My body mirrored my mental state: I suffered persistent headaches, jaw tension from TMJ, and nagging back pain. I was sleeping but never waking up rested. Cravings for unhealthy food became constant, as my system scrambled for comfort. These weren’t just bad days, they were red flags. It became clear that what I needed wasn't just rest, but a complete reset. A sabbatical wasn’t a luxury; it was a necessity.
As you can see above, I speak from personal experience. Taking a sabbatical, a planned, extended break from work is no longer just an academic luxury. As burnout and stress become more prevalent across industries, professionals are re-evaluating their relationship with work. But how do you know when a weekend off just won’t cut it anymore?
In a world that prizes constant productivity, the idea of pausing your career can feel counterintuitive. But more professionals are exploring sabbaticals, not as an indulgence, but as a strategic investment in long-term performance.
A sabbatical is an extended break from work, often lasting several months or more, which allows individuals to recharge, pursue personal projects, or gain new experiences outside their regular professional environment. Sabbaticals offer the opportunity to step away from the daily grind and return refreshed, with a new perspective. Knowing when you need a sabbatical can be challenging, but signs include persistent burnout, a lack of motivation, feelings of being stuck in your career, or a desire to explore something new. If you’re constantly feeling overwhelmed, mentally drained, or disconnected from your work, it may be time to consider taking that extended break to restore your balance and enhance your future productivity.
Burnout is a business risk
Persistent exhaustion, declining motivation, and a sense of stagnation are more than personal challenges, they’re productivity threats. Research increasingly points to the link between burnout and poor decision-making, disengagement, and staff turnover. A well-structured sabbatical can serve as a proactive countermeasure, preventing costly fallout and reigniting creative energy.
Not just time off, but rather time with purpose
Whether used to study, travel, volunteer, write, or rest, a sabbatical should have intent. Executives who take them often report sharper strategic thinking, stronger leadership presence, and increased empathy upon return. It’s less about escape and more about perspective.
What smart companies are doing
Forward-thinking firms are building sabbaticals into their talent retention strategies. Some offer structured programmes after a set number of years, while others allow employees to pitch personal development projects with business value.
When to know it’s time
Red flags include chronic stress, diminished innovation, and feeling disconnected from your work. If your contribution is flattening despite effort, or you’re longing to explore a different facet of life, it may be time to consider stepping away to step forward.
Recognising the warning signs
Cassey Chambers, operations director at the South African Depression and Anxiety Group (Sadag), says distinguishing between regular work stress and the need for a sabbatical starts with understanding the difference between good and bad stress.
“Good stress pushes us to perform more and achieve goals, whether it’s through deadlines or performance targets,” she explains. “The problem comes in when there are too many stressors and not enough support or capacity to handle it.”
When the pressure mounts and too many deadlines loom, with understaffed projects and unrealistic expectations, it can shift into bad stress, which often shows up as physical symptoms like back pain, digestive issues, poor sleep, and appetite changes. Emotionally, it may affect your relationships, patience, and motivation.
“Once these issues add up,” Chambers says, “a person may consider taking extended leave. The challenge, however, is that many people simply can’t afford to take time off work.”
Dr. Colinda Linde, a clinical psychologist, agrees, noting that a sabbatical becomes necessary when stress starts to take over your identity.
“The need for a sabbatical tends to reveal itself through persistent emotional exhaustion, detachment from work, and a decline in motivation despite efforts to recover,” she explains.
Burnout is a spectrum — where are you?
Sadag uses a stress spectrum to help individuals evaluate their state:
- Green: You’re managing your stress well
- Amber: Stress and pressure are increasing; you must be proactive to stay afloat
- Red: You’re physically, mentally, and emotionally exhausted. Performance, sleep, eating, and relationships suffer
“The problem comes when people ignore the signs: short temper, brain fog, exhaustion, and keep pushing through,” says Chambers. “This is when burnout becomes dangerous.”
Chambers recommends regular mental health check-ins and “micro ways” to manage stress, like short breaks during the day, digital detoxes, and ensuring you truly disconnect.
“From our research,” she adds, “over 52% of employees who took part in our surveys were diagnosed with a mental health concern. Yet many try to ‘push through’ without proper help or reflection.”
Do you need a sabbatical — or just a break?
A sabbatical isn’t always the answer to burnout. In some cases, restructuring your work life or building in consistent recovery periods may suffice.
