The ultimate guide to sabbatical leave in 2025

When it comes to getting to grips with the employment law surrounding holidays and time off, one phrase you may have come across is sabbatical leave.

“Going on sabbatical” is a common part of working culture and, as an employer, you need to understand exactly what sabbatical leave is, and what it could mean for your staff and business.

What is sabbatical leave?

Sabbatical leave is when an employee takes an extended period of time off work.

Sabbatical leave may be paid or unpaid, depending on your company policy, and usually lasts anywhere from a month to a year.

Sabbatical leave is different to holiday leave as there is no legal entitlement to it, and the terms of the sabbatical leave are usually determined between the employee and the employer.

Many companies only offer sabbatical leave to employees who have worked for the company for a set period, meaning it could also be classed as an employee benefit.

Why do employees take sabbatical leave?

There are various reasons why an employee may want to take sabbatical leave. Some of the most common are:

• To spend more time with family
• To attend to personal issues
• To complete a non-work related project
• To volunteer
• To travel
• To complete further education such as a master’s degree or a research project

How does sabbatical leave work?

To grant sabbatical leave to an employee, you will need to set a sabbatical leave policy that lays out your expectations for the employee’s time off and return to work.

In the UK, employees can take paid or unpaid sabbatical leave, and there are various aspects you will need to consider when approving a sabbatical leave request and drawing up an agreement. They include:

Will the sabbatical leave be paid or unpaid?

You will need to decide whether any sabbatical leave will be paid or unpaid. Some companies commit to paying an employee’s full salary whilst they are on sabbatical, some will pay a percentage, and some will pay nothing at all.

Whether or not you pay will likely depend on your budget and the employee’s reason for taking the sabbatical. For example, you may offer paid sabbatical leave to those who want to complete further education courses that are directly related to their job role and industry.

How long will the sabbatical leave be?

You’ll need to set a maximum time that employees can take sabbatical leave for as part of your wider sabbatical leave policy. You’ll also need to agree on a set timeframe for each case. You may decide that the time limit for sabbatical leave will be directed by how long an employee has worked for your company. For example, for every five years of service, they are entitled to an additional three months sabbatical.

What happens to employee benefits during sabbatical leave?

If you offer employee benefits such as private healthcare, childcare, or gym memberships, you will need to clearly state in your sabbatical leave policy whether or not employees will still be entitled to these benefits during their time off.

Who is eligible for sabbatical leave?

Some businesses that offer sabbatical leave make it available to every employee, whilst some only offer it to certain individuals, such as those who have worked for the company for a set amount of time. You will need to be clear as to who can apply for sabbatical leave if you decide to introduce it at your company.

The benefits of granting sabbatical leave

Granting sabbatical leave can provide benefits to your organisation, such as:

Positive organisational culture

Granting sabbatical leave offers employees the chance to upskill and complete learning opportunities, embark on volunteering, or tick off a life goal. Offering employees these opportunities makes them feel valued and appreciated, helping to create a positive organisational culture.

Knowing they have the chance to take such leave can also help to improve employees’ overall productivity and work efforts. Plus, taking time off can help to reinvigorate employees, ensuring they return with a positive and motivated outlook.

Long-term loyalty

Sabbatical leave can help to nurture long-term loyalty with your employees. It’s a major benefit that they may not have access to elsewhere, preventing them from leaving to work for another business. If you offer sabbatical leave to employees once they have worked for you for a set period, this helps to encourage them to stick around too.

Sabbatical leave FAQs

When it comes to deciding whether to offer and grant sabbatical leave, employers often face the same common issues. Let’s take a look at the key questions that can arise.

What if an employee wants to extend a sabbatical?

Sometimes an employee may request an extension on their sabbatical leave. Provided you set out a clear return date in the initial agreement, you have the right to refuse the extension. Most employers will take the reasons behind an extension request into consideration before making a decision.

What if an employee doesn’t return after a sabbatical?

If an employee refuses to return after sabbatical leave, you can’t force them to. You may decide to simply accept it, or you can treat it as an unauthorised absence and begin dismissal proceedings. If you add a clawback provision to your sabbatical leave policy, you can request the employee pay back any money they were paid during the leave if they refuse to return.

Can you make an employee redundant during a sabbatical?

If you have decided to keep an employment contract in place during the sabbatical leave, the employee is at the same risk of redundancy as any other employee. This means that, yes, they can be made redundant whilst on sabbatical leave.

Final thoughts on sabbatical leave

Whether you decide to offer sabbatical leave to employees or not, you will need to have a sabbatical leave policy in place.

Even if the policy is simply that you do not offer it, it’s important to be clear with employees about what they can expect when they join your organisation.

If you do decide to grant sabbatical leave, having a strong and carefully worded agreement in place is key. Make sure both you and your employee are on the same page about what you both expect from the leave period and their return to work to prevent any moral or legal hurdles.