Sabbatical

What it means

A sabbatical is an extended break, usually of several months, that an employer grants for rest, study, travel or a personal project, with a guaranteed return to the job. Originally an academic tradition, it is now offered by companies as a benefit too.

The Labour Code does not mention sabbaticals explicitly. In practice they are agreed as unpaid leave, sometimes combined with annual leave or partial pay if the parties agree. The employment relationship continues throughout.

For the employer, a sabbatical is a way to retain experienced people, prevent burnout and offer an attractive benefit. For the employee it is a chance to take a break without risking the job, though with financial and insurance consequences.

How it works in practice

The agreement should be in writing and state the start and end of the leave, whether it is paid, unpaid or mixed, which role the employee returns to and what happens if they decide not to come back. Companies often tie eligibility to years of service.

During unpaid leave, the employer pays no social insurance for the employee and the period may not count towards pension insurance. For health insurance, a top-up may become due in the annual reconciliation. The employee should check these consequences beforehand and consider voluntary insurance if needed.

A long absence requires a plan for cover and handover. A well-prepared sabbatical can also give colleagues an opportunity to take on new responsibilities and develop.

What to watch out for

Long unpaid leave can affect holiday entitlement, which the law reduces under certain conditions, and the average earnings used for later compensation. The rules should be checked before the agreement is signed so that nothing comes as a surprise on return.

If the employee decides to work for another employer or run a business during the sabbatical, this may conflict with a non-compete clause or other duties to the employer. The agreement should address such situations explicitly.