Staff burnout is prompting a growing number of UK employees to seek extra time away from work in the form of sabbaticals, according to new research by specialist recruitment firm Robert Half.
Its 2025 Salary Guide reveals that 42% of the UK workforce want access to sabbaticals this year, as wellbeing concerns remain front and centre in many workplaces. The report also highlights that 62% of workers believe their employer risks overworking staff in the coming months.
Observers suggest this signals a broader shift in expectations around work-life balance and mental health support, with some employers now viewing unpaid or partially paid sabbaticals as a valuable, low-cost benefit that could help retain key talent without adding to payroll pressure.
Burnout Concerns Rising
Matt Weston, senior managing director UK & Ireland at Robert Half, warned that the growing appetite for time away was both a wellbeing issue and a potential threat to retention strategies.
“Given the increased focus on mental health and wellbeing that has been growing across the UK workforce for the last few years, it’s perhaps unsurprising that so many want access to time away from the office to rebalance or to pursue a dearly held goal,” Weston said.
He added that while temporary cover for employees on leave can be a logistical challenge, the bigger risk lies in failing to tackle the workplace culture issues that are driving this demand. “If employees are overworked – or believe they are at risk of this – they won’t hang around for long. The damage this can have on employer branding is detrimental,” Weston warned.
His comments echo findings reported recently by Workplace Wellbeing Professional on the rise of the “mini-retirement” — with more workers seeking meaningful career breaks or travel sabbaticals to reset their wellbeing.
How Employers Can Respond
While some businesses have already introduced formal sabbatical policies, experts believe more organisations will need to consider offering flexible, extended leave options in the year ahead to stay competitive.
Observers suggest that, for firms unable to offer pay rises or expensive benefits in a tough economic climate, unpaid or partially paid sabbaticals can be a pragmatic alternative.
Employers looking to manage this trend effectively could:
- Introduce a clear sabbatical policy outlining eligibility, duration and how roles will be covered
- Use the opportunity to upskill junior staff by offering acting-up opportunities during colleagues’ leave
- Offer pre-emptive wellbeing initiatives such as mental health support, flexible working and regular workload reviews to reduce burnout risk before staff feel the need for extended leave
- Normalise conversations about mental health and recovery time, ensuring it’s seen as a strength rather than a weakness
A Growing Expectation, Not a Luxury
As Weston noted, sabbaticals are no longer simply a perk for the privileged few. “If we look at how people are using sabbaticals, there is growing evidence that many people are simply in need of a moment to themselves in their busy lives,” he said.
“There’s a wealth of data that showcases the potential burnout crisis people are facing, with Mental Health UK reporting that 90% of workers across the country felt stressed last year. Even those employers that are already offering extra time off — paid or not — should be mindful of trends such as this to ensure they’re offering a truly holistic benefits packages that meets the needs of workers today.”