Sabbatical: What employees and employers should know
Pressure at work, family obligations or the need to find oneself: more and more Swiss people are feeling the desire to take a break from everyday working life. A sabbatical is an opportunity to refocus and recharge your batteries.
A sabbatical brings new opportunities, but also raises questions about pensions and insurance. We show you how to make your break from work worry-free – and protect yourself in line with your needs.
What is a sabbatical?
A sabbatical describes a longer, planned break from work. You take this break voluntarily and in consultation with your employer. Many also speak of a sabbatical year, even if they only take a 6-month sabbatical, for example. A shorter duration, such as one month or three months, is also possible for a sabbatical. Goals can be recovery, personal development or new experiences outside of everyday work.
What are the advantages of a sabbatical?
A sabbatical offers employees a break from work and frees them from their work routine. The break can strengthen health, promote new perspectives and increase motivation. Companies also benefit from sabbaticals thanks to refreshed and committed employees .
What are the advantages of a sabbatical for employees?
- Recovery and health: many employees return to work after a sabbatical mentally refreshed and more physically stable.
- New perspectives: with a changed view of work and personal goals, you recognize what is important to you in your day-to-day work or what should change.
- Personal development: a sabbatical provides time for further training, the development of new skills or for self-fulfillment projects.
- Time for family and everyday life: for many, a sabbatical means consciously slowing down in everyday life , leaving more space for family, relationships and personal issues.
What are the advantages of a sabbatical for employers?
- Greater motivation: employees often return to work more motivated and energized – boosting performance, productivity, and engagement.
- Stronger employee loyalty: the opportunity to take time off reduces the likelihood of terminations and increases loyalty to the company.
- Attractiveness of the company: sabbatical models improve a company's image and can be particularly attractive to skilled workers.
- Prevention of absences: employers actively invest in the health of their employees and avoid long-term sickness absences.
What are the disadvantages of a sabbatical?
In addition to many advantages, a sabbatical also has financial and organizational disadvantages. Good advance planning is therefore important for both employees and employers.
What disadvantages does a sabbatical have for employees?
- Loss of income: during a sabbatical, there is often no salary or only a reduced one.
- Impact on pension provision: due to a lack of contributions to the pension fund and OASI, the risk of a pension gap grows.
- It may hold back your career: a longer break can lower your visibility in the company and delay your professional development.
- Changes in the job: during your break, structures, teams or tasks evolve. This can make it more difficult for you to return to work.
What disadvantages does a sabbatical have for employers?
- Personnel bottlenecks: teams have to take on additional tasks or organize external support.
- Additional costs: agencies give rise to costs for recruitment, training or temporary assignments.
- Additional organizational input: a sabbatical requires clear rules, agreements and planning as well as time for coordination and handovers.
- Loss of knowledge over time: the specialist knowledge of employees on breaks is not available during the break.
What are the legal regulations for sabbaticals in Switzerland?
There are no legal regulations on sabbaticals in Switzerland. This means that a sabbatical is always based on a voluntary agreement between the employer and employee. This means that you are not entitled to a sabbatical, unlike vacation or maternity leave.
How can a sabbatical be contractually arranged?
Individual contractual arrangements for a sabbatical are possible, for example through your individual employment contract. In larger companies, rules can sometimes be found in the employment regulations or internal company agreements. Collective employment agreements (CEA) rarely contain binding sabbatical regulations.
It is important to have a written contract or addendum to the employment contract. This should precisely define points such as the beginning and duration of the break, salary rules, continuation of insurance (OASI, pension fund, accident insurance) and a return to work. Regulations on deputization and any notice periods before or after the sabbatical should also be included.
Applying for a sabbatical: What do you need to bear mind?
The granting of a sabbatical is at the discretion of the employer. Therefore, when requesting your time off, you should include your reasons, suggestions for handover and a clear timetable.
What are the options for taking a sabbatical?
Whether for health reasons, the desire for self-fulfillment or wanderlust, whether your sabbatical should last a year or “only” 2 months, your reasons and the duration of the time-out determine how you plan your sabbatical. For example, you can...
- ... travel abroad: many people take time off for an extended vacation or longer journeys, such as through South America, Asia or Europe in an RV.
- ... study or pursue further training: a sabbatical is a good opportunity for targeted further training. In this way, you not only broaden your knowledge, but also strengthen your professional opportunities.
- ... volunteer: being socially involved – for example in an aid project or with an environmental organization – makes sense and gives you new experiences.
- ... do something for your health: you can use the sabbatical to recharge your batteries with a stay in a spa or through therapy, for example, and to improve your wellbeing.
