A career break refers to a temporary period away from full-time employment. This can range from a few months to several years and can be motivated by various factors, such as travel, personal development, caregiving responsibilities, or pursuing entrepreneurial ventures. While traditionally viewed with skepticism, career breaks are becoming increasingly common, particularly amongst millennials and Gen Z.
Why should HR and business managers embrace career breaks?
Here’s how they can benefit your organization:
- Enhanced Skills and Knowledge: Unlike a perceived skills gap, career breaks can be periods of immense personal and professional growth. Individuals may use this time to volunteer, learn new languages or skills, or pursue educational opportunities. These experiences can translate into valuable skill sets, such as cultural competency, adaptability, and problem-solving – assets highly sought after in today’s dynamic work environment.
- Rejuvenated and Motivated Workforce: The relentless pace of work can lead to burnout and decreased productivity. A career break allows employees to recharge, pursue passions, and return with renewed energy, focus, and a fresh perspective. This translates into a more engaged and motivated workforce, ultimately contributing to higher quality work and a more positive company culture.
- Retention and Loyalty: Offering flexible options for career breaks demonstrates that your company values its employees’ well-being and recognizes the importance of a positive work-life balance. This fosters employee loyalty and increases the likelihood that talented individuals will return to your company after a hiatus, saving you the time and resources to recruit and onboard new talent.
Best Practices for Managing Career Breaks
To effectively support career breaks while maintaining operational continuity, HR leaders and managers should implement thoughtful, transparent practices:
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Establish a Clear Policy: Define eligibility criteria, application procedures, acceptable durations, and terms for return. Make this information easily accessible to reduce uncertainty and support informed decisions.
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Encourage Open Dialogue: Create a culture where employees feel comfortable discussing the possibility of a career break without fear of judgment or negative consequences.
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Plan for Transitions: Work with the employee to develop a transition plan that includes handover documentation, interim coverage of responsibilities, and potential knowledge transfer.
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Stay Connected: Maintain occasional contact during the break, when appropriate, to keep the employee informed of key company updates and demonstrate continued support.
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Support Reintegration: Offer return-to-work programs, reboarding sessions, or mentorship opportunities to help returning employees reacclimate and contribute quickly.
When managed thoughtfully, career breaks can be integrated into workforce planning in a way that benefits both the employee and the organization.
Common Use Cases for Career Breaks
Career breaks can serve a range of professional and personal goals—many of which result in well-rounded, reenergized talent returning to the workplace:
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Caregiving and Family Responsibilities: Supporting a loved one, managing parental duties, or assisting with eldercare.
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Health and Wellness: Taking time to focus on personal health or mental well-being to prevent burnout or recover from illness.
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Education and Reskilling: Returning to school, completing certifications, or learning new technologies to enhance long-term career growth.
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Volunteering and Mission-Driven Work: Engaging in community service, humanitarian projects, or nonprofit initiatives that build leadership and global awareness.
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Entrepreneurial Exploration: Pursuing a business venture or passion project, often resulting in increased creativity, risk tolerance, and problem-solving ability.
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Sabbaticals and Personal Growth: Traveling, writing, or dedicating time to personal milestones that reinvigorate one’s outlook on life and work.
Recognizing the value in these experiences enables companies to support diverse employee journeys while building a stronger, more inclusive workplace culture.
Conclusion
To effectively manage career breaks, consider establishing clear company policies outlining eligibility, duration, and return-to-work procedures. Open communication throughout the process is crucial to maintain a positive relationship with the employee. By embracing career breaks, HR and business managers can cultivate a more flexible and supportive work environment, promoting employee well-being and ultimately strengthening your talent pool.
