19 October - Managing Partner, Top 10 accountancy firm
We do not have sabbatical programme and have no plans to start one for staff or partners. We do consider requests (which are very rare) for extended breaks (6-8) weeks and try to accommodate where possible. However, these are generally from junior staff. The more senior the individual the more difficult it is to ensure client service.
19 October - Finance Director, Magic Circle law firm
- Minimum 10 years as partner
- 3 months max
- No requirement to do anything in particular
- Needs management approval which can be refused if prejudicial to firm or clients
- Larger size usually means easier to accommodate but difficult in niche areas of practice
- Seen as help to ‘burn out’ but sometimes motivation and ability to re-enter is compromised
19 October - Managing Partner, Top 100 law firm
We have about 30 partners and have had a sabbatical for SEM/equity partners for some time - in fact I took 2 months off this summer! We allow 3 months of with full profit share (but only 2 weeks other holiday that year) if a partner is at least 45 (technical age discrimination there we appreciate) and has been a SEM/equity partner for at least 10 years.
It is true that it can cause problems in v small departments and some partners have elected not to take their sabbaticals. There are no easy answers to that in my view - perhaps it should be seen as an incentive to grow your team so that it can do without you! It does not seem to have caused any divisions and on balance I am clear that it is a popular and very worthwhile thing to do.
19 October - HR Director, Actuarial services
The firm I recently left allows sabbaticals after ten years service. Three have taken place. One very senior where the absence allowed others to take leadership for a while; one which facilitated significant change in a team where it was needed; and one where otherwise some compassionate agreement was going to be necessary for family care and health reasons. All were well prepared for and all returned refreshed and refocused. Maximum length is three months although holiday can be used to extend it. Reasons are entirely personal. Hope that helps.
22 October - Director of Business Development, Top 100 law firm
We have just started an unpaid sabbatical programme. It's very early days and take up has been low but one or two individuals have taken it up. I don't imagine that the numbers wanting to take it up will change very much
22 October - Managing Partner, Top 10 surveying firm
We introduced a sabbaticals scheme for staff about four years ago. The principles are:
- must have been in post for 5 years
- expectation that you will not hand in your notice within 6 months of return
- you must liaise in plenty of time with your unit partner and be flexible on dates
- no more than one team member off at any one time
- sabbatical can be up to 3 months
- it is unpaid but you can accrue holiday
- no rules on what you have to do when away
- you are guaranteed your job back
- available to professional and support staff
- your entitlement is after 5 years, and every 5 years after that.
The reality is that there are relatively few takers at any one time. We have probably had 10 in 4 years. But it is seen as innovative and a difference from other firms.
Examples of sabbaticals have been:
- studying German in Munich
- marine conservation project in Central America
- teaching cricket in S Africa
- travelling round S America
I hope this is helpful. Happy to expand further if wished.
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