- ... pursue personal goals: the break from work creates space for children, relatives in need of care or your own projects such as writing a book, renovating or digital detox.
- .. reorient yourself professionally: those thinking about changing jobs or becoming self-employed will find time for reflection and planning during the sabbatical.
What should employees bear in mind when it comes to sabbaticals?
A sabbatical brings many opportunities, but it also requires good preparation. You can avoid financial and organizational surprises with the following tips.
- Plan early!
Discuss your plans with your employer as soon as possible. This leaves enough time for agreements, representation and contract. - Find out about your insurance coverage!
During an unpaid sabbatical, coverage for accident, daily sickness benefits, or occupational disability insurance often ceases to apply. Arrange in good time for voluntary continuation of insurance and the conclusion of interim accident insurance. - Keep an eye on your retirement provision!
Without a salary, there are no contributions to the pension fund and OASI. You can avoid gaps, for example, by purchasing pension fund benefits or taking out a private pension. - Protect your finances!
Calculate all your fixed costs during your time off and budget proactively. Adequate reserves give you security and flexibility. - Record everything in writing!
Arrange the duration, salary, insurance and return in writing with your employer. This will prevent misunderstandings and false expectations.
Sabbatical: Tips for employers
There are also a number of points about sabbaticals that employers should consider and take into account. Clear planning protects the company and at the same time strengthens the relationship with employees.
- Create clear internal regulations!
Standardized requirements create transparency. Employees should know what is possible in terms of sabbaticals and how to apply. - Make your deputization arrangements in advance!
Organize in good time who will take on which tasks during an employee's time off. This ensures continuity in the team and prevents bottlenecks. - Clarify the financing!
Depending on the model, costs may be incurred for continued salary payments, social security contributions or external representation. Review these points carefully and budget realistically. - Work out availability!
Determine together whether and to what extent you may contact employees during the sabbatical, e.g. in case of emergencies or urgent decisions. - Prepare well for your employee's return!
Plan early for how and when your employees will return to work. A re-entry interview and clear tasks will help make a successful transition back to everyday work.
What sabbatical models are there?
There are different models for a sabbatical, depending on the industry, the size of your company, and your personal situation. Each model has its own advantages and disadvantages – especially in terms of salary, insurance, and return to work.
| Model | Brief description | Salary during time off | Return to job possible | Special features | Insurance |
| Unpaid leave | The employer approves time off, but does not pay any salary. | No | Yes, if specified in writing | As a rule, social insurance cover must be continued on an individual basis. | OASI, DI, UI and pension fund are not covered; voluntary continuation of insurance required. |
| Salary waiver / long-term account | You work more in advance or forgo salary components in order to take paid leave at a later date. | Yes, saved on a staggered basis | Yes | Often only feasible in larger companies with corresponding regulations. | Social insurance remains active as the employment relationship continues. |
| Reduction of overtime/vacation | Saved overtime or vacation is taken in one go. | Yes, in accordance with work performed | Yes | Suitable for shorter breaks, easy to implement with good planning. | Insurance remains in force, as there is no interruption of the employment relationship. |
| Termination/release | You give notice yourself or are released from work for the duration of your absence. | By agreement | No, no right to return | A high level of personal responsibility and risk, but complete freedom on how you plan your time off. | No insurance coverage via the employer; private coverage required. |
| Part-time model | You reduce your working hours over longer periods of time or in blocks. | Yes, pro rata | Yes | Flexible and long-term planning, but with reduced income. | Social insurance continues, but benefits are based on salary. |
Summary: Proactively plan your sabbatical and make the best use of it
A longer break from work can open up new prospects and lead to a better quality of life. Early planning, clear agreements and a realistic view of the financial and legal framework are crucial. From rest to training and personal projects: the possibilities are as diverse as the needs. Various sabbatical ideas and flexible working time models help to reconcile professional and private life. So you can enjoy your time off and benefit over the long term.
Frequently asked questions about sabbaticals
How early should I start planning a sabbatical?
Ideally, start planning 6 to 12 months in advance. This leaves enough time for discussions, organization and financial preparation.
How is a sabbatical set out in the employment contract?
The agreement is usually in the form of a contractual addendum. It includes duration, salary regulations, information on social insurance and conditions for return to work.
Am I still covered by social insurance during a sabbatical?
Your insurance status depends on the model you choose and whether your salary continues to be paid. In the case of unpaid leave, for example, insurance coverage is often suspended. However, if the employment relationship continues, OASI, pension fund, and accident insurance usually remain active.
Written by:
Nadine Graf
Nadine Graf is a theme manager and writes texts for AXA on topics related to insurance and beyond.
