Take sabbatical even in a recession

NEW YORK --- The recession, soaring unemployment and a big workload gave Aimee Grove every reason not to take a job sabbatical this year. She went for it anyway.

She spent a month last winter with her young son and dabbled on a book project. When she returned to her public relations job in mid-March, she felt recharged and excited about getting back to work.

"My boss has given me the gift of time, and that alone makes me so loyal to my firm," said Ms. Grove, a vice president at San Francisco-based Allison & Partners.

Asking for a sabbatical might sound taboo when times are tough, but workers shouldn't pass up the opportunity for a few months off because they fear that being out of sight could compromise their future job security.

This might actually be the right time for a sabbatical, especially for those in industries where the workload has been reduced or at companies that are looking to slash costs until business improves.

Sabbaticals differ from furloughs, which are often involuntary and unpaid short-time hiatuses that many companies as well as state and local governments now are using to reduce costs. Sabbaticals are typically planned, company-approved leaves of absences to improve one's skills, do nonprofit work or just relax. They can, but don't always do, include pay and benefits.

Before broaching the topic with your boss, here are some things to consider:

KNOW YOUR COMPANY

The good news for workers is that 17 percent of companies are still offering job sabbaticals, the same as a year ago, according to a survey of 521 employers by the human resources consulting firm Watson Wyatt. That means companies aren't taking away what is often deemed as a perk. Perks are often the first things to go when costs are being cut.

Although companies continue to offer sabbaticals, you need to consider whether the time is right to take one.

If your company just laid off half of its staff and those remaining are overburdened with excess work, asking for a paid sabbatical could seem out of line even if you are entitled to one.

It's a different story if you work at a company where business seems to be holding up, but there is a slowdown during a certain time of year. For instance, if you work at an accounting firm that is busiest during the winter months, requesting a summer sabbatical wouldn't seem out of bounds.

Cathy Benko, the vice chairwoman and chief talent officer at the professional services firm Deloitte LLP, said the timing of a sabbatical could benefit both the employee and the company.

"If the market is slow, the organization will not suffer without (the employee's) contribution at this time," Ms. Benko said. "There may be a less urgent need for someone to be at work."

UNDERSTAND THE RISKS

Career experts -- those who counsel both companies as well as workers -- agree that sabbaticals are great for retaining employees and boosting loyalty. Sabbaticals give employees something to work toward and a fresh perspective about their jobs when they return.

Despite those benefits, in today's economy workers need to be careful. Remember that when you are out of sight, you could be out of mind to your managers. Work that you previously did has to be handled by someone else, and everyone in a recession is trying to hold on to their jobs.

"It's not professional suicide to take a sabbatical in this economy, but it's important to take examine honestly whether it is an appropriate time to do it," said Elaine Varelas, the managing partner at Boston-based Keystone Partners, a career management firm.

That's what Ms. Grove had in mind last winter as she considered that she had already put off her sabbatical by a year, knowing that the public relations firm where she worked valued face time of its staff in the office.

"I worried that if I didn't take it soon, the benefit could disappear in the future," said Ms. Grove, who said employees at the firm can get a month off with full pay after five years of service.

BE FLEXIBLE

Asking for a sabbatical is a lot easier in a booming economy, when companies are more likely to sign off on absences that include at least some pay and benefits. Don't count on the same right now.

Workers, however, aren't powerless. If they want to go on a leave, they should propose a reasonable game plan.

For instance, instead of getting full pay for a six-month sabbatical, maybe the employee can offer to receive only 50 percent of his or her compensation. Or if workers want to take a year off, they might have to settle for two months instead.

HIGHLIGHT THE BENEFITS

Ms. Benko said sabbaticals can be viewed as an alternative to downsizing. Instead of severing ties with a valued employee just to cut costs, this is a way to continue a relationship that could be important in the future as business rebounds.

"Down markets become up markets," said Ms. Benko, who said that often forces companies to scramble to restaff.

She points out that an employee on sabbatical comes back to work already knowing the organization and having the skill set needed to do her job.