In an era where career trajectories are no longer linear, more senior managers and executives are choosing to step away from their working lives and embrace purposeful time out.
Whether it’s a long-planned sabbatical, time off following a business exit, receiving a redundancy package or simply a response to burnout, senior leaders are redefining what “between roles” looks like. From travelling the world to building a dream home, angel investing, volunteering or dedicating time to loved ones, these breaks are often life-affirming and can recharge confidence, perspective and purpose.
“Taking time out shouldn’t be seen as a career collapse, it can be a reset, a reinvigoration and an opportunity to grow both personally and professionally,” says Taryn Wilkinson, Director at Walmsley Wilkinson Executive and Management Recruitment. “We’re seeing a real shift where executives are embracing sabbaticals as intentional, strategic and enriching rather than merely reactive.”
Recent research suggests that extended career breaks are becoming more common, particularly among senior professionals. A 2024 survey by the Harvard Business Review found that over 30% of senior leaders reported planning a sabbatical in the next five years, a number driven by priorities around wellbeing and work-life balance and according to LinkedIn’s 2025 Workforce Confidence Index, searches for sabbatical-related content and career break advice have increased by 40% in the past three years as professionals explore alternative career rhythms.
The motivations behind sabbaticals are as varied as the leaders taking them:
- Life Milestones: Building a home, travelling, or fulfilling a personal ambition.
- Post-Exit Recharge: After selling a business or finishing an intense leadership role, many executives seek space to decompress and reflect.
- Burnout Prevention: A proactive pause can prevent long-term exhaustion and restore passion for work.
- Purpose Redirection: Time out can bring clarity on values, priorities and next career steps.
“Sabbaticals can be transformative, but they’re often most effective when they’re intentional,” Taryn Wilkinson explains. “Taking time out is one thing; having a framework for your return ensures you come back with momentum and confidence.”
While sabbaticals are empowering, returning to the workplace can present its own set of challenges. Leaders report that the longer they are out of the market, the more uncertain they feel about positioning themselves effectively, even if the break was positive.
To support a successful transition back into work, Walmsley Wilkinson recommend:
- Set Future Goals Before You Go: Define what success looks like on the other side.
- Stay Connected: Maintain a light level of professional interaction during your sabbatical — industry reading, networking or advisory work can keep you informed.
- Refresh Professional Branding: Update your CV and LinkedIn profile closer to your planned return.
- Work with a Recruiter Early: A trusted search partner can help map the post-sabbatical market and opportunities.
Organisations can also play a role in normalising time out. Companies that support intentional sabbaticals boost their employer reputation, enhance talent attraction and demonstrate a commitment to workforce wellbeing.
“The most effective employers recognise that career breaks, when approached strategically, are not a liability, they’re an asset,” says Taryn Wilkinson.
A sabbatical can be far more than time away from work, it can be a catalyst for innovation, reflection and renewed purpose. With the right planning and mindset, senior leaders can return not just ready to work again, but with greater clarity about the value they bring.