“Burnout doesn’t always require a sabbatical,” says Dr. Linde. “It can sometimes be addressed through increasing support, reshaping workload, and setting boundaries. But if you’re emotionally numb or disconnected from your purpose, time off, at least three months, may be what’s needed for true healing.”
Chambers also highlights the value of micro-recovery moments, even when a sabbatical isn’t possible.
“Take little breaks during the day, on weekends, whatever works for you,” she suggests. “Global research shows that just four consecutive days off can have a measurable impact on well-being.”
“You can sleep eight hours and still feel exhausted if your soul is tired,” she adds. “Ask yourself: do I just need a break from toxic colleagues and pressure, or is there something deeper, like therapy or a digital detox, that I need?”
Sabbatical as a tool for reflection, not escape
Still, the time off needs to be intentional. “An intentional sabbatical is a conscious, values-aligned pause. Escaping burnout without understanding its roots may bring temporary relief, but without reflection, the same patterns resurface,” Dr. Linde says.
A sabbatical gives space to shift from performance-based living to reflection, creativity, and purpose. It can bring clarity, but also expose fears: financial insecurity, irrelevance, or falling behind at work.
Chambers notes how these fears are often intensified by toxic work cultures.
“We live in a system that romanticises working late, showing up on weekends, and being constantly available,” she says. “We’re so grateful to have jobs, especially post-Covid, that we ignore how unhealthy these environments can be.”
She advocates for building a healthier culture, where rest is respected and boundaries are honoured.
“Don’t schedule meetings after hours or early mornings. Don’t reward burnout. Break the culture of overwork.”
Planning your sabbatical — and return
Whether you're preparing to step away for a few weeks or several months, the transition needs forethought. “Effective sabbaticals require both practical and psychological preparation,” says Dr. Linde. “Financial stability, clear communication with your team, and setting intentions for your time away are all key.”
When it comes to returning, go slow.
“Reintegration is smoother when you set boundaries and align your new insights with your role,” Dr. Linde adds. “It’s not about going back to how things were, it’s about doing things differently.”
Changing organisational culture
The stigma around taking a break needs to shift. Instead of viewing sabbaticals as an escape or luxury, organisations should see them as a way to protect human capital. Forward-thinking companies are already doing this. Some offer formal sabbatical policies after a certain tenure. Others encourage structured rest periods between big projects.
Chambers believes this is the direction companies need to move in. “We need to encourage healthier habits in our teams. That includes rest, boundaries, and psychological safety. Without those, we lose people to preventable burnout.”
Working life and mental health by numbers
Sadag’s 2024 Working Life Survey (n=963) reveals:
- 52% of employees surveyed have been diagnosed with a mental health condition
- 61% wish they could afford to quit their jobs
- 50% report feeling unhappy when starting work on a Monday
- 75% say they think about work even when they’re not at work
- 38% are afraid of losing their job
- 44% report being underpaid
- 30% work long hours, and 25% face constant organisational change
- Only 48% feel they can trust their manager with personal matters
- Just 57% feel comfortable speaking to their boss about mental health
- 31% work in hybrid environments, while 9% work entirely from home
Sabbatical snapshot: What to ask yourself
- Am I dealing with bad stress, or just stretched thin?
- Am I on the green, orange, or red end of the burnout spectrum?
- Can micro-breaks and boundaries help — or do I need extended time away?
- If I take time off, how will I use it meaningfully?
- m I treating symptoms, or getting to the root of the problem?
KEY TAKEAWAYS:
- Recognise burnout early
Understand its spectrum and act before red-zone exhaustion hits - Normalise sabbaticals
Frame them as strategic resets, not escapes - Encourage micro-recovery
Weekends, long weekends, and digital detoxes go a long way - Rethink workplace culture
Don’t glorify overwork — model balance from the top down - Build reintegration plans
Sabbaticals should end with purposeful reflection and a re-entry strategy
In a world that rarely slows down, sometimes the bravest thing you can do is stop. Whether it’s a long weekend or a longer pause, give yourself the space to breathe, and maybe, to begin again.
Need help? Don’t wait
If you’re experiencing signs of burnout, don’t wait for a full breakdown before you take action. Reach out to your company’s employee assistance programme (EAP), consult your GP, or speak to a mental health professional — whether it’s a psychologist, psychiatrist, registered counsellor, or social worker. Your medical aid may offer support or referrals. You can also contact Sadag for free resources and helplines: www.sadag.org. Help is available — and recovery is possible.
