underscoring how common (and growing) job stress has become. 

When it comes to managers, a report by Gallup found that they are 27% more likely than individual employees to report that they felt “stress during a lot of their most recent workday.” It’s therefore unsurprising that 48% of organization leaders report symptoms of burnout. 

High performers and perfectionists are especially at risk from burnout, including managers who often face increasing workload, responsibility, and decision fatigue. Time tracking tools like DeskTime can also help detect signs of burnout, for example, in the form of overworking without breaks, productivity dips, and workdays getting longer. If you suspect you’re experiencing burnout, taking a mental health sabbatical from work may be a good solution.

The benefits of a mid-career sabbatical

Studies show that workplaces are responding to the situation. A 2023–2024 study by Harvard Business School called Recover, Explore, Practice: The Transformative Potential of Sabbaticals found that over the past two decades, the number of employers offering sabbaticals has grown exponentially, and more employees (especially those in managerial or professional roles) are now taking sabbaticals themselves.
The benefits of a mid-career sabbatical

For many managers, the most immediate benefit of a career sabbatical is the opportunity to step back from constant decision-making and responsibility. Time away allows you to rest, reset your mental bandwidth, and gain perspective on challenges that previously felt overwhelming. This break in routine often sparks renewed creativity and problem-solving abilities—skills that are essential for effective leadership but difficult to maintain under continuous pressure.

Martin Villig, co-founder of the shared mobility unicorn app Bolt, is one example of taking an executive sabbatical, and he is actively posting about it on LinkedIn, calling it a “jobbatical.” He writes: “What’s the difference between a longer vacation and a jobbatical? For me, it’s the mindset. A vacation recharges you to return to work; a jobbatical helps you rethink what kind of work and life you want to return to.”

Managers frequently report returning from a career sabbatical with improved focus, stronger strategic thinking, and a clearer sense of priorities. Stepping away also encourages healthier delegation and empowers teams to grow in their manager’s absence, leading to stronger, more autonomous performance. For organizations, manager sabbaticals create opportunities for succession planning, strengthen leadership capabilities, and often result in lower turnover and higher engagement among employees who come back refreshed and reenergized.

How to plan a career sabbatical without hurting your team

Taking a sabbatical or career break is a major decision that affects not just you, but also your family and the coworkers who rely on you. If you’re a manager considering going on a career sabbatical, make sure you inform your team in advance, be transparent about your decision, and give everyone time to prepare for this change.

Firstly, you should train your second-in-command to take over in your absence and delegate responsibilities among all the team members. It’s essential to strike a balance between challenging your team with growth-building responsibilities and avoiding the risk of overwhelming them with pressure during your leave. (Tools like DeskTime can help spot workload imbalances and prevent adding tasks to employees who are already at full capacity.)

Additionally, prepare workflows and handovers to simplify processes as much as possible in your absence. Finally, avoid a common problem—overworking before going on your sabbatical. 

Conclusion: Are career sabbaticals worthwhile for managers?

They absolutely can be—if you approach them with intention. 

Once you’ve set clear processes for your team to follow in your absence, define what you want your sabbatical to achieve. Is it dedicated rest, professional development, or working on a personal project? Whatever the goal, establish firm boundaries from work so you’re not half-in, half-out. The more fully you unplug, the more refreshed, focused, and effective you’ll be as a leader when you return. 

Article written by

Ieva Sipola

Ieva Sipola is a productivity and technology writer who has been a long-time contributor to the DeskTime blog. Her work has also appeared on Lifehack, The Ladders, Pick the Brain, Hackernoon, and numerous blogs. In addition to writing, Ieva loves traveling and collecting quirky stories and experiences.