Why paid sabbaticals are catching on, and how to ask for extended time off work

Monzo announced last week that it’s introducing new benefits to staff, including three months’ paid leave a year for all members of staff (providing they’ve completed four years’ service at the company).

The time can be used to travel, be with family, or simply destress, with no stipulations over what the sabbatical is for, with employees able to take leave in one block or in increments to suit them.

And Monzo isn’t the only business shaking up annual leave, either.

The owners of Turn Partners were dubbed ‘Britain’s best bosses’ for offering unlimited time off and taking staff on all expenses paid holidays to work from the beach. Multinationals like Netflix, Dropbox, and Kickstarter have also been vocal about scrapping caps on holidays.

Unlike the rest of us, beholden to allotted days requested months in advance, staff at these companies can make their own decisions on when to work – even taking extended periods out just to recharge if necessary.

For employees and employers alike, the benefits of sabbaticals are numerous.

Bernat Farrero, CEO of Factorial HR, told Metro.co.uk: ‘Investing in employee wellbeing is vital for preventing staff burnout and reducing staff turnover.

‘In addition to this, ensuring that your staff are able to take sufficient breaks from work can boost productivity, motivation and teamwork…

‘With the cost of living reaching its highest level, many professionals may feel unable to take breaks from their work when they need to due to financial stress.

‘Long-term this could have a serious impact on their workflow and mental health, leading to more and more absences and resignations.’

It seems simple on the surface; treat your workforce with respect and they’ll be inclined to respect you too, repaying your leeway with loyalty and hard work.

The problem with paid sabbaticals, however, is whether they’re accepted within your working culture. Some people, for example, may have unlimited time off included in their contract, but are viewed unfavourably by bosses when they go to actually use that holiday.

Every employee in the UK has the right to request flexible working after 26 weeks’ service, but company culture (particularly management who prioritise long working hours and presenteeism) has proven a sticking point for many who request it.

That can make requesting a change to your usual work routine – particularly something that’s not commonplace like a paid sabbatical – seem daunting.

Life Coach Zoe Mallett advises first starting with your own motivations for extended leave. She tells Metro.co.uk: ‘Try to understand the real reasons and purpose for your extended leave. Make a list of both personal reasons and professional reasons.’

Once you have these lists, you’ll be more steadfast when the time comes to approach your boss.

‘Book in time with your manager or flag before a one-to-one that you would like to discuss taking extended leave,’ said Zoe.

‘This will best prepare your manager. You can also send over some bullet points before outlining what you want to address (this could save time if they need to speak to someone else in the team for advice, it gives them the opportunity to find out your companies policies or thoughts on the matter).’

When you’re in the meeting, Zoe suggests approaching it like a pitch, explaining clearly what your time off would mean for your team, as well as just yourself.

She said: ‘Are there people in your team who would enjoy taking on some more responsibility? Would it mean bringing in a freelancer? What’s this cost?. Then discuss the benefits it could bring you as an employee – like a clearer, fresher mindset.’

If it is a flat-out no, that poses a new question – do you still want to work somewhere that doesn’t share your values?

Reflect on the situation, from how long you’ve been in the role to how well you’re treated outside of this request.

For those who feel unappreciated, overworked, or underpaid, it could mark a turning point in switching up your career. Perhaps it’ll signal that it’s time to look elsewhere, or reveal that your initial desire for a sabbatical was borne out of a need to escape from that specific job.

If your managers offer reasonable explanations or adjustments when they can’t accept your extended holiday time, this is a good sign. Just try to beware of ‘fake flexibility’ or grand promises that aren’t nailed down in writing.

Until more organisations adopt truly hybrid and flexible working practices, it may appear that staff are at the mercy of bosses’ whims. With Covid and the cost of living crisis still looming large, people need to keep their jobs – which often also means keeping the peace.

Thanks to the sea-change started by challenger banks and tech startups, though, things should hopefully begin to change.

Zoe said: ‘Employees are taking back the power and have seen the benefits to flexible working. Attracting and retaining talent is super competitive as talent need to understand if the job can fit around them – not the other way round like it’s been for years.

‘Not only do employers need to accept that peoples expectations are different now, which benefits employees, but also look at how this type of working can improve productivity,  increase creativity and therefore improve the business as a whole.’

Do you have a story to share?

Get in touch by emailing [email protected].

Source: Read Full Article

Previous post Alaska moose attack against Iditarod sled team leaves 4 dogs injured
Next post Adele hails female artists as she picks up gender-neutral Brit Award