A growing number of senior executives are stepping back from their professional responsibilities to take structured time away from work, according to Walmsley Wilkinson Executive and Management Recruitment.
Research suggests that this trend is likely to continue. A study by Harvard Business Review indicates that more than 30 per cent of senior leaders are planning to take a sabbatical within the next five years, largely due to a desire for improved wellbeing and work–life balance. At the same time, the 2025 Workforce Confidence Index released by LinkedIn shows that searches related to career breaks and sabbaticals have risen by 40 per cent over the past three years.
“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,” said Taryn Wilkinson, Director at Walmsley Wilkinson.
“We’re seeing a real shift where executives are embracing sabbaticals as intentional, strategic and enriching rather than merely reactive.”
Walmsley Wilkinson notes that there are several reasons why senior professionals are choosing to take sabbaticals. These include pursuing personal goals such as travel or building a home, recovering from the pressures of leading a business or completing a company sale, regaining energy and engagement, and reflecting on long-term priorities and career ambitions.
“Sabbaticals can be transformative, but they’re often most effective when they’re intentional,” Wilkinson added. “Having a framework for your return ensures you come back with momentum and confidence.”
While sabbaticals can provide significant personal benefits, returning to the workforce afterwards can be challenging. Some executives report uncertainty about how to present their career break positively when re-entering the job market.
To help professionals prepare for their return, Walmsley Wilkinson recommends setting clear career goals before beginning a sabbatical, maintaining light professional connections during time away, updating CVs and LinkedIn profiles ahead of re-entry, and consulting recruiters early to explore market opportunities.
The firm also highlights the role employers can play in supporting career breaks. Organisations that encourage sabbaticals may strengthen their employer brand, attract experienced talent and demonstrate a commitment to employee wellbeing and sustainable careers.
“The most effective employers recognise that career breaks, when approached strategically, are not a liability – they’re an asset,” said Taryn Wilkinson.
According to Walmsley Wilkinson, sabbaticals are increasingly viewed as an opportunity for reflection, innovation and personal growth rather than simply time away from work. With careful preparation, senior leaders can return to the workplace with renewed clarity and enhanced value.
Periods between professional roles are also evolving in meaning. Whether resulting from planned sabbaticals, business exits, redundancy arrangements or burnout, many executives are using this time to focus on personal projects such as travelling abroad, building a dream home, investing in start-ups, volunteering or dedicating more time to family life.
